Professional Documents
Culture Documents
With reference to
A PROJECT REPORT
SUBMITTED TO
SRI KRISHNADEVARAYA UNIVERSITY
FOR PARTIAL FULFILLMENT OF BBM DEGREE
By
S.RAMESH
(Reg.No.0913036)
2009-2012
DECLARATION
(S.RAMESH)
CERTIFICATE
Signature:
Mrs. P. NAGARAJAMMA,
MBA
CERTIFICATE
An undertaking of the project can’t be reached without the help of many great people. I
would like to express my gratitude to all those who have offered me with the project
work.
Iam grateful to Dr. G. Rama Krishna reddy. Principal of Sri Rama Krishna
Degree and P.G College, for granting me the permission to earn on the project work.
I am also grateful to Dr. C. Venkata Reddy, Director of Sri Rama Krishna P.G College
for granting me the permission to carry on the project work.
(S.RAMESH)
INTRODUCTION
RECRUITMENT:
Once the required and kind of human resources are determined the
Management has to find the places where required human resources are available and
also find the means of attracting them towards the organization before selecting suitable
candidates for jobs. All this process is generally known as recruitment. It includes finding
and developing the sources of prospective employees and attracting them to apply for the
jobs in an organization.
DEFINATION:
Recruitment can be defined as a process to discover the sources of man power to
meet the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient work force”.
“The process of searching for prospective employees and stimulating them to
apply for jobs in the organization”.
OBJECTIVES OF RECRUITMENT:
To attract the people with multi- dimensional skills and experiences that
suite the present and future organizational strategies.
To induct outsiders with a new perspective to lead the company.
To infuse fresh blood at all levels of organization.
To devise methodologies for assessing psychological traits.
To seek out non-conventional developments grounds of talent.
To design entry pay that competes on quality but not on quantum.
To anticipate and fine people for positions that does not exist yet.
FACTORS AFFECTING RECRUITMENT:
Performing the function of recruitment that is increasing the selection ration is
not as easy as it seems to be. This is because of hurdles created by internal and
external factors, which influence an organization. The activity of recruitment that
is searching for prospective employees is affected by many factors.
I. O organization policy
II. Local candidates
III. Influence of vacancies of candidates based on community, sex, caste,
recommendations etc.
T he following are the internal factors and external factors which effects
the recruitment.
2) Intermediate plans:
These plans are formulated for 5 years. HR manages prepare specific plans
for acquiring future managers, key personnel Compensation structure and development
initializing for the next 5years.
2) Operational plans:
Operational plans are prepared at the lowest business profit. These are formulated
for short time like for 1 year. These are related to recruitment of skilled personnel,
implementing compensation policies, designing new jobs, developing leadership, and
improving work life.
Successful human resource planning should identify our human resources needs.
Once know this needs we will to something about meeting them. The next step is
the acquisition function, the reform is recruitment. This activity makes it possible
for as to acquire the number and types of people necessary to ensure the continued
operation for actual and anticipated organizational vacancies are from other
perspective it is a linking activity bringing together those with jobs to fill the and
those seeking jobs.
Once the required number and the kind of human resources are
determined the management has to find the places where required human
resources are will be available and also work out for attracting them to words the
organization before selecting suitable candidates for jobs this process is generally
known as “Recruitment”. Some people the term “Recruitment” for employment.
These two are not one and the same.
Recruitment is only one of the steps in the employment process. Some others use
the term Recruitment for selection. Technically speaking the function of
recruitment precedes the selection and it includes only findings, developing the
source of prospective employees and attracting them to apply for jobs in an
organization. Whereas the suitable candidates to the job out of the candidates
attracted
1).RECRUITMENT PLANNING:
The stage in the recruitment process is planning. It involves the translation of
likely job vacancies and information about the nature of these jobs into a set of
objectives or
strategies that number and types of applicants to be contacted.
