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SUMMER TRAINING PROJECT REPORT

ON

RECRUITMENT & SELECTION PROCESS

AT

MERINO INDUSTRIES LIMITED HAPUR

IN THE PARTIAL FULFILLMENT OF THE AWARD OF THE DEGREE OF

BACHLOR OF BUSINESS ADMINISTRATION

(Batch 2008-2011)

Submitted to: SubmittedBy:

CCS UNIVERSITY POOJA SHARMA

BBA 6th sem

ROLL NO:9182557


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DECLARATION

I POOJA SHARMA student of BBA 6th Sem from RGEC Hereby declare that the

project report titled RECRUITMENT AND SELECTION PROCESS at MERINO

INDUSTRIES LIMITED is completed and submitted under the valuable guidance of

Miss PRERNA GARG Faculty of Management, it is my original work.

The imperial finding in this report is based on the data collected by me. This project

has not been submitted to CCS University, Meerut or any other university for the

purpose of compliance of any requirement of any examination or degree.

Date20/12/2010 POOJA SHARMA

Roll No.9182557


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EXECUTIVE SUMMARY

This project is a study done on Recruitment & Selection for six weeks in Merino

Industries Limited, Hapur, Distt. Ghaziabad.

The study is done to test the relevance of the theoretical study done in class room and also to

analyze the effectiveness of whole HR practices in the organization.

I have mentioned the conceptual study of these topics in my report in order to compare the

actual practices with the theories.

The study also finds out that the management gives equal weight age to all the four

parameters i.e. skill, experience, training, and overall personality while selecting a candidate.

I have also observed that the HR department coordinates well with other departments and

maintain coordinal relationship with all the employees of the organization.


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ACKNOWLEDGEMENT

It is an immense pleasure for me to work with Merino Industries Limited; Hapur. It

provided me an opportunity to explore my theoretical knowledge in the practice field.

I am really thankful to Mr. Sudhir Shrivastav (Deputy Manager), Mr. Akaram (

Assistant Manager) and Miss. Natasha Tyagi ( Management trainee) for helping me out

and providing me important guidance during my summer training project.

I am also obliged towards my college for providing me such a golden opportunity to

enhance my knowledge in the practical field.

During my summer training I have understand the process of Recruitment and

Selection being diploid in Merino Industries Limited.


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CONTENTS

TOPICS PAGE No

1. INTRODUCTION 7

2. ACKNOWLEDGEMENT 5

3. CONTENTS 6

4. EXECCUTIVE SUMMERY 9

5. INTRODUCTION OF MERINO 10-12

6. MERINOS MISSION AND QUALITY STATEMENT 13

7. MERINOS PRODUCT AND SERVICES 14-19

8. MERINOS EXPORT 20-21

9. SWOT ANYALSIS 22-23

10. RECRUITMENT 24-33

11. PROCESS OF RECRUITMENT 34

12.. PROCESS OF RECRUITMENT IN MERINO INDUSTRIES

Ltd, HAPUR

35-52

13. SELECTION 53-55

14. PROCESS OF SELECTION 56-60

15. PROCESS OF SELECTION IN MERINO 61-71

16. PSYCHOMETRIC TEST 72-79

18. FINDINGS 93-95

19. RECOMMENDATIONS 96

20. QUISTIONNARE 97

20. BIBLIOGRAPHY 100


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INTRODUCTION

Recruitment is the discovering of potential applicants for actual or anticipated

organizational vacancies. Certain influences constrain managers in determining

recruiting sources such as image of the organization, internal policies, and

attractiveness of the job, union requirements, government requirements and recruiting

budgets.

Popular sources of recruiting employees include search, advertisements, employee

referrals, employment agencies, schools, colleges and universities; professional

organizations and casual or unsolicited applicants. In practice, recruitment methods

appear to vary according to job level and skill.

Proper selection can minimize the costs of replacement and training, reduce legal

challenges, and result in more productive workforce. The primary purpose of selection

activities is to predict which job applicant will be successful if hired. During the

selection process, candidates are also informed about the job and the organization.

The discrete selection process would include the following: initial screening interview,

completion of the application form, employment tests, comprehensive interview,

background investigations, physical examinations and final employment decision. In


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the discrete selection process, a successful performance at any stage results in the

rejection of the applicant.

An alternative to the discrete selection process is the comprehensive approach, where

all applicants go through every step in the selection process and the final decision is

made on a comprehensive evaluation of the results of each stage. To be an effective

predictor, a selection device should be reliable, valid and predict a relevant criterion.

Selection devices provide managers with information that will help them predict

whether an applicant will prove to be a successful job performer. The application blank

is effective for acquiring hard biographical data, while the weighted application can

provide information for predicting job success.

Traditional tests that assess intelligence, abilities and personality traits can predict job

proficiency but suffer from being non job related. On the other hand, interviews

consistently achieve low marks for reliability and validity. Background investigations

are valuable when they verify hard data from the application, although they offer little

practical value as selection devices. Physical examinations are valid when certain

physical characteristics are required to be able to perform a job effectively.


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INTRODUCTION

Merino group of industries was started in 1968 with relentless purservance for excellence. Its

first operation was in cold storages. It further diversified into plywoods in 1974 and then

high pressure laminates in the year 1981.

The group today has a turnover of Rs.2000 million. It is the largest exporter of high pressure

laminates in India. It is also the largest manufacturer with 28 million sq. mts. installed

capacity. It can provide HPL in 10 different sizes at any time. It is the only unit offering

sheets in sizes of 1550*3660 and 1830*4100. Its units are worki ng under ISO 9001 and ISO

14001 cultures.

Possession of advanced automated production facility is the building block of Merinos drive

towards excellence .Its captive formaldehyde plant a crucial ingredient in the production of

laminates and its stringent quality check measures are the facilities which have led company

to produces as many as 400 designs of laminates at any given time .

Merino ethic driven, long-term business policies have led to have a level of credibility among

its customers and financial institutions.

