RECRUITMENT AND SELECTION IN CROMPTON GREAVES AT

MALANPUR

SUBMITTED TO: SUBMITTED BY:Dr. KAUSHALENDRA SIR VANDANA BAGHELFaculty M.B.A. (HRD)Jiwaji University 2010 - 2011Gwalior, M.P. Jiwaji University

SOS POLITICAL SCIENCE AND PUBLIC ADMINISTRATIONJIWAJI UNIVERSITY, GWALIOR – 474011

CERTIFICATE

This is to certify that the project entitled “RECRUITMENT AND SELECTION” is being submitted by VANDANA BAGHEL of MBA (HRD) 4th semester for partial fulfillment of degree of MBA (HRD), Jiwaji University, Gwalior, is an original piece of research carried by him under my guidance and supervision.

Place: Gwalior Dr. KAUSHALENDRA SIR

(internal guide)

DECLARATION

I, VANDANA BAGHEL student of M.B.A 4th sem. From Jiwaji

university, Gwalior declare that all the information, facts and figures

represented in this report are actually based on my experience & my hard

work and nothing is stolen from anywhere. Any resemblance to the earlier

project or research is purely coincidental.

Date :

Place: Gwalior VANDANA BAGHEL M.B.A. 4thsem.

ACKNOWLEDGEMENT

A successful research could not be done without any inspiration, guidance and help from different person in the society of the modern corporate world.

It was remarkable & memorable experience undergoing the training at CROMPTON GREAVES during the project work .

The project that I under took bears the imprint of many people , so I take this opportunity to express my deep sense of gratitude toward them for helping me to complete the project.

I m highly thankful to MR. GURU CHARAN SURI (HR Manager), for providing me the information about the project .their valuable guidance & support help me a lot to work on my project.

Finally , I would express my sincere thanks to Kaushalendra sir & all faculty member for their support.

Date :

Place: gwalior VANDANA BAGHEL M.B.A. 4th Sem.

PREFACE

Organizations are made up of people and through people organization can

exist. The resources of man, money, material and machinery are collected ,

coordinated and utilized through people. Out of these resources manpower is

of the most essential resources for any organization. By placing right place

at right time are one of the important tasks of any organization, it becomes

more important in present world of cut thought competition. We should have

a perfect and effective recruitment & selection process in every organization

can achieve their goal effectively as well as can attract the skilled and

talented human capital also.

Front pageCompany certificateGuide certificateStudent declarationAcknowledgementPreface CONTENT

Chapter no.

Topic Page no.

1. Company profile

2. Theoretical aspect of recruitment and selection

3. Practical aspect of recruitment and selection

4. Research methodology

5. Analysis and graphical presentation of data

6. Findings

7. Conclusions

8. Suggestions Bibliography Annexure Questionnaire

COMPANY

PROFILE

`UNIT PROFILE

NAME CROMTON GREAVES

UNIT OF CROMTON GREAVES LIMITED

GROUP AVANTHA GROUP

ADDRESS P No.T1&T5 MPAKVN INDI AREA,

MALANPUR DISTT, BHIND (M.P.)

PHONE PHONE- 91-07539-283502/3/5/7/301200/54

FAX 91-07539-283585/301242

Email investorservices@cgl.co.in

Website www.cglonline.com

History

Crompton Greaves (CG) a part of the Avantha Group was established in the year

1937 as a private sector under the name of Crompton Parkinson Works Ltd, has

become synonymous with electricity in India. India's largest private sector

enterprise, extensively engaged in designing, manufacturing and marketing high

technology electrical products and services related to power generation,

transmission, distribution as well as executing turnkey projects. The wide range

of products that the company offers is canalized through its four business units-

These are Power Systems, Industrial Systems and Consumer Products with

headquartered in a self-owned landmark building at Worli, Mumbai. Such

products as power & industrial transformers, HT circuit breakers, LT & HT

motors, DC motors, traction motors, alternators/ generators, railway signaling

equipments, lighting products, fans, pumps and public switching, transmission

and access products. CG's business operations consist of 22 manufacturing

divisions spread across in Gujarat, Maharashtra, Goa, Madhya Pradesh and

Karnataka, supported by well knitted marketing and service network through 14

branches in various states under overall management of four regional sales

offices located in Delhi, Kolkata, Mumbai and Chennai. The company is in quality

range by having many certifications in the ISO 9000/9001:2000/14001 series.