NUMBER OF CONTACTS:
Organizations, nearly always, plan to attract more applications that they will hire. Some
of those will be uninterested, unqualified or both. Each time a recruitment programme is
contemplated; one task is to estimate the number of applicants necessary to fill all
vacancies with qualified people.
TYPE OF CONTACTS:
This refers to the type of people to be informed about the opening. The types
of people depend on the tasks and responsibilities involved and the qualifications and
experience expected. The details are available the through job description and job
specification.
2) STRATEGY DEVELOPMENT:
When, how many and what types of recruit are required is known, serious
consideraction needs to be given to the following:
(a)Make or Buy:
Organization must decide whether to hire less skilled employees and invest on
training and education programmes. Essentially, this is the make or buys decision.
(b) Technological sophistication:
Technological advancement has made it possible for job seekers to gain better
access. They have began sending video tapes about themselves to a number of 3
organization without wasting time and without spending money on travel.
(c) Sources of recruitment:
There are several sources and broadly into two types.
I. Internal recruitment.
II. External recruitment.
i. Internal recruitment:
It includes present employees, employee referrals, former employees and
previous applicants.
Present employees: promotions and transfers from among the present employees can be
a good source of recruitment.
Employees referrals:
When employees recommend successful referrals, they are paid monetary
incentives which are called “finders fees”.
Former employees:
Some retired employees may be willing to come back to work on a part-
time basis or may recommend someone who would be interested in working for the
company.
Previous Applicants:
Those who have previously applied for job can be contacted by mail,a quick
and inexpensive way to fill an unexpected opening.
3). SEARCHING:
Once a recruiting plan and strategy worked out, the search process can
being, searches involve two steps:
i. Source activation.
ii. Selling.
i. Source Activation:
Source and search methods are activated by the issuance of employee
requisition. It means that no actual recruiting takes place until line manners
have verified that a vacancy does exist or will exist.
ii.selling:
In selling the organization, both the message and the media deserve
attention.
4).SCREENING:
The purpose of screening is to remove from the recruitment process, at an
early stage, those applicants who are visibly unqualified for the job. Effective screening
can save great deal of time and money care must be exercised.
In screening, clear job specifications are invaluable. Campus recruiters and
agency representatives us interviews and resumes. Reference checks are also useful in
screening.
RECRUITMENT TECHNIQUJES:
1) Promotions
2) Transfers
3) Advertising
1) Promotions:
3) Advertising:
It provides the candidates in different sources, the information about the job and
company and stimulates them to apply for jobs.
1) Scouting:
INTERNAL FACTORS:
HRP: The success of the recruiting programs is whether or not the company
engages in HRP.
SIZE: An organization with one hundred thousand employees will fing recruiting
less problematic that the organization with just 100 employees.
Cost is calculated per new hire and the figure is considerable now days.
Growth and Expansion will hav e more recruiting on hand than the one which
finds its fortunes declining.
SELECTION:
MEANING:
After identifying the sources of human resources, searching for
prospective employees and stimulating them to apply for jobs in and organization,
the management has to perform the function of selecting the employees at the
right time.
Definition of Selection:
It is the process of ascertain the qualifications, experience, skills,
knowledge etc., an applicant with a view to appraising his\her suitability to a job.
Significance of Selection Process:
Employee selection plays a vital role in achieving efficiency due to the following reasons:
1. Organizational Efficiency is mostly determined by the productivity. Productivity
in its turn is mostly influenced by the employee’s contribution.
2. Organizational Efficiency is influenced by production of high quality products,
rendering superior service to the customer.
3. Globalization and internal competitiveness led to the customization in production
and distribution.
4. Human resource is the knowledge, machine, technology, marketing, finance etc.,
in the soft ware industry.
RESEARCH METHODOLOGY
TYPEOF RESERCH
The questionnaire was administered through direct through direct contact with
respondents for the survey. The present study is descriptive research.