Establishment Year: 1968

Firm Type: Public Limited

Nature of business: Manufacturer, exporter, importer

Level to expand: International


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MERINOS AREA OF OPERATIONS

1. INTERIOR SOLUTIONIn interior solutions the group started with by providing the furniture and panel industry with

products for home, retail and office decoration. The first product launched in 1974 was

plywood which made a name for itself in product quality and company service.

WINDOW TREATMENT

2. LAMINATESThe company than diversified into high pressure decorative laminates with a manufacturing

unit at Hapur near New Delhi. Rapid growth made it Indias larger manufacturer and

exporter of laminates and leads to second unit at Rohad.


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DARK BLUE LAMINATE

3. AGRO-BUSINESSStarting with cold storage, the group integrated both backward and forward into farming,

biotechnology and food processing. Today it has ventured into FMCG market with its

flagship product-Vegit Potato Flakes.


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MERINOS QUALITYSTATEMENT

Quest for excellence

&

Economy Anchored in Ethics

&

Centered Around Environment

MERINOS MISSION STATEMENT

Continual Endeavour to achieve excellence in products and services offered to the customers

through economic use of resources.

MERINOS BUSSINESS PHILOSOPHY

y Market Driveny Knowledge Basedy System Sustainedy IT Enabled


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y Ethics anchored

PRODUCTS AND SERVICES

y Merino Decorative LaminatesMerino offers superior quality decorative laminate of sophisticated design. It is manufactured

out of superior quality of raw material. It is available in various designs, shapes and color.

The fancy laminates are most stylish promising high durability.

Features:

Modern, simple and stylish. Available in various dimensions, shapes and colors. Can be custom designed as per customers requirements.


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y High pressure Merino flexMerino flexes post forming grade laminates are intended for use on vertical and horizontal

interior surfaces where it is necessary that laminate rolls in a simple radius over the edges of

the substrate. The result-no seams around edges and a smooth evenly laminated, attractive

surface. Merino flex adds the decorative property to the edge of any laminate surface,

whereby removing seems. Formed edge of counters, desktops, cabinet doors and drawer

panels are familiar application of post forming laminates.

Merino compact laminate

It is a high pressure, load bearing decorative laminate which is resistant to atmospheric and

chemical agents. It has an inner core of celluloid fibers impregnated with thermosetting

resins. Is composition allows sawing, drilling, machining, and chiseling on site. Screw

threads may be cut into it and self-threading screws can also be used. Merino compact static

and flame resistant makes it ideal for restrooms cubicles, lockers, kitchen tops and doors,

table-tops, office and laboratory worktops, various counter-tops such as front desks, office

partitions, wall and floor decoration.

Features:

Scratch resistant, ray resistant, stain resistant and heat resistant. Easy to be processed. Waterproof.


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Easy to be washed and cleaned

y Merino fire retardantMerino fire retardant grade laminates are manufactured by treating specially developed

papers with fire retardant chemicals. They are halogen free and thus eliminate the risk of

toxic smoke. They are designed for application requiring flames and smoke resistance.

y Merino maker and chalk boarder


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These are useful for various schools, colleges and also for domestic houses hold purpose too.

Available in two strong anodized aluminum frames, these boards can be available in different

sizes and can be customized as per clients need.

y Merino drill and Entry boardMerino drill and entry boards are special boards designed for technical purpose. Those

boards are used in the assembly for protecting drill bead while drilling pcbs. They are used at

the base of assembly for protecting the same.

y Merino electrostaticsMerino Electrostatic Dissipative (ESD) laminate offer one of the best ESD properties for

laminate surface available today in India. It provides a safe environment for furniture used in

electrostatic protected areas (EPAs). The ESD surface drains out the static charges thereby

minimizing the chances of sparking and damage to sensitive electronic appliances. At the

same time, it dose not allows dust particles to accumulate on the surface, resulting in a clean

and healthy work place.


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y Merinos Door Size LaminateMerino Door Size Laminates are used to economically laminate doors without any wastage.

The size available is 3ft *7 ft (915mm *2150mm) in suede finish. Merino Door Skins are an

economical option for aesthetically covering your doors, as one can choose from a wide

variety of themes. These are themes to match the taste of different age group and mind-set.

y Merino plywoodMerino is amongst leading traders of the finest quality laminated plywood. Plywood is

appreciated for their features such as wrinkle free, tropical, water resistant and durable. These

plywoods are chemically treated and are therefore resistive to termite attack. Further, the

base plywood is evenly calibrated prior to the face being pressed onto its surface. This

imparts a uniform thickness to all corners which results in a smooth finished surface. These

are widely used in different commercial as well as industrial sectors to make different

plywood items.


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y Block BoardBlock board is composed of two components, frame and filler. Filler is made of softwood

strips placed end to end and is sandwiched within a frame of veneers. The sandwich is then

glued under higher pressure. A single veneer on both sides is known as 3-ply. A double

veneer on both sides is called 5-ply. In Merino block board the filler and the frame are both

pine wood veneers.

y Shuttering PlywoodMerino Film Faced Shuttering Plywood is made from special hardwood veneers, such

hillock, makai and garjan. The veneer sheets are then bounded with a specially pressed

together under specific pressure. The film surface has extra smoothness which eliminates

final plastering thereby reducing costs. The plywood is free from de-lamination, dimensional

instability, chemical, borers and termites.


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y Dehydrated Potato FlakesDehydrated potato flakes are cooked, mashed potatoes sized to the required form and bulk

destiny. Potato flakes are potatoes that have been through an industrial process to yield a

packaged convenience food that can be reconstituted in home in seconds by adding hot water

or milk, producing mashed potatoes with very little expenditure of time and effort. Mashed

potato flour, but the process is made more difficult by lumping, a key characteristic of flakes

is, it eliminates the lumping and the mash is smooth.


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MERINOS PRODUCTS HAVE BEEN EXPORTED TO

yBelgiumyOmanyChinayMalaysiayTaiwanyBharainySyriayMalawiyHong KongySaudi ArabiayNew ZealandyQataryIndonesiayPanamayPhilippinesyChile


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yAlgeriayIranyKenyaySingaporeySpainyNorwayySouth KoreayThailandySilence


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SWOT Analysis

STRENGTHS

1. Company has diversified with different sectors and product range.2. It has reduced its operation cost by integrated all his process and division.