Greaves Cotton & Crompton Parkinson Ltd.,

Mumbai was amalgamated with the Company in the year 1966, after the

amalgamation, the Company's name was changed from Crompton Parkinson

(Works) Ltd to the present name Crompton Greaves Ltd. The company had

technical collaboration agreement with Hitachi Ltd, Japan for the manufacture of

moulded case circuit breakers in the year 1975. CG entered into various

technical collaboration agreements with several renowned manufacturers from

U.S.A., U.K., Europe and Japan during the year 1978. Kerala Electric Lamp

Works Ltd. (formerly Toshiba Anand Lamps Ltd.,) was became a subsidiary of

the Company in the year 1981. During the period of 1986, CG promoted one

company under the name Punjab Power Generation Machines Ltd jointly with the

Punjab state Industrial Development Corporation Ltd for the manufacture of

hydro turbines upto 20 MW in Punjab. And also in the same year promoted

another one company under the name of Goa Electricals and Fans Ltd., for the

manufacture of ceiling fans in Goa jointly with Economic Development

Corporation of Goa, Daman & Diu Ltd. In the year 1987, an up-to-date plant for

the manufacture of vacuum interrupters and manufacture of industrial electronic

items, signaling systems was commissioned at Aurangabad and Nasik

respectively. An instrument relays project was commissioned at Pithampur. CG

developed and introduced supervisory control and data acquisition and

programmable logical controllers in the year 1988 and also the Company

commissioned under joint venture, plants for the manufacture of telematics at

Goa and television receivers at Pithampur. The rural telecommunication unit at

Bangalore, the transformers unit at Malanpur, M.P and vacuum fluid purifier plant

at Aurangabad were commissioned during the year 1990. CG and Teltec of

Denmark promoted a joint venture company in the same year 1990 under the

name of CG-Teltec Ltd, with foreign equity participation for the manufacture of

radio communication equipment at Bangalore. Kerala Electric Lamp Works Ltd.

(KELW) was amalgamated with the company. The R&D unit of the

company developed new products like DC/AC current sensor and mixed

dielectric insulation system for 220 KV coupling capacitors in the year 1992, also

a joint venture project for manufacture of electric meters at Gurgaon and

Company's plant for manufacture of lithium batteries at Goa were commissioned.

In 1994, the Company submitted its bid to DOT for provision of cellular services

in seven circles in association with Millicons of Luxembarg and the CG

Communication Pvt. Ltd was promoted in the same year to provide cellular

mobile telephone services in the telecom services in India. A modern transformer

factory with the latest manufacturing equipment was set up in the year 1995 at

Bhopal. Hind Condensor Ltd, Goa Telematics Ltd. (GTL) and Northern Digital

Exchanges Ltd. (NODE) were amalgamated with the Company in the year itself.

In 1996, CG was restructured in four main business group viz. Power system,

Industrial system, consumer products and Digital to ensure enhanced focus and

effectiveness. The Indocom Industries Ltd., a 100% subsidiary of the company

and Lumino Lamps Ltd were amalgamated with the Company. Crompton

Greaves and Thapar Group Company has formed a joint venture in the year

1997 with ELIN Energieversorgung (ELIN) of Austria to manufacture gas and

steam turbine driven generators, up to 45 MVA capacity, and hydel generators.

The Kersons Manufacturing Company of India Ltd. (Kersons) and Goa Electricals

and Fans Ltd. (GEFL) were amalgamated with the Company. CG has joined

hands with the billion NEC of Japan to set up a joint venture for the manufacture

of microwave radio equipment. During the year 1998, for the manufacture the

medium voltage vacuum switchgear at Dubai, the company formed an alliance

with Link Middle East Ltd. (LMEL). CG has signed a MoU in the year 1999 with

Israel based Tadiran Telecommunications Ltd for marketing and servicing

Tadiran's Coral range of telecommunication product in the Indian subcontinent

and also the company has entered into a technical collaboration with Allied

Signal Inc. for manufacturing Amorphous Metal Transformers (AMT) in the same

year. In the year 2000, the informatics division of Crompton Greaves has tied up

with Remedy Corporation for consultation, implementation and training of eCRM

and eBusiness infrastructure solutions in India.

The Company has signed an agreement with French company Schneider Electric

for selling its low-tension control gear business located in Nasik in Maharashtra

and also has entered into an agreement for sale of its Low Tension Control Gear

division located at Satpur, Nashik to Schneider Electric India Ltd for

approximately Rs. 76 crore. CG-Digital, a business unit of Crompton Greaves,

has launched a new range of digital and KTS/EPABX systems in the year 2001

to suit varying needs of communication. In a bid to reduce its manufacturing

costs, LM Thapar Group Company of Crompton Greaves has begun importing

electrical components from Chinese manufacturers for its consumer products

division. In 2002, the Company has divested its shareholding of 38% in CG

Newage Electrical Ltd to Cummins India Ltd with the consideration of Rs. 220.50

per share. During 2003, In May 2005, Crompton Greaves acquired the Belgium-

based Pauwels Group, a company internationally known for its transformer

manufacturing and service capabilities. Pauwels has manufacturing facilities in

Belgium, Ireland, Canada, USA and Indonesia, and together, the two entities

effectively cover all key global geographies. During 2005-06, Crompton Greaves

had implemented the SAP 4.7 platform across all locations in India. The

Company's switchgear complex at Ambad won the Frost & Sullivan India

Manufacturing Excellence (IMEA) Gold Award for 2006. The acquisition of Ganz

Transelektro Villamossagi Zrt and its associate company, Transverticum Kft in

Hungary during the 2006-07 led to the company in an enterprise value of

approximately ?35 million. In 2006-07, Crompton Greaves' Indian Power

Systems business succeeded in opening 9 new International markets for its

products. The HT motors division of the company succeeded in extending the 11

kV range of HT motors to 1,750 kW. It also obtained and executed several new

orders for refineries and cement plants. The division's facility at Mandideep was

significantly enhanced by a new machine shop with computerized equipment,

and additions to the testing bays, which can now test up to 5 MW HT machines.