DATA SOURCE
Collection of the data is the primary importance in the research process. Data,
which was collected for the purpose of research, helps in proper analysis, which is helpful
to conduct research effectively. The data source, which is very important in the collection
of data, is primary data and secondary data.
Both primary and secondary data ate taken in to consideration for conducting the
study of training and development programs.
PRIMARY DATA:
Primary data is collected through administering the questionnaires by dierect
contact And also involved personal discussion to obtain insight of the information.
SECONDARY DATA:
Secondary data is collected from records, manual and brochures maintained by
personnel department of organization.
TYPE OF SAMPLING
Proportionate Random sampling is used for the survey. The departments were
taken as stratas’s and from each strata of employees were taken for the present study.
SAMPLE DESIGN:
Population size : 2500
Sample size : 110
Sampling procedure : simple random sampling
Statistical tool : percentage Analysis
Sampling unit : executives of all the departments
110 Employees out of 2500 population was taken for the study.
SAMPLE UNIT
Employees of different departments SUJALA PIPES PVT. LTD WAS TAKEN FOR
DATA COLLECTION.
RESEARCH INSTRUMENT
Questionnaire:
It is considered as hear of the present study. It is the outline of what information
is required foe gathering market recruitment information. So it requires utmost skill and
care.
TYPE OF QUEISIONNAIRE
The questionnaire includes both open end and closed end questionnaire. Some of
the data were collected through using observation techniques.
TYPE OF QUESTIIONS
To attain the objectives different pattern of questions were made use of in the
study they are.
DICHOTOMOUS QUESTIIONS
Dichotomous questions allow for only two possible answers like ‘yes’ or ‘no’.
MULTIPLE CHOICE QUE3STIONS
These type of questions list a number of answers and permits the subjects ot select
the answer that best approximate their own views.
OPEN ENDED QUESTIONS
In this type of questionnaire, the questions are structured but the responses are
unstructured. The respondents are free to replay which they consider to relevant.
CLOSE ENDED QUESTIONS
In this type of questionnaire, both questions and answers are arranged in structured
patterns.
TOLLS OF ANALYSIS
The statistical method used for the analysis is PERCENTAGE method and bar
diagrams are used for representing the analysis.
LIMITATIONS
Different views and suggestions provided by the employees are subjected to
personal bias.
The sample six of 110 employee’s often total population may not reveal the
correct information.
INDUSTRY PROFILE
The versatile material with its superior qualities such as light weight, easy
process ability, corrosion resistance, energy conservation, non toxicity etc., may
substitute to a large extent, many conventional and constantly industrial materials
like wood, metal, glass, jute, leather etc., on the automobiles, electronics,
packaging and agriculture give enough evidence of the immense utility of plastics.
At present 80% of total requirement of raw material and almost all
types of plastic machines required for the industry and indigenously available. The
present investment in all three segment of the industry, namely production of raw
materials, expansion and diversification of processing equipment INS Rs.
1,250 corers and it provides employment to more than eight lack people.
Plastics have been subject to level not only at the central, but at state,
and local government levels. These levels have affected the price of plastic of
production adversely, because of their inherent advantage in properties and
versatile in adaptation and use, plastics have come to play a vital role in a variety
of applications over the world. In our country, plastics are used in essential
consumer goods of daily use for common man such as baskets, shopping bags
tiffany boxes, hair combs, tooth brushes, spectacle frames and fountain pens etc.,
they also find applications in field like packaging and automobiles and
transportation, engineering, electronics, telecommunications, defense, medicine,
building and other construction plastics and its importance is also growing infield
like agriculture and water management.
POLYSTYRENE:
Polystyrene was first manufactured in india in May 1957. The first production
commenced in 1978. A production target of 29000 tones tube is achieved by the
end of 1999-2000.
Today India exports plastic products to as many as 80 countries all over the
world. The exports, which were stagnant at around a Rs. 60-70crores per annum
double to Rs.129 corers. The plastic industry has taken up the challenge of
achieving an export target of Rs.17 corers. Major export markets for plastic
products and linoleum are Australia, Bangladesh, Canada, Egypt, Hong Kong,
Hungary, Italy, Kuwait, Federal, Republic of Germany, Srilanka, Sweden, Taiwan,
U.K,U.S.A, and Russia.