3. Company has little overhead, so it can offer good value to customers.4. Company is ISO certified and its products are as per the International Standards.5. Company hard core follows its mission statement integrated with ethics, excellence, andeconomics.

6. There exits healthy relationship with the employee and employer.7. Can respond very quickly as it doesnt have any red tape and no need for highermanagements approval to perform daily activities.

OPPORTUNITIES

1. Business sector is expanding, with many future opportunities for success.

2. Its competitors are slow to adopt new technologies.

3. Its local council wants to encourage local businesses.


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THREATS

1. With the development in technology it might become difficult for the company to adopt

with these changes in technology.

2. As the tariff duty in this segment is very low, so there is threat of stiff competition in

domestic market.

3.With the increase in cost of raw material the price of finished goods is suppose to be

high which can detach the customer segment.


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RECRUITMENT

Recruitment is the process of searching for prospective employees and stimulating them to

apply for the job.

..Edwin B. Flippo

The term recruitment is defined as publicizing information about vacancies/jobs in the

organization and inducing the prospective candidates to apply for the jobs.

FEATURES

Recruitment is a process or a series of activities rather than a single event. It is a linking activity as it brings together the employers and employees. It is positive process because in this activity the employers want to have themaximum number of job seekers so as to have a wider scope for choice ultimately

leading in spotting right persons for job.

It is important function as it makes it possible to acquire the number and type ofpersons required for the effective functioning of the organization.

It is an on going function in all the organizations, but the volume and nature ofrecruitment varies with the size, nature and environment of the organization.

It is a complex process because a number of factors affect it--- the nature of the joboffered, image of the organization, organizational policies, working conditions.


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RECRUITMENT vs. SELECTION

Some people feels that the term `Recruitment` and `Selection` have same meaning. But this

is not so. Recruitment is the process of searching the prospective candidate and stimulating

them to apply for jobs in the organization. On the other hand, selection means employment

of workers which establish contractual relationship between the employer and the worker.

However, both `Recruitment and Selection` are the two phases of the same process.

Recruitment being the first phase envisages taking decisions on the choice of tapping the

sources of employees supply.

Selection is the second phase which involves giving various types of tests to the candidates

and interviewing them in order to select the suitable candidate.


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PROCESS OF RECRUITMENT

Identifies the different sources of labor supply.

Assesses their validity.

Chooses the most suitable source or sources.

Invites applications from the prospective candidates for the advertised jobs.


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SOURCES OF RECRUITMENT


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INTERNAL SOURCES OF RECRUITMENT

Internal sources of recruitment means the personnel already working in the organization. The

internal source of recruitment

includes:


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PROMOTION

Various positions in an organization are usually filled up by promotion of existing employees

based on seniority or merit or a combination of both.

Promotions are generally associated with improvement in status, salary and responsibility.

TRANSFER

Transfer refers to a change in job assignment. It may involve a promotion or demotion, or no

change in terms of responsibility and status. A transfer may be either temporary or

permanent, depending on the necessity of filling jobs.

Ex-EMPLOYEES

Sometimes, ex-employees who have left the organization may apply for various jobs

openings. The organization may consider them giving due weight age to their previous

experience and performance.


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ADVANTAGES OF INTERNAL RECRUITMENT

i.It promotes greater loyalty and morale among the employees.

ii.It encourages self- development among employees. They look forward to develop skills for

rising to higher posts.

iii.It creates a sense of security, stability and continuity of employment.

iv.It eliminates the chances of hasty decisions.

v.It is cheaper source of recruitment as compared to external sources.

LIMITATIONS OF INTERNAL RECRUITMENT

i. The scope of fresh blood entering the organization is reduced.

ii. The employees may become lethargic if they are sure of time bound promotion.

iii. The spirit of competition among the employees may be hampered.

iv. Frequently transfers reduce the overall productivity of the organization.


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EXTERNAL SOURCES OF RECRUITMENT

External sources of recruitment denote recruitment from other sources.

The commonly used external sources of recruitment

are:


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FACTOARY GATE RECRUITMENT

It is direct recruitment by placing a notice on the notice board of enterprise specifying the

details of the jobs available. Whenever unskilled workers are required, the personnel,

managers will in a general way conduct a scrutiny of the workers available and pickup the

required no of workers.

ADVANTAGE OF FACTOARY GATE RECRUITMENT

i.It is a direct method of recruitment. It avoids cost of advertising vacancies.

ii.It is the simplest method to fill up casual vacancies.

iii.This source can be easily tapped whenever there is a greater rush of worker.

FILE OF UNSOLICITED APPLICATIONS

Unsolicited applications may serve as a good source of manpower. A file may be kept of

such applications and the candidates may be called for interview whenever the need for

manpower arises.

ADVANTAGE

It is also a cheaper method of recruitment.

ADVERTISEMENT

Advertisement in local or national newspapers and trade and professional journals is

generally used when qualified or experienced personnel are not available from other sources.


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ADVANTAGE

Advertisement gives the management a wider range of candidates from whom to choose.

CAMPUS RECRUITMENT

Direct recruitment from educational institutions for jobs which require technical or

professional qualifications, has become a common practice.

EMPLOYMENT EXCHANGE

Employment exchanges and employment agencies provide nation-wide services for getting

the required personnel.

EMPLOYEE REFERRAL

Some companies encourage existing employees to assist them in getting applications from

persons who are known to them.

LABOURCONTRACTS

This method is used for hiring unskilled and semi-skilled workers. The contractor keeps

themselves in touch with the labor and brings the workers at the places where they are

required.

MANAGEMENT CONSULTANTS


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Management consultancy firms help the organizations to recruit technical, professional and

management personnel. They specialize in middle level and top level executives placements.

They maintain the data blanks of persons with different qualifications and skills


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COACHING

Experienced employees can be recruited by offering better pay and perquisites to senior

executives working with reputed organizations.