CG has set up a captive glass shell manufacturing unit and a new line for FTL at

Baroda. Transformer Group (DOMESTIC) enhanced its significance in HYDRO

Business and also it bags Landmark Order. CG Global R & D Centre Bags the

Golden Peacock Innovative Award Product/Service Award 2007. CG wins Best

Product award for its Dream Transformer & Appreciation Certificate

forTransformer with Improved Voltage Regulations At the 'Best Product

Competition (Indian Exhibitors)' in Elecrama 2008. Crompton helps electricity

boards and other utilities to reach electricity to the last home and factory.

Therefore, every individual in India who uses electricity can be considered as

Crompton customer, continues to further and consolidate the initiatives that

Colonel Crompton set into motion by focusing on meeting increasing customer

demands for products that are eco-friendly, energy efficient and with intelligent

monitoring and control systems. However, several measures that the company

has already taken and it's plans for the future, together with business impact of

the Pauwels acquisition, will equip the company to respond in adequate measure

to this competitive pressure

PERSONNEL POLICY OF CROMPTON GREAVES

PERSONNEL POLICY STATEMENT:

1. enforce Recruitment and Selection procedure strictly.

2. Policy in proper Decentralization of power/procedures and to given

more responsibility to the individual.

3. Identify training needs in structured way and make their career and

development plan to become world class.

4. Ensure to achieve the best efficiency and utilization by way of

clear cut goals/standards.

5. Periodic performance appraisal to review the key result area, to

achieve and to modify the same as per need.

HEALTH & SAFETY

Health is a safe of complete physical, mental and social Well-being and not

merely the absence of disease. It is the outcome of the interaction between

the individual & his environment.

In many industries, workers are exposed to various types of health hazards,

unless the working conditions, lighting, ventilation, cleanliness, temperature,

space etc are proper, workers can not concentrate on the work.

Every year may employees get injured in factories, mines, ports, railways,

etc leading to partial or total disablement. Industrial safety and efficiency are

directly related to each other. Safety measures prevent accidents and ensure

regular flow of work. If also hels in improving the morale and productivity

of workers.

HEALTH & SAFETY POLICY IN CROMPTON GREAVES WOOLLENS:

1. Creates and maintains clean, safe and pleasant working

Environment.

2. Creates a safety environment by way of continuous improvement

in technology and human potential.

3. Health and Safety is considered as top priority in all areas.

4. Willingly or unwillingly the unit does not consider any statutory

safety regulations and laws applicable from time to time.

5. The unit continuously develops safety awareness by way of

training programmes.

6. The administration firmly believes that health & safety is

everybody’s part of duty.

ENVIRONMENTAL CONDITION

Work environment may be divided into three broad components Physical,

Mental, Social. All these components describe as follows:-

1. Physical Environment:-

Physical environment consists of Lighting, Ventilation, and Noise

level. They are like.

(a) Lighting:- Adequate and proper lighting is essential for workers as

it enables them to work with speed and accuracy. On the other

hand, poor lighting causes eyestrain, mental fatigue, accidents, and

irritation. As a result, the quality and quantity of work performance

suffers

(b) Ventilation and Temperature :- Stale air at work place causes

discomfort, and fatigue to workers and reduce their efficiency.

Therefore, ventilation is necessary to provide fresh air.

(c) Noise: Noise means a kind of sound unpleasant to ears. Unpleasant

noise can also distract workers from their work. Intermittent noise

is more irrigating than continuous noise.

2. Mental Environment:

Mental environment comprises of Psychological factors, which

influence the attitude, behavior and performance of a worker.

3. Social Environment: Social environment refers to the group to

which a worker belongs, within a large formal work group workers form

informal group of their own.

PHILOSOPHY OF WORKERS CLASS

MANUFACTURING BY AVANTHA GROUP

WASTE (MUDA) ELIMINATON

↓

GOOD WORKING ENVIRONMENT

JUST IN TIME & STOCK REDUCTION

↓

EQUIPMENT EFFECTIVENESS

↓

CUSTOMER DRIVEN: INTERNAL & EXTERNAL

↓

STRATEGIC QUALITY MANAGEMENT

↓

LIASSION, TEAMFORCE & SKILL DEVELOPMENT

↓

INFORMATION SYSTEM,TECHNOLOGY&CASH FLOWS

MANAGEMENT PROFILE OF CROMPTON GREAVES

H.R.MANAGER : Mr. GURU CHARAN SURIH.R.EXECUTIVE : Mr. RAVI THAKUR

STAFF APPLICATION FORM

The application form is to be filled by the candidate who wants to join the

company as an employee (staff) and on particular post.

The form contains details related to the candidates’ personal profile like his

permanent address, family details, academic achievements, employment

details, specialized training, language proficiency, details of compensation.

At the end an interview assessment sheet is attached with the form in which

the interviewer mentions his assessment in writing and also states whether

the candidate is selected by writing yes or no and specifies the proposed

designation and salary with his name signature and date.

WORKERS APPLICATION FORM

This application form is specially designed for workers in Hindi for

their convenience.

The form contains information about personal details of the worker

along with their qualification, and details about their previous job.

Certain rules and regulations given in the form is to be agreed and

signed by the worker.

