A

PROJECT REPORT

ON

RECRUITMENT & PROMOTION FUNCTION

AT

SUPREME AUTOSHELL INDIA PVT.LTD.

SATPUR, NASIK-07

SUBMITTED TO UNIVERSITY OF PUNE

IN PART FULFILLMENT OF MASTER DEGREE

IN PERSONNEL MANAGEMENT

SUBMITTED BY

SACHIN M BHOSALE

PROJECT GUIDE

PROF.D.D.WALKE

INSTITUTE OF MANAGEMENT RESEARCH & TECHNOLOGY

NASHIK.

2007-2008

PREFACE

I have a great pleasure in submitting herewith Project Report for practical training done

by me at Supreme Autoshell India Pvt.Ltd, Satpur Nasik.

This is a part of practical study for our 2nd year of Masters Degree of Personnel

Management from the University Of Pune for the academic year 2007-2008.

I got better understanding of various aspects of working of the Recruitment & Promotion

function & the responsibilities of the Personnel Manager in the industry, through this Project

Work Report.

ACKNOWLEDGEMENT

I am very glad to present this Fieldwork Report to the University of Pune. Firstly I am

thankful to the IMRT Nasik for giving me an opportunity & good chance, so was able to work

on my Fieldwork Report.

I express my gratitude to our Director B.B.Rayate & Prof. D.D.Walke who has given me

good opportunity to prepare this Fieldwork Report – along with necessary guidance from time

to time.

I express my gratitude to the HR Manager of ‘Supreme Autoshell India Pvt Ltd’

Mr.S.G.Wagh for his co-operation & guidance. I am grateful to the officers of the organization

for their helpful co-operation.

DECLARATION

I hereby declare that the all information gathered during the fieldwork, which is to be

completed as per the rules of university of Pune for the first year of ‘ Master of Personnel

Management’ course I am pursuing in NDMVP Samaj’s Institute of Management Research &

Technology.

I honestly express that the information is collected with any commercial intention &

motivation. The sole motive is to learn the real business practices & prepare fieldwork on it.

Thus the sole object of collecting information is of a academic purpose & I assure that

collected information shall be only for the ‘Fieldwork Report’ & nothing else.

- Sachin Bhosale

Roll No.

INDEX

Ch. No Content Page No.

01. Introduction

1.1 Object of the Project

1.2 Selection of the Topic

1.3 Objective of the study

1.4 Research Methodology

1.5 Scope and Limitation

1.6 Rational of the study

02 Profile of the Organization

2.1 History of the Organization

2.2 Organizational Chart

2.3 Nature of the Production & Products

2.4 Manpower Strength

2.5 Relationship in Organization

03 Data Analyses & Interpretation of Data

3.1 Recruitment

3.2 The Recruitment Process

3.3 Promotion

3.4 Promotion in Indian Tools

3.5 Performance Highlights

04 Conclusion

05 Recommendation & Suggestion

06 Bibliography

CHAPTER NO.1

INTRODUCTION

INTRODUCTION

1.1 OBJECT OF THE PROJECT REPORT :

In the study of the Project Report’ on Recruitment & Promotion in the organization the

objects important obviously are as follows.

1. The main object of the project is to get information about ‘Recruitment & Promotion’ of

the company & observe the working process of ‘Recruitment & Promotion’.

2. For the study about personnel job and responsibilities of the management work and the

difficulties incurred.

3. This project is an important part for the practical study of master degree of personal

management.

4. To know the functions of ‘Recruitment & Promotion’ with reference to recruitment and

selection procedure of the company.

5. To have an overview of the manpower planning exercises.

6. To suggest measures to reduce the cost of recruitment and selection of the

organization.

1.2 SELECTION OF THE TOPIC

The main features to select the topic are as follows.

1. The main purpose to select the topic is, the ‘Recruitment & Promotion is always most

important part of the master degree of personnel management.

2. The selection of this topic is to have an overview about the management process of the

Recruitment & Promotion.