ADVANTAGES OF EXTERNAL RECRUITMENT

i. Provides a large no of applicants.ii. The enterprise can get fresh, talented candidates from outside.

iii. Internal candidates have to compete with external candidates for the higher jobs.iv. Outside source is everlasting and never dries up.v. It provides suitable candidates which are not available from with in the organization

LIMITATIONS OF EXTERNAL RECRUITMENT

i. It causes dissatisfaction and frustration among the existing employees.ii. It takes more time than the internal recruitment.

iii. There is no guarantee that the enterprise will be able to attractiv. Suitable applicants even after advertisement and other steps.v. It is more expensive.

.


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PROCESS OF RECRUITMENT IN MERINO INDUSTRIES Ltd.

QMS-PROCESS FLOW DIAGRAM Doc no HRR-FD-

01

Issue no 01

PROCESS FLOW-

RECRUITMENT

Issue Date July07

Responsibility PROCESSREFDOC/RECORDS GENERATED

CONCERNED HOD

POSITIONINORGANISATIONIS DEFINED& COST, VOLUME,

REVENUEIS JUSTIFIED& ENCLOSED WITH REQ.FORM

VALIDATION

MANPOWERREQUISITIONIS DEFINED HRR-F-01/02/03

REPLACEMENT NEW

HEAD HRD


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ENTERED INREGISTER

RECRUITMENTCELL

APPROVALFROMMD

SOURCING

HEAD HRD

REC.CELL

HRR-R-01

EXISTING

DATA

BASE

INTERN

AL

SOURC

PREPARING JOB

SPECIFICATION

NOTIFYIN

G

EXTERNAL

SOURCES

HRR-F-04

RESUME (12 days)

SHORTLISTTHECANDIDATES (3 days)

HRR-F-10

PREPARING

APPOINTMENTLETTER BY

14th

or27th


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NO

YES

ORGANIZING SELECTION (7 days)

H RR-F-

05/06/07/0

COLLECTIONOF

DOCUMENTS (30 Min)

HRR-F-

11/PERSONALFILE

LETTEROFINTENT (10min)

SELECTIONDATA BASEISSUEOF

OPPOINTMENTLETTER

INFORMATIONTOALL

CONCERNED FUNCTIONS

CLOSING RECORDSIN

REGISTER

HANDING OVERTHEFILETO

SALARYSECTION

HRR-F-09

HRR-01

SELECTIONTOOLSADMINISTRATION

JOINING ON 1st

or16th


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REQUISITION CUM APPROVAL FORM

For Recruitment of New Employee

Date:

1. Position 2.Grade

3. No. of vacancies 4.Report to

5. Department

6. Location

7. Sex 8 .Age (Range) 9.Salary (Range)

10 . Qualification:

Essential Preferable

Academic

Technical

Professional

Special

11 .Experience (No. of years)

Nature of experience Year

12. Job Description & Specification


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SI.

No.

Job Description Skill

requirement

Knowledge

requirement

Specific skill

requirement if

any

13.Behaviour requirement if any: (0 to 5; 5= Highly required)

a. Communication skill: 0 1 2 3 4 5

b. Supervisory skill:

c. Leadership:

d. Analytical ability:

e. Creativity:

f. Delegation:

g. Control:

h. Grievance handling:

i. Problem solving:

j. Time management:

k. Mathematical ability:

l. Diagnostic ability:

m. Any other (Pls.

specify)

Skill: (1=very low, 5=very high)


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14. Computer Knowledge:

Package Platform Environment

18. ISO 9000/14000 Knowledge [Essential/Preferable] (level)

19. Special Appointment Condition (like stay in hapur, Travelling Involved etc)

20. Hostel facility to be provided (yes/no)

21. When Required

22. Requirement of computer (yes/no)

(1) If yes, is it approved and informed to IT department? Y/N

(2) I s it informed to IT department?

23. Sitting arrangement

24. Own Conveyance required

(Head of Department/Branch Head) (Head HR) (Managing Director)


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HRR-F-02

HR REQUISITION FORM

REPLACEMENT

DATE

O UT

GOING

EMPLOYEE

NAME:

DEPARTMENT: REPORTING:

GRADE: SALARY:

QUALIFICATION:

EXPERIENCE:

JOB DESCRIPTION

1.

2.

3.

4.

5.


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NEW

EMPLOYEE

QUALIFICATION: EXPERIENCE:

GRADE: SALARY:

REPORTING:

MODIFICATON IN JD (IFANY)

1.

2.

3.

4.

5.

JOB SPECIFICATION

1.

2.

3.

4.

5.

Justification in case of increase in salary:

Remark


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HOD/Branch Head Head HRD

HRR-F-03

HR REQUISITION FORM

CASUSAL MANPOWER

DATE:

DEPARTMENT:

SI.No. Position No. of

workmen

Jobs to

be

carried

Necessity

of Actual

Man

Power

Period of

Required(not

exceeding

50 days)

Supervisor/ Plant In charge MD

For use of HR Department

Date Received:

Manpower Supplied on:

Status1


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Status2

HRR-F-04

JOB DESCRIPTION AND JOB SPECIFICATION

Specification

Designation: Grade:

Department: Location:

Desired Qualification: Age:

Requirement:

Reporting to:

Experience:

Description:

S.No. Description Interface Report ISO Doc.

No.


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KPAs:

SI.No. KPA

KPIs:

SI.No. KPI Present Level Target

For use of HR Department

Date of Receipt:

Date Remark

Date of First Interview

Date of Second Interview

Date of Final Interview


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Date of Appointment

Joined/ Not Joined

HR Executive/ Asst. Manager


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Recruitment- Salary Evaluation Format

Name of the candidate:

Designation:

M

O

N

T

H

O

L

Y

E

M

O

L

U

M

S

I

.

N

o

.

Head Present

amount(Rs)

Amount

fixed(Rs)

Mont

hly

An

nua

l

Mon

thly

Ann

ual

1

.

Basic

2

.

D.A.

3

.

HRA

4

.

PF

5

.

Transportation

Allowance


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E

N

T

S

6

.

Children Education

Allowance

7

.

Performance Incentive

8

.

Medical Reimbursement

9

.

Other Monthly

Allowance(Please

specify):

a.

b.

c.

d.

e.

1

0

.

LTA

1

1

Bonus/ Ex-Gratia


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.

1

2

.