The introduction of GUARANTOR is necessary with his signature.

Medical fitness certificate is also required.

EMPLOYEE PROFILEEMPLOYEE JOINING INFORMATION

To fill the form which has been given to the employee?

After checking the form if the candidate is found eligible as per the

requirement of the job, he is sent to the head of the personnel

department.

Head of the department takes an interview of the employee by asking

certain questions regarding his personal, academic and his previous

job.

Documents which are required by CROMPTON GREAVES

Biological information such as name, D.O.B, Nationality, Marital

status, National ID, Religion, Blood group etc.

Residential proof.

Mark Sheet

Identification Proof

Employee experience detail if any.

EMPLOYEE CURRENT POSITION & JOB PROFILE

The concerned employee’s current position and his job profile is also to be

mentioned in the form. The question is asked in following ways:

What position does the employee hold in the company?

From which department he belongs?

What is the nature of the job performed by the employee?

After completion of all formalities the employee has to submit his

joining report to his senior manager.

EMPLOYEE MEDICAL HISTORY

o If any accident occurs, form no. 16 of ESI (employee state insurance)

is to be filled and send to the regional office of the ESI debt.

o The information of the particular incident is sent to the Personnel

Department.

o After all confirmation the employee is send to the hospital which is

hired by the company.

o They get the relaxation as pert he company rules.

o At the time of joining every employee to go through their medical

checkup at Birla hospital and report sent to the company.

o The routine checkup is done on weekly basis by the doctors of Birla

Hospital where they provide medicine too.

AWARDS GIVEN TO EMPLOYEES

o If any competition is held in the company the employees are awarded.

o On the occasion like: Independence Day, Republic day, Diwali,

Dussera and Holi the company distributes gifts and sweets to the

employees.

o Advantages are given in the form of holidays, Diwali Bonus, safety

bonus, safety awards, service bonus and suggestion awards etc.

EMPLOYEE PERFORMANCE APPRAISALFOR STAFF MEMBERS:-

There is online Performa of CROMPTON GREAVES

FOR WORKERS:-

There is a form, which is filled by the H.R. deptt. and sent to the

particular deptt. of an employee and the Department Head checks

performance of an employee and gives the rating to the employee.

CLUB MEMBERSHIP Every staff member will have to pay Rs.50 from his or her salary

every month for the purpose of club membership.

SPORTS In May-June approval for sports activities is placed and its

implementation is held in July-August.

The duration of sports is 6-7 days.

Each and every member of the company whether staff or worker can

take part in games.

EMPLOYEE TRANSFER & PROMOTION

INTERNAL MOBILITY: - Employees move from one job to another

job through Transfer, Promotion and Demotion.

EXTERNAL MOBILITY: - Some employee leave job due to

Resignation, Retirement & Termination.

TRANSFER

“Transfer refers to horizontal or lateral movement of an employee from one

job to another in the same organization without any significant change in

status and pay. ”

NEED AND PURPOSE OF TRANSFER

To meet organization needs.

To satisfy employee needs.

To better utilize employees and their skills.

To make employees more versatile.

To punish employees violating the rules.

To adjust the workforce.

BENEFITS OF TRANSFER Increase in productivity and effectiveness of the organization.

Greater job satisfaction to employees.

Improve employee skills.

Improve labor relations.

PROMOTION

“Promotion refers to advancement of an employees to a higher post carrying

greater responsibility higher and better salary. ”

Basis of promotion:-

Seniority Vs Merit.

Seniority – cum Merit.

IRS System:- Any employee can to from any unit to another

unit. He has to give application for this. It is called internal

Recruitment.

PURPOSE OF PROMOTION:- To retain skilled and talented employees.

To utilize more effectively knowledge and skills of employees.

To enhance the motivation of employees.

To boost the morale and the sense of belongingness of

employees.

VACATIONS Paid vacations for employees, after completion of 240 days, and leave of 20

working days, 7 casual leave in one year for workers, and 8 casual leave for

staff in one year.

FOR STAFF MEMBERS:-

C.L.= 8 DAYS.

P.L.-40 For one year

S.L. – 7 DAYS

FOR WORKERS:- C.L.= 7 DAYS.

S.L.= NO

P.L. – If fast year he has worked for more than.

240 is. Then 12 P.L.

FOR LABOURS ON (CONTRACT BASIS)

THERE IS NO LEAVE.

TIME MANAGEMENT SYSTEM Employee’s shifts and shifts rotation with respect to shift cycle.

First shift

Second shift

Third shift

Fourth shift (general)

6:30 am to 2.30 pm.

2:30 pm to 10.30 pm.

10:30 am to 5:30 pm.

9:00 am to 5:30 pm.

EMPLOYEES TIME MANAGEMENT:-

LATE COMING :- If any employees comes late to the company

then there is some salary deduction for the hours coming late.

EARLY GOING :- If any employees has to go out for company’s

work, then for this there is no salary deduction, but the has to inform the

time office which will grant permission to go out.

TRAVEL ON DUTY : - if and employees has to go out for

company’ work, then for this there is no salary deduction, but he has to

inform the time office which will permission to go out.

Over Time Detail :- There is no facility for overtime but if

need arises then the person is permitted to do overtime among employees.