3. The Recruitment & Promotion taking main role in the level of management.

4. To set the goals and objectives of an organization, the Recruitment & Promotion’s

participations must needed.

5. The process of manpower planning, recruitment and selection are always depending on

Recruitment & Promotion.

1.3 OBJECTIVE OF STUDY

1. To be familiar with general personnel practices and procedure of the organization.

2. Study of various process, which obviously fulfill by Recruitment & Promotion.

3. To identified requirements of management at different levels with skills sets for all

functional department, based on current expected and role of the ‘Recruitment &

Promotion’

4. To study the different welfare amenities provided to employee in an organization.

1.4 RESEARCH METHODOLOGY

In order to completely my ‘Project Report, I collected the data which related to it, for that

purpose which related to it, for that purpose which of research I used following method.

A) Interview and discussion based on important questions, with the under mentioned persons.

1) HRD Manager / Personal Manager

2) HR Officer

3) Labour and Administrative Department staff.

B) Questions were prepared in advance with the help of information from the following

reference in addition to oral information.

1) Company records

2) Annual Report of company

3) Post documents

4) Information about company in Annual Achievements Book.

C) Other data collected from the

1) Filling the format of Information.

2) Other data from other staff and workers.

3) Collected the information from the website of the company

www.spplindia.com

4) Get the suggested from HRD Manager and HR Officer of the Supreme

Autoshell India Pvt Ltd.

1.5 LIMITATIONS OF THE STUDY

At the collected of data for the ‘Project Report’ some difficulties as limitations I have

suffered were as follows.

1. To complete the ‘Project Reports’ on ‘Personal Department’ of organization at that time,

an appointment of the Personnel Manager was very important and which was not got

easily. It means the Time’ is the limitation of the study.

2. Basically this report based on the Recruitment & Promotion and the persons of this

department are related to the top management of company therefore, it is difficult to get

the information from them.

1.6 RATIONAL OF THE STUDY

A ‘Project Reports’ on the Recruitment & Promotion is a very vast and important topic to be

studied. It is also important for each & the every organization to develop the Recruitment &

Promotion.

If we see the topic from the future point of view it is being an Important part & parcel of

the ‘Master Degree of personnel Management ‘ or HR manager ‘ the responsibilities & working

processes want to face therefore study of this topic will be very useful in future One get the job

in any organisation the main utility of the study is to develop the Recruitment & Promotion with

providing responsibilities & maintaining good relations with the each person of the

organisation.

CHAPTER NO:2

ORGANIZATIONAL PROFILE

2.1 HISTORICAL BACKGROUND.

Supreme Auto shell India Pvt.Ltd has established back in 2005. Since its inception

company has progressed by leaps and bounds. It has got many years of Pioneering Research

and rich Practical experience that has result in advanced sophisticated modern technology.

Innovation and cost effective production has been the keep to successful existence of the

company.

The company purely an Indian Origin Industries and now with the economic

liberalization of Industrial sector. Company might go for modernization in latest production

technique.

The company is located at Satpur industrial area (MIDC) of Nasik And spread over in 36 acres

of land With sufficient space available for the future expansion. This plant is fully automated

and further enhanced the production of Sheet metal components & welded assemblies.

The company is marketing its technical tools. These proudcts are manufacture from the

best quality of contains available in India and enjoy premium image not only within the country

but abroad also.

The company’s Personnel Manager Mr. S.G.Wagh along with company management is

presently busy in Development & achievement of company’s goals, might undergo some

changes in its organization, product and technology. The present organization of the company

is at the following page.

2.2 NATURE OF THE PRODUCTION

Since its inceptions the company has been offering comprehensive range of Sheet

metal stamped components & welded assemblies. Industry for various applications intensive

research and development work has been integral part of “Supreme Autoshell India Pvt.Ltd.”

for the total operations on a continues basis. It undertakes the production of Sheet metal

stamped components & welded assemblies in various grades of quality. Company produce

sheet metal & technical tools to exact standard and Technical Ruthless policy assurance.