Others(Please specify):

a.

b.

c.

1

3

.

Leave

1

4

.

Gratuity(provisional)

T

O

T

A

L


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SI

.

N

o.

Expenses Present (Rs) Amount (Rs)

1. Mobile

2. TA

3. DA

4. Other(Please specify)

a.

b.

c.

T

ot

al


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HRR-F-06

Interview Assessment Form

Name of the Candidate:

Position: Level: Date:

SI

.

N

o.

Description Rank(0=very

poor; 5=

Excellent)

Remark

1. Education

2. Experience

3. Appearance

4. Subject Knowledge

5. Communication

6. Articulation

7. Negotiation

8. Aggressiveness

9. Interpretation

1

0.

Articulation

1

1.

Concurrence

1 Logic


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Date

Name,

Address

Subject: Letter of intent

Dear Mr. Last Name,

We are pleased to inform you that you have been selected for the post of

Designation with the terms and conditions agreed between us. Detailed

Appointment letter shall be handed over to you on your joining latest by

Date.

Welcome to Merino family

Yours truly

For Merino Industries Limited

(Head HRD)


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SELECTION

Selection involves steps leading to employment of persons who posses the ability and

qualifications to perform the jobs which have fallen vacant in the organization.

The selection process leads to creation of a contractual relation between the employer and the

employee.

It divides the candidates for employment into two categories, namely, those who will be

offered employment and those who will not be.

This process could be called rejection since more candidates may be turned away than hired.

That is why; selection is frequently described as a negative process in contrast with positive

nature of recruitment.

Recruitment aims at developing and maintaining adequate human resources upon whom the

organization can depend when it needs additional employees.

Recruitment is a positive process of searching the prospective employees and stimulating

them to apply for jobs in large numbers in the organization. In this way, it increases the

selection ratio and enables the management to select the suitable employees. Selection is a

negative process as it involves the taking of suitable people for the organization and

rejection or elimination of the unsuitable application.


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Difference b/w Recruitment &Selection

Recruitment Selection

i. It means searching for potentialcandidate and stimulating people to apply

for jobs.

1. it means selecting a right person for a

right job, right place and at the right time.

ii. It is a positive process. 2. It is a negative process.iii. It creates a large pool of applicants for

jobs.

3. It leads to screening out un suitable

candidates.

iv. It is a simple processv. In the process of recruitment advertising

and publicity is needed

4 .It is a complex & time consuming

process.

5. In the selection no advertising is needed

5.In recruitment we tell as in who canapply.

6. In selection we test all the potential

candidates

7. Who actually applied for a particular job

6.Recruitment is the primary stage. 8. Selection is Secondary Stage.


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STEPS IN SELECTION PROCEDURE

The basic purpose of selection process is to choose right type of candidates to man various

positions in the organization.

The basic steps in selection may be listed as follows:

i.Preliminary interview.

ii.Application blank.

iii.Scrutiny of application.

iv.Employment tests.

v.Employment interviews.

vi.Checking references.

vii.Medical examination.

viii.Appointment letter and placement.


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1. Preliminary InterviewThe preliminary, interview is generally brief and does the job of eliminating the totally

unsuitable candidates. The preliminary interview offers advantages not only to the

organization but also to applicants.

If an applicant is eliminated at this stage, the organization will be saved from the trouble of

passing through long procedure.

2. Application BlankStandard application forms may be drawn up for all jobs and supplied to the candidate on

request.

The information which is usually sought through application form may be classified into four

groups, namely:

Identification. Name, sax, age, address, family particulars, nationality, etc.

Education. Examinations passed, degrees and diplomas obtained,

Occupation. Professional experience, responsibilities held, emoluments drawn, time spent in

service, reference, etc.

Miscellaneous. Interest, hobbies, cultural and social activities, membership of clubs,

professional bodies, etc.

3. Scrutiny of Application


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All applications received have to be scrutinized by the screening committee of Personnel

Department in order to eliminate those applicants who do not fulfill job requirements.

After the screening of application is completed, a list is prepared of candidates to be called

for various tests or direct interview.

4. Employment TestsEmployment tests are used to get information about the candidate which is not available from

the application blank or interview.

The following types of tests have gained popularity in industries these days:

a. Intelligence Tests. Such tests measure the individuals learning ability, i.e. ability to catchor understand instructions and also ability to make decisions and judgment.

b. Aptitude Tests. Aptitude means potential which an individual possesses for learning theskills required to do a job efficiently. Aptitude test measures an applicants capacity and his

potential for development.

c. Trade Tests. Trade tests are those which are designed to measure the skills alreadyacquired by the individuals. They are also known as Performance or occupational tests.

They are used to test the level of knowledge and proficiency acquired by an applicant.

d. Personality Test. Personality tests probe for the qualities of the personality as a whole. Itis very difficult to devise personality tests because they are concerned with discovering clues

to an individuals value system, his emotions, reactions, maturity, etc.


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e. Interest Tests. Interest tests identify patterns of interests in which the individual showsspecial concern, fascination and involvement. These tests suggests what types of jobs may be

satisfying to the employees

.


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5. Employment Interview

Generally, application blank and employment tests do not provide the complete

information about the candidates required for their selection or rejection Interview may

be used to secure more information about the candidates.

The main purposes of an employment interview are:

a. To find out the suitability of the candidate.b. To seek more information about the candidate, andc. To give the candidate an accurate picture of the job with details of terms and conditionsand some idea of organization policies and employer- employee relations.

6. Checking ReferencesAn applicant may be asked in the application blank to supply two types of references,

namely,

1. Charter reference, and2. Experience reference.The references may be requested to provide information regarding behavior of the applicant.

Medical Examination

After a candidate has cleared the above hurdles, he/ she is asked to go through a medical

examination by a panel of doctors appointed by the employer for this purpose.


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According to Dale Yoder, Physical examination should disclose the physical

characteristics of the individual that are significant from the standpoint of his efficient

performance of the job he may enter or of those jobs to which he may reasonably

expected to be transferred or promoted.

Appointment Letter And Placement

The last stage in the selection procedure is the issue of an appointment letter to the candidate

who has been found fit for job.