Manual Attendance :- Daily had report is prepared by the

commercial department and sent to the time office.

There is punching card machine for the staff members

and they are required to punch the cards in the machine through which their

attendance is automatically saved in compute as a record.

All the information related to attendance is saved in

computer through the software i.e. FOXPRO.

ATTENDANCE SYSTEM FOR WORKERS

Cards Department Supervisor T/O

Return to gate Out time Cards back to the

department

This System Is Basically

Uses by the Workers

PUNCHING CARD SYSTEM FOR STAFF MEMBERS:-

There is an electronic punching card machine in which the staff members

have to put in their cards and their attendance is automatically saved and

recorded in the computer system.

THEORETICAL

ASPECT OF

RECRUITMENT &

SELECTION

GOAL OF PROFFESSIONAL

DEPARTMENT

1) utilizing the manpower effectively

2) Key result decided and implements with the time limit.

3) No, remainder, no follow up.

4) People of Vikrant woolens industries Ltd. Have very aggressive,

accountable and adaptable in their role.

5) to maintain effective communication

6) To resolve dispute between “Labour and Management”.

7) To reduce grievances.

8) To provide appropriate training and development programme.

9) Selection of right people for the right job.

10) To develop team spirit in CIL plant.

PURPOSE OF PERSONNEL MANAGEMENT

1) To maintain and establish adequate organizational structure

and desirable working relationship among all the member of

organization by dividing organization task and role clarity.

2) To achieve an effective man power utilizing in the achievement

of organizational goals.

3) Participation and involvement of labour in management,

integrity ,loyalty ,commitment etc.

4) To recognize and satisfy individual need grown goals by

offering adequate and equitable remuneration .

5) Social security and social insurance.

6) To maintain high morale.

.

INTRODUCTION

OF

PROJECT

RECRUITMENT

Recruitment from the first stage in the process which continues with

selection and ceases with the placement of the candidate. It is next step in

the procurement function, the first being the manpower planning .

Meaning According of flippo,

Recruitment is the power of searching for prospective employees and

simulating and encouraging them to apply for jobs in an organization.

In the word of Yoder ,

Recruitment is a process to discover the sources of manpower to meet

the recruitment of the staffing scheduled and to employ effective measures

for attracting that manpower in adequate numbers to facilitate effective

selection of an efficient working forces.

Recruitment has been regarded as the most important function of personnel

administration because unless the regard type of the people are tired, even

the best plant organization chart and control system would net to much good.

Flippo views recruitment born positive &

negative activity. It is often termed positive in that it stimulating people to

apply for jobs to increase the hiring ratio i.e. the number of applicant for a

jobs. Selection on the other hand tends to be negative because it reject a

good number of those who apply leaving only the best to be hired.

Recruitment is an important function as it makes it possible to

acquire the number & type of person necessary for the continued functioning

of the organization. Careful recruitment of employees is particularly imp in

India because the chance of mismatching to jobs and the person are greater.

Due to widest trend unemployment jobs seeker tends to accept any

irrespective of his suitability.

SOURCE OF RECRUITMENT

Internal sources External sources1) Transfers 1. press advertisement

2. Education institution

2) Promotions 3. placement agencies 4. employment exchange 5. labour contractor 6. recommendation 7. recruitment at factory gate

STEPS IN RECRUITMENT PROCESS

Human ResourcePlaning

Recruiting required personal

Placing selected personal on jobs

Selecting qualified personal

Finding developing Source of potential employees

Search for prospective employees Developing Technique Attractive candidate

Evaluating Effectiveness of recruitment

Human ResourcePlanning

Internal Sources

Job passing

Experience

Personal research

Upgrading in same position

Promoting to higher

External sources

employees

Advertising

Scouting Providing information

Providing

Transferring to new job

METHODS OF RECRUITMENT

Recruitment method of technique are the means by which an organization

establishes contact with potential candidate provides them necessary

information and encourage them to apply for jobs. These methods are

different from the sources of recruitment. Sources are the location where

prospective employees are available links with the prospective employees.

There are various method employed for recruiting employees may be

classified into following categories.

1. Direct method

Under the direct recruitment scouting employees contacts, manned exhibits

and waiting list are used. In scouting representatives of the organization are

sent to educational and training institution. These travelling recruiters

exchange information with the student, clarity their doubts, stimulated them

to apply for jobs conduct campus interview and short list candidate for

further screening. They act in cooperation with the placement office/heads of the

institution. Another direct method is the ask employees of the organization

to contact the public and tell about the vacancies. Manned exhibits involve

sending recruiters to seminar and conventions, setting up exhibits at fairs

and using mobile offices to go to the desired centers. Some organization use

waiting list of candidates who have indicated their interest in jobs in person,

through mail or over telephone.

2. Indirect Method

Advertisement in newspaper, journals, on the radio and television are used to

publicizes vacancies. A well thought out and clear advertisement enables

candidate to assess their suitability so that only those possessing the requisite

qualification will apply. This method is appropriate when the organization

wants to reach out to a large group scattered geographically. Whenever

necessary a blind advertisement can be given without identifying the firm.

Considerable details about jobs to be filled and qualification required can be

given in the advertisement. But a large number of applicants may be

unsuitable.