Due to resumption of work in Nasik unit and concerted effort put in by all the personal in

the organization “Supreme Autoshell India Pvt.Ltd.”had once again achieved the break-even

point in March 2006. Now it is producing on an average of Rs.110 lacks worth of items per

month and is a step a head to regain its Golden Days in near future.

“Supreme Autoshell India Pvt.Ltd.”Satpur, Nasik plant is comparatively equipped with

much latest technology.

This plant is responsible for the following product line –

2.3 PRODUCTION

Sr. No Product

01. Sheet metal

02. Stamp Components

03. Welded Assemblies

Besides above the “Supreme Autoshell India Pvt.Ltd.” also produce as per the specific

requirement of the consumer particularly with regards to profile geometry, dimensions etc.

drawings and details are studied before indicating such offers.

“Supreme Autoshell India Pvt.Ltd.” Organization Nasik Plant

“Supreme Autoshell India Pvt.Ltd.”

ORGANIZATION NASIK PLANT

Managing Director

Jt.President

Dy.Gen.Manager

Manager Manager Manager Manager Manager

Finance Maintenance Personnel Production Marketing

& Adm.

Sr.Officer Jr.Officer Jr.Officer Security &

Personnel & Personnel & Time Officer Administration

Administration Administration Officer

2.4 PRODUCTION PROCESS

The chain of activities involve in the process of production of the final product in the company

is done as done in all the manufacturing companies.

2.5 THE CUSTOMERS

The customer’s base of “Supreme Autoshell India Pvt.Ltd.” is very wide. It is also exporting

products to certain specific Asian market also. The company turnover in 2006-07 has been

approx 87 crore and it is fast growing.

2.6 THE WORK FORCE

The company has motivated team of 15 workers personals. The board’s distribution is

a. Manager - 04

b. Officers - 32

c. Staff - 81

d. Workers including trainee - 33

Numbers of workers can be best understood by means of the information given on succeeding

pages.

Shift of work

General Shift - 08.30 am to 05.00 pm

2.7 Inter Departmental Relationship in the organization

Ensure quality of personal at all level & provide them right work, environment, job

satisfaction and professional challenges.

Provide a healthy hand of employee who gave growth with the organization and those

selected from outside

Ensure employee of minimum numbers of personal and avoid surplus.

Motivated employments to be increased achievements oriented.

Identify personal with potential for growth.

Provide adequate opportunities for personal to improve their level of professional

knowledge.

Ensure uniformly in principal condition of services.

Progressively introduced participating style of management.

Maintain effective communication and laminas relationship with employee at all level.

CHAPTER NO 3

DATA ANALYSIS

ANALYSIS AND INTERPRETATION OF DATA

3.1 Manpower strength as on 31.03.2007

Total HR Strength

a. Manager - 04

b. Officers - 32

c. Staff - 81

d. Workers including trainee - 33

3.2 RECURITMENT

Recruitment refers to the process of identifying and attaching job seekers. So as

to build pool of qualified applicant. Meaning forms the first stage of acquisition / procurement

function. Recruitment is the process of locating potential candidate for selection. Recruitment

is the process of identification the prospective employee stimulating and encouraging them to

apply for particulars job in the organization. The purpose is to have investors of eligible person

from amongst whom proper section of the most suitable person can be made. It is also viewed

as a linking function – joining together those with job has to fill and those seeking jobs.

Some definitions are given bellow

1.According to Dale Yoder: -

Recruitment is the process to discover the sources of manpower to

meet the Recruitment of the stuffing schedule and to employ effective measures for attracting

that manpower in adequate numbers to facilitates effective section of an effective working

force.

2. According To Edwin Pippin:-

Recruitment is a process of searching for prospective employee

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

3.David & Robbins have said that :-

Recruiting is the discovering of potential candidate for actual or

anticipated organizational vacancies. It is the linking activity bringing together those with the

job of to fill and those seeking jobs. In simple words Recruitment is the process of searching

for and obtaining for jobs from among whom the right people can be selected thus.

1. Recruitment is the first step in procurement function of HRM.

2. It is the process of locating suitable prospective employees.

3. It aim at stimulating the right type of job seekers to apply for the job

4. Recruitment provides a part of eligible qualified people to fill up the organizational

vacancies.