Initially the candidate may be appointed on probation of six months


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PROCESS OF SELECTION IN MERINO INDUSTRIES Ltd.

MAN POWERNEED IDENTIFICATION BY

VARIOUS DEPARTMENTS

VARIFICATIONOFREQUIREMENTAND RELATED FORMSARE

PROVIDED TO VARIOUS HOD (i.e.Replacement/Newvacancy)

INCASEOFREPLACEMENT INCASEOFNEW POSITION

INCASEOFNEW POSITION,FIRST,ITIS

VALIDATED AND APPROVED BYHOD

INTERNAL

DATABASE

RECRUITMENT

AGENCY

HR DEPARTMENTASK

THECANDIDATETOFILL

SOMEADDITIONALFORMSFORFUTURE

RECRUITMENT

AGENCY

NOWCANDIDATESARESHORTLISTED

FORINTERVIEW

WHENCANDIDATESREACH

THECOMPANYTHEYARE

ASKED TOFILLUP INTERVIEW

ASSESMENTFORM

JOB SITESINTERNAL

DATABASE

IFITISREPLACEMENTRECRUITMENT

IS DONETHROUGH FOLLOWING WAY:

THANC.V.SRECEIVED THROUGH ABOVE

SOURCESARESHORTLISTED

SHORTLISTED CANDIDATESARE

INFORMED ABOUTTHEDATE,

JOB SITES

FURTERSTEPSARESIMILARASINCASEOF

REPLACEMENT


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AFTERITPSCHOMETRIC

TESTISCONDUCTED

FINALSELECTION

AND JOB OFFER

THANSELECTIONINTERVIEWIS

CONDUCTED BYTHECONCERNED

DEPARTMTALONG WITH THE

EXPPERTS

SALARY

NEGOTIATION

FINALLY

APPOINTMENT

LETTERIS GIVEN


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Merino Industries Limited

Delhi Road, Achheja, Hapur, Distt. Ghaziabad (U.P.)

Phone -0122-2308601-610 Fax- 2305998

INTERVIEW ASSESSMENT FORM

(Please fill in this form in your hand writing and attach additional sheets, if required)

Post Applied for

Full Name (in block letters)

Fathers / Husband Name

Address

Present Address Permanent Address

City Pin: City Pin:

Tel No. Mobile No. Tel No. Mobile No.

Date of Birth Age Place of Birth

Marital Status: Married/ Unmarried Sex

Name of Spouse Age Occupation

Other member in the family (other than spouse)


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SI.

No.

Name Age Relationship Remarks

Educational Qualification: (10th

Class Inwards)

S.I

.N

o

Degree/Diplom

a Certificate

Name of

Institution

Board/Un

iversity

Fro

m-

To

%age of marks

obtained/Grad

e

Professional /Technical Qualification:

Si.no. Degree/Diploma

Certificate

Name of

Institution

Board/

University

From-

To

%age of

marks

obtained


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Membership of Professional/Local/Regional/Cultural/Political Organization

SI.

No

.

Name of the Body/Institution Nature of Membership Duration

Extra co-curricular activities (like sports/cultural/etc.)

Nature of activity Achievements(if any)

Area of Interest: Mktg. / Selling / HR / Engg. / Legal / EDP/IT/Other

Employment Records

Start with current Employment and move backward:

Designatio

n

Perio

d

Last

employe

Major

responsibilit

Salary

drawn(pm

Reaso

n for


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From

To

r y ) leaving

Existing Salary Details:

Basic

Salary

HRA Conveyance Reimbursement Others Total

Salary

Annual Benefits:

L.T.A

.

Medica

l

Insuranc

e

Hospita

l

Other

Annual

Benefit

s

Bonu

s

Total

Amoun

t

Retirement Benefits (Existing Structure)

P

F

Gratu

ity

Supe

r

Oth

ers

To

tal

Sala

ry

An

n.

Retire

ment

Gros

s


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Bene

fits

A

mt.

Be

n.

Benefits Pack

age

Minimum expected Gross Salary:

Cost to the Company: Rs.

Self Assessment:

Please specify the following:

Strength:

Weakness:

Your suitability for the applied position:


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Yours USP (Unique Sales Proportionate):

Your expected KRA (Key Responsibility Area):

Mission of your life:

Where do you see yourself, 5 years from today?

Personal Details:

Property details Own/ House /Rented /Company / Leased /Other

Vehicle Ownership Own / Cos Type of vehicle

Driving License No. Date of Issue Valid up to

Do you Smoke? Yes/No

Do you drink? Yes/No


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Any Prolonged Disease? Yes/No

Physical Measurement: Height Weight Blood

Group

Physical Disability, if any

Next of Kin (Name) Relation

Language Known:

Name of the

Language

Speak Read Write

Reference of your Relative/ Acquaintance working in this company (if any):

SI. No. Name Position

Held

Address Telephone Relationship


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Reference of two persons who are not in blood relation with you:

SI.No. Name Position Held Address Telephone Relationship

Other Information:

1. Have you been interviewed by us earlier?If yes, than give details (post and date)

2. Have you any objection in your antecedents checking?3. Have you ever been convicted by any court of law?4. How much time would you require to join us?

I certify that the information gives in the application form is true and correct to the best of

my knowledge and belief.

If any statement / information


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FOR OFFICE USE ONLY

Interview Board Assignment

SI.

No.

Name Designation Remark of

Interviewer

Signature

Remarks: Selected Pending Not Selected

Fit for the post of:

Terms Agreed:

Designation: If selected: Proposed D.O.J

Place of posting Department/Office

Salary Offered (p.m.) (Details enclosed on salary package format)

Total Salary (p.m. Net (p.m.) Gross Salary


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Function Head H.R. Head Unit Head

PSYCHOMETRIC TEST

INTRODUCTORY PAGE

FINAL SCORE: To Be Filled By Interviewer/Assessor

Part 1

Part 2

Total

Please Enter Your Name Below:

Please Enter Your Place of Interview Below :

Please Enter The Date of Interview:

Read the Instruction Carefully!

Introductions:-


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Part 1

In the part 1 of the questionnaire you are have to think about you and your behavior in

all aspects of life .You should circle the answer, which agrees with the way you feel.