3. Third Party Method

Various agencies can be used to recruit personal. Public employment ,

exchange ,management consulting firm, professional societies, trade unions,

labour contractors are the main agencies. In addition friend and relation of

existing staff and deputation method can also be used.

SELECTION

Selection is the process of choosing the most suitable person out all the

applicants. In this process relevant information about applicants is collected

through a series of step so as to evaluate their suitability for the jobs to be

filled. Selection is the process of mismatching the qualification of

applicants with jobs recruitment .

Selection divides all the applicants in to two categories (a)

Suitable (b) unsuitable. Selection may be described as a process of

rejection because generally more candidates are turned away then are hired.

Selection is different from recruitment.

Recruitment technically precedes selection. Recruitment involves identifying

The sources of manpower and stimulating them to apply for jobs in the

organization on the other hand selection is the process of choosing the best

out of those recruited.

Selection is the process of choosing the best out of those

recruitment is positive as it aims at its increasing the number of applicant for

wider choice or for increasing the number of applicant for wider choice or

for increasing the selection ration. Selection is negatively as it rejects a large

number of applicants to identify the few who are suitable for the job. Selection typically follow a standard pattern,

beginning with an initial screening interview and concluding with the final

employment decision faulty selection leads to wastage of time and money. The selection is basically a series or personnel

studies. we are attempting to discover the qualification and character of jobs

applicants.

STEPS OF SELECTION PROCEDURE

There must be a definite and well defined procedure for making the selection

of employees in the enterprise. The procedure of selection is the series of

steps through which the employees are finally selected for the enterprise.

The selection procedure must be prepared in the manner that more

information may be made available about the candidate so that the selection

of best employees may be made. There cannot be any definite selection

procedure applicable to all enterprises, however the common steps of

selection procedure are as follows:-

1. Receipt of Application form:-

First of all application are invited from the prospective candidate. These

application mat be invited through advertising the vacancies in the news

paper, magazine, employment, school and colleges, training centers, labour

union and other educational institution etc. these application may be invited

on plain paper or on the prescribed forms which may be issued by the

enterprise. The candidates are advised to give the relevant information in

these application forms. These applications provide a record or

qualification, experience etc. of the candidates .

2. Analysis of Application forms :-

A date is declared as the last date for submitting the application forms. After

this date, all the application received for a post are analyzed in details. The

application which are incomplete or which do not meet the remaining

application are further invited for different tests and interviews etc.

3. Holding Employment Tests :-

The selected candidate ,which are selected on the basis of their application

are called for employment tests. These test may be of the following types.

(i)Intelligent Tests:- intelligence tests are meant to measure the mental ability of individual in

terms of his memory , vocabulary ,reasoning etc. these tests measure the

power of understanding of the candidates. It is very common tests used in

the selection procedure these days.(ii)Personality Tests:-

Personality aim at testing the mature. Habit, emotion ,maturity and

temperament of the candidates. These tests are helpful in the spirit of

groups and feeling of mutual co-operation.

(iii)Aptitude Tests :-

Aptitude tests are the test which measure the capacity and potentially for

learning the skill required for the job. These tests are very helpful in

forecasting the success of candidate on a particular job.

4. Interviews:-

And candidate selected in employment tests are invited for interview.

The main objects of interview is to find out of whether an individual

candidate is suitable for a particular job or no. Face to face interview

is the most important step of selection procedure. It help in judging

the personality, ability, capability, and the temperament of the candidates.

It also provides an opportunity of checks the information given by the

Candidate in their application forms. It provide the opportunity to the

Candidate to understand the organization and the jobs. This way it is

Process of two way communication.

5. Selection by the supervisor:-

Candidate selected at the interviews must be referred to the supervisor

for final selection. Supervisor tests candidate with references to the specific

requirement of the job. If the supervisor feels satisfied, the candidate are

selected. If the supervisor is a member of the interview board this step of

referring the candidate to the supervisor is not required.

6. Medical Examination:-

After making the selection of the candidate they are checked by a reliable

doctors of checks their health. The main object of medical examination is

to checks whether the selected candidate are physically capable or not

perform the required job. The candidates which are declared medically

unfits are rejected.

7. Issue of Appointments Letters:-

The candidate who are approved in the medicals examination also are

issued the appointment letters. These appointment letters must contain

all the necessary information relating to their posts, period of probation

scale, terms of appointment etc. these letters must also mention the date by

which the candidate should join the organization.

8. Arrangement of training:-

Necessary arrangements are made for providing training to the selected

Candidates, if necessary. The nature of training depends upon the nature

of job. Training the efficiency of the selected candidates. It also increase

the morale.

9. Follow up:-

After making the allotment of the work to the Employees it is followed

up. Under this process, the supervisor checks whether the employees

are doing their work accordingly to the instruction issued to them or not.

If not necessary instruction and direction are given to them.