To conclude :-

Recruitment refers to the process of identifying and attaching job seekers. So as to build a

pool of qualified job applicant.

Process of Recruitment :-

Recruitment refers to the process of identifying and attaching job

seekers. So as to build a pool of qualified applicant.

The process consist of five steps :-

1. Planning

2. Strategy & Development.

3. Searching

4. Screening

5. Evaluation & Controlling.

A. Recruitment Planning :-

It related to the information about

1. The Nos of likely job vacancies.

2. The type of application requirement

B Strategy for Development :-

It consists of deciding the following points

1. Makes or Buy Decision :-

It refers to deciding whether to hire less skilled employee and invest

training and education programmers or to hire fully skilled and comment persons.

2. Technological Sophistication:-

This pertains to deciding which method shall be used for

requirements like computers, newspapers, videos tapes, etc.

3. Where to look: -

It is deciding about the location to be tapped, national, international,

regional, local etc.

4. How to look:-

It pertains to deciding the method or source to be tapped for

requirement i.e. whether internal or external and further specifying. What particular method

will be adopted in internal or external.

5. When to look:-

It pertains deciding the timing of event advertisement screening,

interviewing, selection offers of appointments for example if the entire procedure take six

month then vacancies must be advertised six months therefore they are expected is occur.

C) Searching :-

The two steps of searching are :-

1. Sources Activation :-

One the method of Recruitment and sources are deciding and vacancy is

notified, activation results in a flood of application.

2. Selling :-

Selling petering to communication the advertisment should be attached giving

image of the co. and stimulating people to apply.

D) Screening :-

Effective screening saves a lot of time and money the purpose is to remove at an

early stage those application who are visible unqualified for the job. For this purpose clear

job specification are essential care should be taken to follow the guidelines of the company

the guidelines and instauration issued by government in this regards care should be taken

to assure that potential good employee are not lost.

E) Evaluation & Control :-

Evaluation & Control are necessary as considerable cost are

incurred in the recruitment process. Question should be asked about the cost and

effectives of requirement method statistical information on the candidate for consideration

in the selection process should be gathered and evaluated.

Evaluation should include the following points: -

1. Return rate of application sent out.

2. Numbers of suitable candidate for selection.

3. Retention and performance of candidate selected.

4. Cost recruitment process.

5. Time lapsed data (TLD)

( it shows the average time that elapsed between major decision points in the recruitment

process.)

6. Comment on image projection.

7. NO. of application received.

8. No. Short-listed.

9. No. Appeared for interview.

10.No. Selected and joined.

Sources of Manpower: -

There are two type of manpower

1. Internal

2. External

A

A

A

AdvertisementPrepare brief write up about Co.position, Loction, and Paper

Consultant servicesOpen up position with consultant (Co. fixes up time limit)

Data bankNeeds to refer existing data bank with HR

Receipt of Bio-data of potential Candidate

Needs to check Qualification, Experiences along with Company’s Background

First hand Scrutinizing done by HRM Assistants

Sends the Bio- Data to concern Dept. for Preliminary Scrutiny

HRM received back short listed Bio- Data from all concerned

Finalize the data for Interview & to inform Individual through Letter/Telegram/E-mail

Well in advertise “Details of Candidate to be sent to Various concerned Dept. Booking for lunch & Rooms with Guest House for candidate

Lunch to be book with Canteen on the day of Interview, if needed

On the day of interview reminder to be send to all panel; of interview consisting of 2/3 technical Personal and HR respectively

AS Candidate Arrives hand Over Application Blank Traveling Reimbursement Form Subject & Psychological Test is needed

Candidate Dossier Application Blank Interview Rating skill CV of candidate to be provided

to the plane for interview.

Has the candidate qualified for the final interview.

Receipt of Short Listed candidate to Final Interview.

STOP

A

A

Conducting Final Interview.