Plastics are been perceived as just simple colorful household products in the
minds of common man. A dominant part of the plastics of the present and future
find their utilization in the following areas.
3.
We shall look at the basic data about plastics and particularly those
properties, which are of use in practical working with plastics. Plastics are the
man-made materials. The oldest raw materials for producing plastics are
carbonaceous materials obtained from petrol chemical sources and they can be
economically produced in large quantities.
Plastics have changed our world and day by day they are becoming Important.
They own their success to whole series of advantages, which they have over
conventional materials such as
Light weight
Attractive colors
Low maintenance
Aesthetic
2. Thermo sets
Thermo sets:
The thermo sets on the other had become sufficiently soft only not the
initial application of heat and pressure in the world to flow, but upon further
applications of heat and pressure they are cured to hard, inert molded piece, which
cannot be reoffered but reheating.
The usage of poly vinyl chloride PVC pipes in agriculture fields lesser
water seepage which was predominant in earlier practices with services of PVC
pipes water can be transported efficiently with lesser losses from the place of
water potential.
Rigid PVC pies have been manufactured in India from the 60's in imported
extrusions line and there after indigenous plants were also available.
Supply and demand curves determine the state of affairs industry and
analysis can be based on that, although demand for PVC pipes is increasing the
surplus supply from the manufactures of P.V.C. pipes is increasing at greater rate,
four giant manufactures, which are responsible finales, supreme, sujala and join
apart from these giant manufactures many small manufactures are also operating
in the industry which makes surplus supply conditions still worse.
SUJALA PIPES (P) LTD.
PROFILE :
Rayalaseema in Andhra Pradesh was rarefied region for industries dynamic
entrepreneur Sri S.P.Y. Reddy is basically a mechanical engineer started a unit at
nandyal. Which manufactures black pipes in 1977.The determination and hard
work of Sri S.P.Y. Reddy helped him to overcome the problems faced by the
company in the initial years, and with financial assistance from the local
commercial banks. The company could overcome the problems of the manger and
is running smoothly.
Today the companies are worth few( or lot depends on who you are
millions ( both Indian & amp; American). They made possible few other small
ventures Pipes are sold under brand names of Nandi, Rani, and Jala. Together
they are highest selling PVC pipe brands in South India and will be among top
three.
We believe that companies are about people more than anything else. The
group companies employ about 1500 people. Free accommodation is provided to
most of the employees. Health services are also provided at free of cost. Other
business interests of Nandi group include dairy product, information technology
and education Sujala Pipes (p) Ltd, manufacturers the largest and most
comprehensive range of U-P.V.C pipes in India. They offer pipes of up to 400 mm
diameter Nandi pipes that are suitable for wide range of applications.
Portable water transportation, irrigation, plumbing, drainage, cable ducting
bore-wells, transfer of industrial effluents. Our gamut's of products cover all
applications, which are covered by PVC pipes.
Nandi UPVC systems are more cost effective than conventional GI, CI or
AC systems. They are lightweight, durable and non-corrosive. The offer excellent
flow characteristics and they are easy to transport handle and install as well.
Excellent quality with customized product development support.
The Unit also has excellent quality assurance systems in place we ensure
products of uncompromising excellence, meeting all relevant ISI, BS, DIN, and
ASTM standards. In addition, extensive R&B facilities provide reliable and
committed support for new product development.
This means that, even if a Nandi customer is unable to find his precise
requirements from our elaborate range of products, we can also develop
customized products to his own exclusive specifications...
The plants of the old companies are turned to opportunities to the company
by its excellent management. After the change of management the brand image of
these brands are improved. At present movement Sujala Pipes Pvt Limited stands
at market leader major competitor to the company is Sudhakar pipes and maharaja
pipes. The only backdrops to is the competition from local brands. As the majority
of Consumers belong to former, they consider price than quality. The company had
to make aware of the companies quality standards to them.