PRACTICAL ASPECTS

OF

RECRUITMENT

&

SELECTION

RECRUITMENT PROCEDURE IN CROMPTON GREAVES

INDUSTRIES LTD

The recruitment process in the Crompton greaves ltd consist of following steps :

1. Recruitment process in Crompton greaves ltd begins when the human resource department receives requisition for recruitment room any department of the company. The human resource requisition contains details about the position to be filled , number of person to be recruited , the duties to be performed , qualification required from the candidate , terms and conditions of employment and the time by which the person should be available for appointment , etc

2. Locating and developing the sources of required number and type of employees.

3. Identifying the prospective employee with required characteristics.

4. Communicating the information about the organization , the job and the terms and condition of services.

5. Encouraging the identified candidate to apply for jobs in the organization.

6. Evaluating the effectiveness of recruitment process..

SELECTION PROCEDURE IN CROMPTON GREAVES LTD.

The Crompton greaves ltd. Follow a systematic pattern of selection. The

slow

of selection procedure in this concern has helped lot in understanding basic

difference basic between theory & practice. A comparison of selection

practice in Crompton greaves ltd. With the ideal procedure the process

adopted by these firm is not up to the mark but the company is making full

effort to introduce all the necessary charges and modification in the present

practice.

Prevailing selection procedure adopted by the personnel department

consists of the following steps:-

(1) It invite application for a particular post of which advertisement or all

ready published.

(2) The firm prepare its own application blank it is a fact finder which helps

in learning about the application background and life history.

(3) The company organization a campus in which they conduct a trade test

and application have to score minimum 70% then he for the further

interview otherwise he will be rejected.

(4) They conduct the interview of those candidate who they think are

suitable

for the post. The purpose of the interview is to explore the facts and gear at

the attitude of the applicants and his family to the jobs.

(5) After it the candidate are selected are in the interview the company give

offer letter to the candidate and then put on a training for one year.

References checks are also practice for

this some additional information about the candidate is gathered from the

extra organization source like if he was working with some other

organization previously then taking opinions of his former employee,

colleagues and profession at personnel about him.

Beside this the firm is planning is introduced

physical test also. As the Crompton greaves ltd. It is a of for most

importance

and there for precaution are necessary prevents any kind of germ or factors.

A physical examination serves following purpose:-

1- Prevent the employment of those who suffers from some type of

contagious disease.

2- It gives an indication whether a candidate is physically able to perform

the

jobs. Those who are physically unit are rejected.

3- The basic purpose of physical examination is to place person in jobs

which .

they can handle without injury or damage to their health.

After the final interview or physical or psychological tests the candidate

who are selected are put on a training for one year. They work as a officer

as trained or operative as trainees which even the post.

The selection policy is formed by personnel departments with the help of

top management .

Although the company does not follow the standard pattern but still

the selection procedure at present is absolutely adequate and suitable for

present requirement.

RESEARCH

METHEODOLOGY

RESEARCH METHODOLOGY

Research Methodology is the summary of planned action to be followed to

complete the report effective and efficiently. Secondary data has been

compiled from magazines, newspapers and other business journals.

TYPE OF RESEARCH

Empirical research relies on experience or observation of researcher with in

due regard for systems and theories. It is data based research coming up with

conclusion which is capable of being verified by observation or experiment.

SOURCES OF INFORMATION

The primary data and secondary data are used as a source of information. By

the primary and secondary data the relevant information is collected. The a

primary data were gathered from workers and employees survey by the

questioner and personal interview method. These method provided the

necessary information required for the research.

The secondary data consist of the company record

(annual report) as well as book subject by different authors for study of

particular issue.

SOURCE OF DATA COLLECTION

PRIMARY SECONDARY

primary data collection Secondary data collection

Worker survey various books on the subject Newspapers Book, Websites

Questionnaire is prepared to find out the type of sources of selection are the

present employees and the sample size is taken off 100 employees.

SAMPLE DESIGN

Sampling design determines size of the sample and sampling unit.

SAMPLE SIZE

The sample size is 100 persons.

SAMPLE UNIT

The sample unit is CROMPTON GREAVES (AVANTHA GROUP).

malanpur distt.Bhind.

OBJECTIVE OF THE STUDY

Recruitment and Selection are one of major HRM function that helps

manager to keep the skilled members in the organization.

1.Study of model recruitment & selection procedure

2.Prevalent of actual selection practice with the ideal

produce.

3.Selection is most important function as in organization

Can.

4.Achieve its goal without selecting the right people.

The purpose of selection is pick up the right person for every job.

To know about the selection procedure in Crompton greaves

because selection is helpful in increasing the

efficiency & productivity of the enterprise.

SOURCES OF INFORMATION

The primary data and secondary data are used as a source of information. By

the primary and secondary data the relevant information is collected. The a

primary data were gathered from workers and employees survey by the

questioner and personal interview method. These method provided the

necessary information required for the research.

The secondary data consist of the company record

(annual report) as well as book subject by different authors for study of

particular issue.

DATA ANALYSIS AND

&

INTERPRETATION

DATA ANALYSIS AND

&

INTERPRETATION

1.RECRUITMENT & SELECTION POLICIES ARE NECESSARY IN ANY ORGANISATION

2.SELECTION IS BASED ON EXPERIENCE ,KNOWLEDGE,SKILL

3.WHAT WAS THE PROCESS OF YOUR RECRUITMENT AT CROMPTON GREAVES

4. ARE YOU SATISFIED WITH RECRUITMENT & SELECTION POLICIES AT CROMPTON GREAVES

5. DO YOU FEEL ABOUT INTERVIEW PANELIS IS GOOD?

6. ARE YOU HAPPY WITH THE SALARY WHAT YOU OFFERED FROM THE

COMPANY?