After final interview, maintain candidate’s details in 3 folders

Rejected Potential Offered / To be Offered

RECRUTMENT METHOD :-

These are two methods: -

A Internal sources search

B External sources search

A Internal Sources search consist of :

Notice posted on bulletin/ notice board

Circulation of menus.

Advertisement in house magazines.

Other method like word of mouth.

Perusal of record/ P.C date bank etc.

# Salary Negotiation# Offer Letter# Pre – employment medical Test Form to be send to Candidates.

If attached by the Candidate

STOP

Regular follow after 15 days till Individual Joins.

Proper Noting of the Follow-up to be made on Candidates paper.

STOP

B External sources search are of three types.

1. Direct Method

2. Indirect method

3. Third party method

1. Direct Method are:

1.1) Scouting:

Contact is established with potential candidate. Consultants institution play the liaison

work.

1.2) Campus Recruitment :

It is popular for requirement of professional like engineering etc. The placement

all of college of liaison work with organization.

1.3) Casual Cullers/ Unsolicited application job are another sources of direct requirements.

Indirect Method :

These are following

1.1) Advertisement

It is a very popular method various media like newspapers, T.V, Journals etc. are

used. Senior position are largely filled up through advertisement when suitable experimental and

qualified person are not available for promotion, it is suitable for locating candidate in scientific,

professions and technical vacancies.

1.2) Professional Associates :-

Meeting, Conference, seminars and other social functions professional bodies

provide ample opportunities to locate potential candidate for technical, scientific and professional.

1.3) Third Party method :-

They consist of the following:

3.1) Private employment search firms:

These search agencies maintain a computerized list of qualified application and

supply these to employee willing to higher from the list and pay fees.

For ex. ABC Ferguson Associates

3.2) Employment Exchanges: -

List of candidates feel filling the required is sponsored by the employment

exchanges to the organization.

3.3) Gate Hiring and contracted: -

The job seeks usually present themselves at the factory gate and offers their

services on daily basis. Hiring through contract is also popular.

3.4) Unsolicited Application / Walking: -

Unsolicited Application received form the job seekers from time to time inn kept

in company data bank. As the time of suitable vacancy they are intimated.

3.5) Employee Referrals & Recommendations: -

This refers to recommendations received form existing employees of the

company.

RECURITMENT POLICY STATEMENT :-

In this recruitment activates the company will

Advertisement all vacancies internally.

Reply to every job applicant without any delay.

Inform job application the basic details and the job condition of every job advertised.

Process all application with efficiency and courtesy

Seek candidates on the basis of their qualification.

Aim to ensure that very person invited for interview will be given a fair and through hearing.

The company will not :-

Discriminated unfairly against potential application on the basis of sex, race, religion, caste etc.

Knowingly make any feel or exaggerated claims in its requirements literature or job advertisment.

3.3 THE RECRUITMENT PROCESS

A. PLANNING: -

Planning involves specifying the likely job vacancies and information about

the nature of jobs. It consist of establishing

1. Types of Contract: -

One’s the jobs specification and job description detailing the qualification,

age, experience, duties and responsibilities are determined it is to be planned which

type of people have to inform about job opening.

2. Numbers of contract: -

It refers to estimating the required those of application necessary for filling

up each post this is the determine the yield ration.

3.Criteria for short listing: -

it implies laying down clear feet criteria for short listing candidate for

consideration also deciding the numbers to be called for interview not to be kept on

panel.

3.4 STEPS OF RECRUITMENTS:

1) Staff requirement form: -

A staff requisition form is prepared at the insertion by the hand of

the department and is given to the HR Dept., which describes the vacancy in the

respective department and the number of employee needed for the same.

2) Selection & Sourcing Strategy

Based on the number of vacancies the HR departments obtains the vacancies for

the respective post for the following sources:

1) Data bank

2) Consultants

3) Advertisement

4) Head Hunting

These processes under taken the work of selecting proper sources from the above

categories for a particular vacancy.

3 ) Short listening ,interview scheduling and panel section :

Under this the name of the candidate that are being obtained for the respective post are

given to the head of the department.