Although it is difficult to be absolutely certain about some Statements do not spend too

long making up your mind. It is generally just as good to give a quick response as to

spend a long time mulling over the possibilities.

Do not leave any question unanswered.

The Personality Questionnaire

PART -2

In part 2 of the questionnaire you to think about how others might describe you. In

doing this, try not to be either modest or immodest: your answers should reflect

truthfully notions of the feelings you suspect that others have of you . ( If you ask these

question directly of friends or family , make sure you get a truthful (and not a

diplomatic answer and ask yourself also how biased those people might be.)

Remember, in this part What you think others think about you!


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21. Unfeeling

22. Overmodest23. Impulsive

24.Soft-Hearted25.Shocking

26.Go your own way

27.Tranquil (Very Calm, Serene)28.Blunt29.Dreamy30.Moderate31.Stand on your own feet32.Factual33.Bashful (Shy, Withdrawn)

G Yes No I

I Yes No G

C Yes No L

A Yes No P

P Yes No A

S Yes No F

A Yes No I

L Yes No P

L Yes No C

A Yes No P

I Yes No G

G Yes No I

A Yes No P

C Yes No L

S Yes No F

C Yes No L


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34.Keep open- house35.Unruffled (Unperturbed, unmoved, unflustered)36.Thin-skinned37.Placid38.Objective39.Nervous

40.A loner

PART 2 TOTAL (IN SEQUENCE) - NOT TO BE FILLED BY CANDIDATE

F Yes No S

P Yes No A

I Yes No G


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RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure. This includes

overall research design, the sampling procedure, the data collection method, and

analysis procedure.

Out of total universe 15 respondents from Merino have been taken for convenience.

The sample procedure chosen for this are statistical sampling method. Here randomly

are selected and interviewed. Information, which I collected, was based on the

questionnaires filled up by the sample employees.

Under secondary method I took help of various reference books which I have

mentioned in bibliography and also by way of surfing through the company website.

Primary Data.y Questionnaire: Corresponding to the nature of the study direct, structuredquestionnaires with a mixture of close and open-ended questions will be administered

to the relevant respondents within the Personnel and other Departments of the

organization.

Secondary Datay Organizational Literature: Any relevant literature available from the organizationon the Company profile, recruitment and selection procedures, Job specifications


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y Sampling Plan and DesignA questionnaire will be used for the purpose of research:

Questionnaire: To test the validity and effectiveness of the recruitment andselection procedures within the organization and to test the validity and effectiveness

of the policies and procedures within the organization.

The basic rationale of Questionnaire is to ascertain the perception of the non-HRdepartments in terms of the validity and effectiveness of the policies and procedures

used by the organization. It is also in line with the assessment of nay

suggestions/recommendations that the respondents from these Departments might have

in terms of the use of an alternative source/device of recruitment and selection, than

what already forms the current practice of the HR Department.

Questionnaire would be administered to 15 respondents, holding a seniordesignation within the Personnel Department of the organization. It will be

administered to at least 15 respondents belonging to typical Departments within the

organization and holding senior designations within their respective Departments.

Sampling Element For the purpose of administering the Questionnaire, the respondents wouldcomprise of personnel holding senior designations within the personnel department of

the organization. The respondents for the Questionnaire will also be preferably being

panel members of the Recruitment & Selection Board of the organization.

Sample Extent


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Sampling Technique Judgment Sampling would be used for the purpose of choosing the sample for the

purpose of administering Questionnaire. The identified expert would have a thorough

knowledge about all the respondents within the Personnel Department of the

organization. Thus his/her expertise would be incorporated in locating, identifying and

contacting the required respondents.

Again Judgment Sampling would be effectively used in identifying the typical non-HR

Departments within the organization for the location and identification of suitable

respondents for Questionnaire.


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LIMITATIONS

y The scope of the study in terms of coverage is limited to the Merino situated athapur.

y Within the organization the study is limited to the Personnel Department of theorganization and few other departments (out of which samples of the respondents are

also members of the Recruitment and Selection committee).

y In line with the purpose of conducting employee interviews, the study would beconfined to personnel holding typical designations within the organization at different

levels of management.

y Although the limitations that I faced in the organization is the absence of Tradeunions Cooperation, otherwise which could have help me in understanding the

industrial relations in a comprehensive manner.

y Secondly, the limitation that I have is the scope of collection sample size whichwas confined to only one department, which would have other wise made my study

and observations in an effective manner.


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DATA ANALYSIS

The analysis of the various sources of recruitment and selection devices is presented on

the following pages:

The response entailed from the HR Department (as analyzed from Questionnaire)represents current practice within the organization in terms of the sources of

recruitment and selection devices used.

The analysis of the response entailed from all the other departments (as analyzedfrom Questionnaire) forming the sample, represents the perception of the respondents

from these Departments in terms of the validity and effectiveness of the various

sources/devices of recruitment/selection (specific to these Departments).

The analysis further entails any suggestions/recommendations given by these non-HR Departments (forming the sample for administering Questionnaire), in terms of any

recruitment source and/or selection device that should be deployed by the organization

apart from what already constitutes current practice (specific to these Departments).


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DOES THE RECRUITMENT AND SELECTION PROCEDURE AFFECTS

THE PERFORMANCE OF THE EMPLOYEES?

INTERPRETATION:

Yes, it does because if in appropriate candidates are selected it would lead to loss of

productivity, labor turnover.90 out of 100 employees said that recruitment and

selection procedure affects the performance of the employees while 10 out of 100

employees said that it does not.

DOES THE COMPANY RECRUIT EMPLOYEES INTERNALLY?

90%

10%

MERINO


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INTERPRETATION:

100 out of 100 said MERINO recruit employees internally.

IS THE RECRUITMENT AND SELECTION PROCEDURE FOLLOWED BY

THE COMPANY APPROPRIATE?

MERINO YES

NO

100%%

0%

% OFEMPLOYEESES


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INTERPRETATION:

75 out of 100 employees believe that the recruitment and selection procedure followed

by the company is appropriate while 25 out of 100 believe that its inappropriate.