7. RECRUITMENT PROGRAM SHOULD BE EVALUTED PERIODICALLY?

FINDINGS

FINDINGS

1. 70% employee are agree with the recruitment and selection policies are

necessary in any organization, 15% are partially agree, 10% are partially

disagree, 5% are disagree with the fact.

2. 50% employee are agree with the selection is based on experience,

knowledge, skill, 30% are partially agree, 15% are partially disagree, 5%

are disagree with the fact.

3. 44% employee think that direct recruitment is the way of recruitment in

the company, 28% people think that recruitment agencies is the way of

recruitment in the company, 24% people think that the campus

placement is the way of recruitment in the company, 4% people think

that the press advertisement is the way of recruitment in the company.

4. 32% employee are satisfied with the recruitment and selection policies at

Crompton greaves , 28% are partially agree, 25% are partially disagree,

15% are disagree with the fact.

5. 44% employee think that the recruitment programme should be

evaluated periodically, 32% are partially agree, 8% are partially

disagree, 16% are disagree with the fact.

6. 35% employee think that the recruitment policy of any organization is

affected by the nature of job offered or organizational policies, 32% are

partially agree, 20% are partially disagree, 13% are disagree with the

fact.

7. 32% employee think that the references candidate should be preferred in

at Crompton greaves malanpur, 40% partially agree, 16% are partially

disagree, 32% are disagree with the fact.

CONCLUSION

CONCLUSION

On the basis of study done and information gathered it can be concluded

that the company is having a sound selection schedule. The purpose of

selection is to pick up the right person for every job. Selection is the

important function of an organization can achieve its goals without selecting

the people. Faculty selection leads to wastage of time and money and the

environment of an organization.

If the selection procedure is healthy & sound then organization

get right person at right job. By introducing certain new method or testing

and interviewing as suggest above it can more its selection process much

more effective and we can hope it will make an organization grow by leaps

& bound .

In the end, I wish the state this training has opened new avenues in

my mind & infused in me the confidence to undertakes challenging

assignment. It was an experience that will be extremely helpful in launching

my professional career and I will cherish the memories of CROMPTON

GREAVES LTD, MALANPUR (MADHYA PRADESH)

SUGGESTION

SUGGESTION

The selection process can be successful if the following condition are

satisfied.

1. The selection process can be successful if some are should have

authority to select this authority comes from the employment

requisition as developed through an analysis of workload & work

force.

2. There must be some standard of personnel with which applicant can

be compared. In other works a comprehensive job specification should

be available before hand.

3. There should be sufficient number of applicant from whom the

recruitment number of employees may be selected.

4. Identify the competencies and behavior pattern to be developed in each

individual by obtaining there feedback and requirements.

5. Provide training to the employees so that they get better knowledge,

skills and attitude.

Interview can be made more effective by observing the following

guidelines:-

1. An interview should have a definite time schedule with are time for its

Conduct i.e. it should not be hurried

2. Interview should have element of privacy.

3. Component trained & experienced person should choose as interview.

4. Listen carefully and information collected should be recorded

carefully.

5. The interview should try to minimize his personal bias or prejudice.

BIBLIOGRAPHY

BIBLIOGRAPHY

Text books :-

Gupta C. B Human Resource Management

Kothari C.R Research methodology

Gupta & Joshi Human Resource Management

List of news papers:-

Business Line

Economic Time

Times of India

Hindustan Times

Websites:-

www.google.com

investorservices@cgl.co.in

ANNEXURE

QUESTIONNAIRE

CROMPTON GRAVES Performance Appraisal Questionnaire format

Employee Name:_______________________________ Title:_____________________Department:___________________________________ Employee Code: ___________Branch:_______________________________________ Date:____________________

Reason for Review: Annual Promotion Unsatisfactory Performance Merit End Probation Other__________ Period Date Employee Began Present Position: ____/___/______Date of Last Appraisal: ____/___/______ Scheduled Appraisal Date: ___/____/_____

Instructions: Carefully evaluate employee’s work performance in relation to current job requirements. Check rating box to indicate the employee’s performance. Indicate N/A if not applicable. Assign points for each rating within the scale and indicate in the corresponding point’s box. Points will be totaled and average for an overall performance score.

1).Recruitment and selection policies are necessary in organization? a. Agree b. Partially agree c. Partially disagree

d) Disagree

2)Selection is based on experience, knowledge skill. a) Agree b) Partially agreec) Partially disagreed) Disagree

3)What was the process of your Recruitment and selection at Crompton greaves.

a).Agree b).Partially agreec).Partially disagreed).Disagree

4).Are you satisfied with Recruitment and selection at Crompton greaves.

a).Agree b).Partially agreec).Partially disagreed).Disagree

5).Do u think about interview panel is good in company.a).Agreeb).Partially agreec).Partially disagreed).Disagree

6.Are you happy with the salary what you offered from the companya).Agreeb).Partially agreec).Partially disagree

d).Disagree7).Recruitment program should be evaluated periodically.

a).Agreeb).Partially agreec).Partially disagreed).Disagree.

DATE……….. SIGNATURE………………... PLACE…….. (Name of the candidate)