These name are short listed by the hade of the department and than given back to the HR

departments which than schedule preliminary interview and selected the panel to judge the

performances of the candidates

5) Group discussion and written test rating :

Under this process the final ratings for the test that are taken for the candidates is

obtained because sometimes before the interview G.D.written test on psycholryical test is

taken.

Interview rating and selection

In this process when the candidates have appeared for interview the finally decision on

selection or not has to be taken on the basis of this process the candidate are short listed and

are called for the final interview by the HR department and the whole process is again

repeated.

Appointment letter

Finally when the candidates join he will be issued the appointments letter containing the

policies and rules applicable to his services in the organization.

3.2 The Recruitment process

Recruitment:

The recruitment functionally starts from the staff requisition from fills the final section of

the candidate. A staff requisition filled by department heads and is sent to the HR

department. Once the SRF is received. The HR department selects the sources are

sent call letters for appendix in interview. The date schedule and plan for interview is

also finalized. The selection criterion is best on certain par meters. The panel member

fill in the interview rating scale reports for each of the candidate.

Based on interview outcome finalization of the candidate is done.

The following Business process is covered in this model.

Application sources strategy types master.

Application (RC moll) sources master.

Candidates master.

Employees Master.

Expenses type Master.

Expenses master.

Parameters criteria master.

Manpower Planning.

Staff requisition form entry.

Selection of sourcing strategy and cost.

Short-listening, interview scheduling a panel selector.

Group discussion, return test rating.

Interview rating a selection.

Appointment letter generation.

3.3. Promotion

There is several work situation is in which as individual demonstrates. The

capacity to contribute towards organizational goals beyond the level of his or her

present’s job and thus can be considered candidate for promotion. Promotion related to

the assignment of an individual to a position of more responsibility or to one, which

involve the use of his / her particular education or experience.

Definition of Promotion

Promotion can be define as reassignment of the individual to the job of higher rank

usually involving in increase in responsibility and accompanying pan, privileges,

prestige, status, authority, etc.

Significance of promotion

Promotion is an effective tool for building employee moral. It provider incentive to

initiative enterprises capable individuals necessitates and logical training and

advertisement and from an effective reward for loyalty and co-operation service etc. this

demand sound promotion policies involving a suitable combination of merit and senirity

and fare and objects administrations.

Systematic Objective Promotion systems should have

Specific promotion plans.

Clear-cut definition of line adjustment.

Detailed personal records.

Definite allocation of responsibility for identifying promo table individuals.

3.4 PROMOTION – SUPREME AUTOSHELL INDIA PVT.LTD.

Promotion policy is the foundations on which personal policies of an origin are build in

“Supreme Autoshell India Pvt.Ltd.”The promotion policy in the organization and has been

embedded from time keeping in view the aspiration of individual and needs of the organization.

As soon as employee selected and placed on a job it becomes essentials to develop are

capability, skill, and efficiency. Therefore, that he may proves him and accent to the

organization.

Meaning

Advertisement within organization is ordinarily labeled has promotion.

Promotion involves moments of persons to a position caring height status more pay increased

responsibility and benefits.

Promotion Policy

Keeping in view the aspiration of individual and need of organization.

Promotions are classified in three categories.

01.Departmental

02. Internal proposition.

03.Time scale.

PROMOTION SYSTEMS

Promotion system is different for different jobs. Promotion may be on the basis of seniority

or ability or both. For ex. As regards unskilled & semi-skilled workers, entry is made into a

labour pool & there after upgrading take place on the basis of seniority or a combination of

both. The skilled craftsmen could be recruitment as apprentices there after upward mobility

accord even up to position of foremen, inspectors or production co-ordinates. Entry in

clerical job is thought appointment as clerk, mistry & promotion are made to the position of

secretaries or administrative assistant in professional job’s entry is made as assistance

engineers, senior’s engineers, project engineers or each managers. Lastly managerial

trainee or assistance supervisor. There after mobility occurs horizontally & vertically

embrace several staff & like assignment to middle managements levels & even in some

case to top management’s position.