Sizes :
Various sizes ranging from ½ to 10 are offered to consumers. Even pipes with
different gauges and sizes are manufactured to suit specific conditions.
Packing :
Packing plays less important role in the product PVC pipes pipes because
the hallow space inside can be utilized .for purpose of cubic space utilization in
trucks while transport, organization i9s adopting the technique like pipe in pipe.
Warranties :
No written warranties are given to Consumers expect an assurance that (the
product is reliable)
For Nandi brand the company adopts zero credit policy, and goods are not
delivered unless cash particulars are made.
For monarch and Sagar brands credit is entitled unto a week. The
difference between these is due to brand image.
Channels of distribution:
Sujala Pipes Pvt Limited has zero level channel distribution for Nandi and
single level channel distribution for Monarch and Sagar.
ZERO LEVEL
MANUFACTURER
CUSTOMER
MANUFACTURER
CUSTOMER
MANUFACTURER
CUSTOMER
CONSUMER
CONSUMER
RETAILER
Coverage:
At present Andhra Pradesh, parts of southern states like Karnataka,
Tamilnadu and Kerala are in ambit of Sujala Pipes Pvt Ltd.
The financial manager with the help of four account officers and other
clerks of the department heads the financial department. The company follows
cash & carries policy for Nandi brand. The product is not delivered until the cash
is paid. Financial department with the help of marketing department looks after
these transactions.
Marketing mix and advertising particulars of Sujala Pipes Pvt Ltd. shows
effective management of the marketing department in the organization.
The organization is formed with Sri S.p.y Reddy as the managing director.
There are two marketing managers, a financial manager, a public relation officer
and a quality control officer who all reports to executive director. Other than
executives there are 1000 workers in the organization.
A panel consisting of managing director, executive director and managers
of concerned departments makes the recruitment and selection of personnel.
® Chem.-Plast. Ltd.
The Company has been consistently recording and excellent growth rate
every year with the current production capacity of 22,000 Metric tones per annum.
The plant is equipped with Battened Twin Screw extruders capable of producing
pipes from 20mm to 315mm in 0.25MPHs to 1.0 M pa pressure classes.
Stringent quality control tests are regularly conducted to ensure top quality
products for multifarious applications like tube well casing telephone-ducting
aquaculture besides supplying to various government aided schemes and medium
irrigation projects.
With a view to effectively cater to the needs of the international market, the
company is gearing up for ISO 9002 certification to become a number of select
brand of elite group of companies. The company is also manufacturing UPVC
pipes and fitting specifications especially to meet the requirements of the Middle
East market for soil, wastewater and drainage systems and micro irrigation
systems for Dry land.
Parts with the referred used PVC pipes supplemented with fittings are used
in houses for electronic connections, sewage connections and other domestic
purposes. PVC pipes with much unique heat, chemical and p hysical
characteristics serve many industrial purposes. They are even positively used as
conduits for industrial gases. Even the characteristics of weight and low price
attract many more applications.
Rigid PVC pipes have been manufactured in India from the sixties on
imported extrusion lines and there after indigenous plans were also available.
There were few pipe manufactures up to 1978-1979 and large production
capability was created during 1979-1983. When many extrusion lines were
imported from button field, Cincinnati, kraausmuffi etc. the government allowed
the imports of sophisticated and high output plan, which were not available
indigenously.
PVC RESIN
D.B.L.S
T.B.LS
L.S
C.S
STEARIC ACID
HYDROCAARBON
CALCIUM CARBONATE
MANUFACTURING PROCESS :
The high temperature of hot chamber melts ingredients and contents of then
given forward transit to get hallows pipes of required dimension. As the pipes
come out of the hot chamber, cool water jet is directed towards it to cool the pipe
immediately. Pipes of desired length are cut with the aid of stop and power hack
slow. Production is made in various sizes ranging from V2 to 10' according to
usage.