DOES YOUR COMPANY DISCLOSE THE JOB SATISFACTION AT THE

TIME OF SELECTION OF A CANDIDATE?

25%

YES

NO

%

OF

E

M

PL

OY

EE

S

MERINO


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INTERPRETATION:

Disclosing of job specification basically depends on the job profile of the candidate. 65

out of 100 employees say that the economy discloses the job specifications at the time

of selection of a candidate while 35 out of 100 employees said the company doesnt

disclose job specification at the time of selection.

DOES YOUR COMPANY ASK FOR REFERENCES AT THE TIME OF

SELECTION?

65%

35%

%

OF

EM

P

LO

YE

ES

YES

NO

MERINO


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INTERPRETATION:

100 out of 100 employees said that the company asks for reference at the time of

selection.

100%

%

OF

EM

P

LO

YE

ES

YES

NO

MERINO


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WHAT PERCENT OF THE SELECTION PROCEDURE DOES THE

WRITTEN TEST CONTRIBUTE?

INTERPRETATION:

70 out of 100 employees say that the written test contribute the main factor of

recruitment but 30 out of 100 employees say that written test not take a main part of

recruitment.

%

OF

EM

P

LO

YEES

70%

MERINO

YES

NO


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WHAT TYPE OF INTERVIEW METHODS DOES YOUR COMPANY

USYUALLY FOLLOW?

INTERPRETATION 100 out of 100 employees say that company follows direct

interview method, and 30 out of 100 employees say company follow the GD interview.

MERINO

% OF

EMPLOYEES

DIRECT

GD interview

OTHER


90/101


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INTERPRETATION:

In the survey I found that Merino recruits people for other states.

YOU ARE SATISFIED WITH THE QUESTION WHICH ARE ASKED FROM

THE CANDIDATES AT THE TIME OF INTERVIEW?

INTERPRETATION:

In the survey I found that maximum 45% persons are agreed and some 30% are

disagreed.

% OF

EMPLOYEES

MERINO AGREE

Partiallyagree

Disagree

45%

25%

30%


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FINDINGS

y 90 out of 100 employees said that recruitment and selection procedure affects theperformance of the employees while 10 out of 100 employees said that it does not.

y 100 out of 100 said Merino recruit employees internally.

y 75 out of 100 employees believe that the recruitment and selection procedurefollowed by the company is appropriate while 25 out of 100 believe that its

inappropriate.

y 65 out of 100 employees say that the economy discloses the job specifications atthe time of selection of a candidate while 35 out of 100 employees said the company

doesnt disclose job specification at the time of selection.

y 100 out of 100 employees said that the company asks for reference at the time ofselection.


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y 70 out of 100 employees say that the written test contribute the main factor ofrecruitment but 30 out of 100 employees say that written test not take a main part of

recruitment.

y 70 out of 100 employees say that company follows direct interview method, and 30out of 100 employees say company follow the GD interview.

y In the survey I found that MERINO recruits people for other states.

y In the survey I found that maximum 45% persons are agreed and some 30% aredisagreed.

y 100% manpower is based on previous production data.

y Maximum 80% is linked of vision of the company.

y Maximum interviews conducted are free of bias.


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y Maximum MERINO recruitment processes are for the people for future needs.

y Maximum 55% favoritism is not done at the recruitment process but in some cases45% can be done.

y MERINO checks all the informations before interviews.


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RECOMMENDATIONS

i.During the selection process stress interviews should also be conducted so that organization

should know the capability of the candidate to react in the stress conditions.

ii.Recruitment process needs to be slightly fast, so that the prospective candidates can retain the

same confidence as in starting, company needs to create, detailed brochures and prospectus

for general information.

iii.Company should inform the rejected candidates.

iv.Entry of fresh candidates at different levels/positions should be encouraged more as they can

be groomed as per the requirement of the organization.

v.Company should increase the percentage of campus recruitment because it will help the entry

of talented youths, full of energy and enthusiasm.

vi.Civic amenities should be provided to its employees.

vii.The ratio of female employees should be increased in the organization.

viii.The company should take into consideration more sources of recruitment as it will broaden

their choice and facilitate selection.

ix.The technique of job rotation should be employed in order to make the employee multi-

skilled.

x.There should be gripe boxes, as the employee at lower level are found reluctant in revealing

their problems directly to the superiors.


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xi.The organization can also conduct Picture Test or Thematic Apperception Test, which would

help the organization to judge the perception level of the candidate.

xii.Organization can also conduct Protocol Analysis.

xiii.In order to judge the intellectual ability of the candidate the organization can also conduct

Word association test, Sentence completion test and Cartoon or balloon test.


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8. MERIO check all information which is given by the applicant before selection?Yes [ ] No [ ]

9. MERINO conducts the physical examination before selection?Yes [ ] No [ ]

10.You are satisfied with the recruitment process in MERINO?

Yes [ ] No [ ]

11. MERINO also recruitment the people for the future needs?Yes [ ] No [ ]

12.Favoritism is done in MERINO at the time of recruitment process?Yes [ ] No [ ]

13.Does the recruitment and selection procedure affect the performance of theemployees?

Yes [ ] No [ ]

14. Does the company recruit employees internally?

Yes [ ] No [ ]

15.Is the recruitment and selection procedure followed by the company appropriate?Yes [ ] No [ ]


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16.Does your Company disclose the job specifications at the time of selection ofcandidate?

Yes [ ] No [ ]

17.Does your company ask for references at the time of selection?Yes [ ] No [ ]

18.What percent of the selection procedure does the written test contribute?Below 50% [ ] Above 50% [ ]

19.Which type of interview methods does your company usually follow?Direct [ ] GD [ ] Other [ ]


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BIBLIOGRAPHY

NEWS PAPERS:

TIMES OF INDIA

THE ECONOMIC TIMES

MAGAZINES:

BUSINESS WORLD

BUSINESS TODAY

INDIA TODAY

PERIODICALS AND REPORTS:

BUSINESS INDIA, APRIL- MAY, 2006

INDIA TODAY, MARCH, 2006

WEB:

www.google.com

www.soople.com

www.infosys.com

www.learningmate.com


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