3.2. INTERNAL SOURCES

Internal Sources of manpower consist of the

1. Person who already working in the organization.

2. Reserved and retires employee.

3. Department of the declassed employee.

4. Those employees who have earlier left the organization for better prospects.

In order to fill up the vacancies some from the within the organization is promoted,

transferred demoted. It is also always beneficial to look first within the organization.

CONCLUSION

Advantages outweigh the disadvantages. In many organizations up to certain level

vacancies are filled from within. But seniors level position are purely merit based an interval

candidate have to complete outside.

3.2 EXTERNAL SOURCES OF MANPOWER

It lies outside the organization, it consist of

1. Educated/ Qualified unemployed

2. New entrants in labor market as fresher from college.

3. Employee working in other organization.

4. Job aspirants registered with the employment exchange.

5. Candidate referred by unions, friends, relatives, existing employee.

6. Candidate forward by specialized agency.

7. Candidate sponsored / hired through educational; institute or campus required.

8. Candidate responding to advertisement issued by the organization.

9. Unsolicited application.

10.Walk in.

PROMOTION POLICY FOR WORKERS:

Promotion of workers up to grade & is based on the above three categories. DP or IMS

are vacancy based promotion is done either by Dp & By IMS.

Under departmental promotion, the eligible employee should fulfill the following

condition.

Minimum one-year services in existing group.

There should be no punishment or charges sheet against the workers.

The promotion is based on seniority basis.

Under internal merit selection the eligible employee should fulfill the following condition:

These should be no punishment or charges sheet pending against the workers.

On an average in a year, the physical attendance of the workers should be 240

days for the preceding 2 years. In case of absence on medical ground the

physical attendance of the worker should be 260 days for preceding 3 years.

The worker has to appear for partial or written test or interview depending upon

the ground to be promoted

The minimum services of the worker against the qualification in the existing

ground should be as follow.

PROMOTION POLICY FOR OFFICERS :

Promotion policy for officers of the company was revived in the year. The review

involved in extensive discussion not only with the top management but also with a cross

section of officers of the company.

Promotion is vacancy basis. Vacancy based Promotion are classified in to 2 categories

as departmental Promotion & internal merit selection. Promotion are consider under merit.

Group SSC/ ITI Diploma / Degree General Education

A to B 9 years 8 years 9 years

B To C 8 years 7 years 9 years

C To D 7 years 6 years 8 years

D To E 6 years 5 years 7 years

E To F 5 years 4 years 6 years

Promotion of the worker from group A To B is strictly done under tsp. A worker in a

group is eligible for promotion after completion of 9 years of services in existing group for

further promotion to group C the worker change his designation through internal merit selection

of recategorization or re-mustering.

CHAPTER NO 4

CONCLUSION

CONCLUSION OF THE STUDY

I visited to Supreme Autoshell India Pvt.Ltd.Satpur, Nasik. And got the training

successfully which was required for our project report.

I observed that company is in good position and industrial relations are harmonious.

There is lot of information available regarding my topic, recruitment & promotion, which

helped me in preparing project report.

In the organization records are systematically maintained in the personal department as

well as in other department.

The organization is the perfect example regarding well-equipped facility of proper

maintenance of records, training etc.

Recruitments is continuously going on and increasing strength of manpower.

RECOMMENDATION &

SUGGESTIONS

RECOMMENDATION & SUGGESTIONS

Generally there are no drawbacks in the setup system of the factory. There are

some suggestions, which could be beneficial for employee of the organization as follows:

Company should be given preference to its employees and if they are not only than

company should consider for outsider for all the post available in the company.

Company should try to its level best to avoid unnecessary time spent on the process of

recruitment and promotion of employee.

Company should give preference to the person who are well qualified and experience

for recruitment.

BIBILIOGRAPHY

RESEARCH METHODOLOGY -- C.R.KOTHARI

PRINCIPLE OF PRACTICES OF MGT. -- DR.ANJALI GHANEKAR.

HUMAN RESOURCE MANAGEMENT -- SUBBARAO

BIBLIOGRAPHY