® PVC raw material + other chemicals (Compound)
® Dye(10-35mm)
® Haul off
® Cutter of pipes
® Stocking of Pipes
REINFORCED PLASTICTS :
Although plastics have high strength to weight ratio, they are not as strong
as metals and deform presently under load. They cannot be extremely high or low
temperature like metals and other materials such as refractory bricks. Modem
invention of glass or carbon black as reinforcing fillers have a way for making
high strength bearing plastics and they are at a times replace steels.
ALLOYS :
Physical mixture of two or more polymers is termed as alloys. Physical
blending of two polymers is needed because every polymer has certain set of good
properties. Design of special products, which should have specific set of
properties, may not be obtain of it is made only from one polymer by blending two
polymers we can get the required combination of properties. For example
polystyrene is highly amorphous and rigid but has low impact strength. If it is
blended with rubbery material product will b3e of high strength, rigid and shall
also have high impact properties.
Thus by allowing a wide range of products can be made. Although alloys
are physical mixture of polymers, sometimes hydrogen bonds are formed between
some special ionic groups with hydrogen atom of the carbon chain. Such a bond is
very useful in alloy formation because it impacts processing flexibility with and
use of cross linked products.
NANDI PIPES :
Formed in 1988
Manufacturers as per Indian Standards is 4985 – 2000
Types
o Agriculture
o Well Casing
o Plumbing
o SWR
o Electrical
o Ring Fit
o Sub Marsible
Quality Lab
Stringent quality control tests are regularly conducted to ensure top quality
products for multifarious applications like :
Tube Well casing
Telephone ducting
Aquaculture
Maximum ash content of 8% when teted as per ISE 3451 part – III
If the Customer purchases 75mm and above dia pipes at least 200, Poclain
for trenching will be provided at a cost of Rs.30 for each pipe length. For laying
Bore wells Rigs and Compressors are available with us.
With large fleet of Trucks, free door delivery will provided for consumers
and Consumers buying above 100 Nods of Pipes.
Corrosion Resistance
No Chemical contamination
No need of protective Liners, Coating, Encasements or Cathodes
Protection of Thermal Conductivity
Flexibility
Variety of Jointing Methods.
Nontoxic & Biological Resistance
High Hazen William 'x Coefficient (150)
Nandi Pipes is proud to announce that we have supplied Pipes to lay big
water pipe line projects.
Panchayat Raj,
Industrial Development Corporation etc.,
Satya Sai Water Schemes.
Lorven Projects
Kolleru Project
NABARD water schemes
Kamataka L and Army Department
TWAD Board Authority - Tamilnadu
Our Consumers have the benefit to buy our pipes at any place in South
India Because of wide network of 493 Consumers spread in the states.
State No of Consumer
Andhra Pradesh 301
Karnataka 17
Tamilanadu 23
Maharastra 9
Pandichery 2
Catishghar 1
Consumer Ship at Sujala Pipes Pvt Ltd.
o The company notifies in a local newspaper.
o In the interview, they will see their credit worthiness and their
profile..
DATA ANALYSIS & INTERPRETATIONS
Chart-1
INFERENCE:
From the above table and chart shows that 57% of the employees were
said periodical recruitment process and 43% of employees said regular recruitment
process.
2. Employees opinion about the organization follows definite and free recruitment
process
Chart -2
INFERENCE:
From the above table and chart shows that 83% of the employees were said
that the organization did not have and free recruitment procedure and 17% of
employees said that the company follows free recruitment procedure.
3. Employee satisfaction regarding recruitment procedure of sujala pipes
Opinion Respondents Percentage (%)
Highly satisfied 45.00 41.00%
satisfied 60.00 54.00%
Dissatisfied 4.00 4.00%
Highly Dissatisfied 1.00 1.00%
Total 110.00 100.00%
Chart -3
INFERENCE:
From the above table and chart shows that 54% of the employees are
satisfied with the recruitment procedure, 4% of the employees satisfied, 4% are
dissatisfied and 1% are highly dissatisfied.
4. Employee point of view basic things for recruitment at sujala pipes
Chart -4
INFERENCE:
From the above and chart it shows that 36% of the employees
recruitment is based on experience, 32% of the employees said that
above all, 16% of employee said that qualification and 16% of employee
said that skills and knowledge.
5. Sources of recruitment at sujala pipes
Chart -5
INFERENCE:
From the above table and chart it shows that 77% of the employees
said that the sources of recruitment through internal and external sources.
13% of employees by the external and 10% of employee within the
organization.
6. Recruitment sources for skilled employees at Sujala pipes
Chart -6
INFERENCE:
From the above table and chart it shows that 73% of the employees recruitment
sources for skilled is based on interview ,15% of employee are advertisement, 7% of
employee are informal contacts and 5% of employees are public employment
agencies.
7. Employees opinion towards written test procedure for selection process.
Chart -7
INFERENCE:
From the above table and chart it shows 87% of the employees follow written
test procedure for selection process and 13% of employees didn’t follow test
procedure for selection process.
8.Access employee skills through written test
Chart -8
INFERENCE:
From the above table and chart it shows that abilities. 75% of the employee
access for written test is based on intelligence, abilities and personal interview 20%
of employees said that intelligence 3% of employees said that personal interview
and 2% employee.
9. Employees preference of an interview
Chart -9
INFERENCE:
From the above table and chart it shows that 49% of the employee
preference of an interview is based an group interview ,20% of employees said that
stress interview ,12% of employee said that personal interview ,11% of employees
said that technical interview ,8% of employees said that telephone interview.
10.Employees rating towards interview process conduct by the company
Chart -10
INFERENCE:
From above table and chart it shows that 49% of the employee rating
towards preference of an interview is based an group interview,20% of employees
said that stress interview very good ,28% of employee said that excellent, 20% of
employees said that good and 6% of employees said that average.
11. Adoption of communication channels to the listed candidate
Chart -11
INFERENCE:
From the above table and chart it shows that 47% of the employees
adoption of communication channels to the listed candidates based on
by post ,46% of employees through telephone, 4% of employee through
others and 3% of employees through e-mail.
12. Job specification of a selected candidate
Chart -12
INFERENCE:
From the above table and chart it shows that 48% of the employee’s job
satisfaction of a selected candidate is based on knowledge and skills, 36% of
employees said that experience, 11% of employee said that education and 5% of
employees creative ability.
13. Employee satisfaction level of selection process at sujala pipes pvt ltd
Chart -13
INFERNCE:
From the above table and chart it shows that 94% of the employees
selection process in the organization and 6% of employees said that didn’t satisfied
with the selection process in the organization.
14. Getting suitable candidate though selection process
Chart -14
INFERENCE:
From the above table and chart it shows that 92% of the employees said that the
selection process suitable candidate and 8% of employees said that didn’t have
selection process for suitable candidate.
15. Factors influence on selection process for right candidate
Chart -15
INFERENCE:
From the above table and chart it shows that 56% of the employees factors
influence on selection process for right candidate is based G.D, 23% of employees
said that experience , 14% of employees said that case analysis , 4% of employees
said that analytical ability , 3% of employees said that creative ability.
16. Employee satisfaction level of training facilities provide by the company
Chart-16
INFERENCE:
From the above table and chart it shows that 32% of the employees are
satisfied with training facilities in the organization and 8% of employees didn’t
satisfied with the training facilities in the organization.
17. Rate the employees satisfaction levels of overall job performance at company
Chart -17
INFERENCE:
From the above table and chart shows that 65% of the employees satisfaction
levels of overall job performance at the company based on satisfied and 35% of
employees said that strongly satisfied.
FINDINGS
From my analysis 57% of the employees were said periodical recruitment process
and 43% if employees said regular recruitment process at sujala pipes pvt ltd.
It was inferred that majority 83% if employees satisfied with company
recruitment policies which is definite and free recruitment process and 17% of
employees are not satisfied at SUJALA PIPES PVT LTD.,
From my analysis 54% of employees are satisfied with the recruitment
procedure, 4% of employees highly satisfied, 4% are dissatisfied and 1% are
highly dissatisfied.
It was inferred that 36% of the employees recruitment is based on experience,
32% of employees said that above all, 16% of employees said that qualification
and 16% of employees said that qualification and 16% of employees said that
skills and knowledge.
It was inferred that 77% of employees sated that the company used both. That
is external and internal, 13% of employees point of view company obtained
external sources, 10% of employees stated that the company obtains from
internal sources for recruitment in SUJALA PIPES PVT LTC.
From my 73% of the employees recruitment sources for skilled is base on
interview, 15% of employees are advertisement, 7% of employees are informal
contacts and 5% of employees are public employment agencies.
It was found that 87% of the employees follow written test procedure for
selection process and 13% of employees did not follow test procedure for
selection process.
From my analysi9s75% of the employees access for written test is based on
intelligence, abilities and personal interview 20% of employees said that
intelligence, 3% of employees said that personal interviews and 2% employee in
SUJALA PIPES PVT LTD.
It was inferred that 49% of the employee preference of an interview is based an
group interview, 20% of employees said that stress interview,12D% of employee
said that personal interview,11% if employees said that technical interview,8% of
employees said that telephone interview in sujala pipes pvt ltd.
From my analysis 49% of the employees rating towards preference of an
interview is based an group interview,20% of employees said that stress
interview very good, 28% of employee said that excellent, 20% of employees said
that good and 6% of employees said that average.
It was found that47% of the employees adoption of communication channels to
the listed candidates based on by post, 46% of employees through telephone, ,
4% of employees through others and 3% 0f employees though e-mail
It was inferred that 48% of the employees job satisfaction of a selected
candidate is based on knowledge and skills ,36% of employees said that
experience , 11% of employees said that education and 5% of employees
creative ability.
From my analysis 94% of the employees selection process in the organization
is satisfied and 6% of employees said that didn’t satisfied with the section
process in the organization
It was found that 92% of the employees said that the selection process suitable
candidate and 8% of employees said that didn’t have selection process for
suitable candidate.
From my analysis 56% of the employees factors influence on selection process
for right candidate is based G.D.23% of employees said that experience,14% of
employees said that case analysis ,4% of employees said that analytical ability ,
3% of employees said that creative ability in sujala pipes pvt ltd.
It was inferred that 32% of the employees are satisfied with training facilities in
the organization and 8% of employees didn’t satisfied with the training
facilities in the organization.
It was found that 65% o f the employees satisfaction levels of overall job
performance at the company based on satisfied and 35% of employees said that
strongly satisfied in sujala pipes ltd.
SUGGESTION
Some of the employees were not well known about the recruitment
procedure in sujala pipes ltd ,so I suggested that try to inform about
recruitment procedure through e-mail and advertisement which is very
important for the organization.
Some of the employees were not fair about basically factors for
recruitment, so I could be advised company should maintain standard
format experience, qualification, knowledge & skills while recruiting the
candidates at sujala pipes pvt ltd.
I suggested during selection process may give preference to fresher’s
based on education qualification and additional skills to encourage
fresh blood for challenging posts.
QUESTIONNAIRE
A study on Recruitment and selection process at Sujala pipes pvt
ltd, Nandyal.
Employees Profile:
a) Employee Name :
b) Age :
c) Occupation :
d) Experience :
e) Department :
f) Salary :
a) Regularly b) periodically
2. Do you feel the organization follows definite and free recruitment
procedure
a) Yes b) No
3. Are you satisfied by the recruitment procedure in your organization [
]
a) Highly satisfied b) satisfied
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