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RECRUITMENT PROCESS: THE HEART OF HUMAN RESOURCE MANAGEMENT Research point to the importance of good recruitment systems in the organizations. The 1980 brought downsizing organizations were becoming too effective for their numbers of employees employed by them. Most problems concerning human resource commences when recruitment is not handled properly. Resignations low motivations poor performance may be due to incorrect procedures in the recruitment process. The importance of good recruitment at technical and managerial levels and the implications that are encountered as a result of ad hoc recruitment process. Recruitment is a responsibility of every manager in the organizations.

RECRUITMENT After the required number and kind of human resources are determined, the next step in the procurement functions is to locate the sources wherefrom the required human resources can be available and to attract them towards the organizations. This is known as recruitment. Recruiting is the process of generations of a sufficiency large group of applicants from which to select qualified individuals for available jobs. If this process is not carried out, companies may not be able to select a qualified staff. In fact there may be no selection at all. A company may be forced to hire those people who are able available or allow job to go unfilled. Quite often these programs fail simply because no organized effort is made to develop sources of minority applicant. There is no generally accepted best way to recruit prospective employees. However research suggests that the type and nature of information used in recruiting has a direct affect on who apply and accept particular positions. Prospective employees may be recruited from a number of sources depending upon the type of job opening. DEFINITIONS: Recruitment is the process of searching for prospective employees and simulating and encouraging them to apply for the jobs in organizations. ACCORDING TO YODER: Recruitment is a process to discover the source of employees to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an effective working force.

CHARACTERISTICS Recruitment is an aspect of manpower planning. It is a linking activity bringing together those with jobs to fill and those seeking jobs. It is a positive process because its objectives are to increase the selection ratio that is the number of applicant per job opening. It is a two way affair it takes two to complete the recruitment process the recruiter and the recruitee. It is a process of activities rather than a single act or event. It makes it possible to acquire the number and type of persons necessary for the continued functioning of the organizations. Its purpose is to locate the source of people to offer themselves for employment in the concern. It is pervasive functions as all the organizations engaged in recruiting activity.

SOURCES OF RECRUITMENT

INTERNAL SOURCES Persons who are working in the organizations and within the geographical boundaries constitute the internal sources. Retrenched employees, retired employees dependents of deceased employees may also constitute the internal sources. Whenever any vacancy arises someone from within the organizations is upgraded transferred promoted or even demoted. The internal sources of recruitment are: 1. PRESENT EMPLOYEES: Permanent, temporary and causal employees ready on the pay of the organizations are a good source. Vacancies may be filled up from such employees through: TRANSFER: It implies to the horizontal mobility of an employee and shifting of an employee from a job to another without any major change in the status and responsibility of the employees. PROMOTION: It may be defined as the upper mobility of an employee where the high post is given than the earlier thus carrying more responsibility and prestige. LAYOFF: In this mode an employee is temporarily put into job and layoff temporarily depending on the availability of the job. Here there is clear understanding between employee for availability and employee for the availability of the job. 2. Retired and retrenched employee who wants to return to the company may be rehired. 3. Dependants and relatives of deceased and disabled employee. 4. Apprentice: person working as apprentice in the company may also be hired whenever clear vacancy exist there. They are a good source of recruitment due to their knowledge and experience.

MERITS OF INTERNAL SOURCES: Morale and motivation of employee improve when they are assured that would be preferred in filling up the vacancies at higher levels. A sense of security is created among employees. Suitability of existing employees can be judged better as record of their qualifications and performance is already available in the organizations. Chances of proper selection are higher. It promotes loyalty and commitment among employees due to the sense of job security and opportunity. Stability of employment is improved. Present employees are already familiar with the organization and its policies. Therefore time and cost of orientation and training are low. The time and expenditure of recruitment are reduced as there is little need for advertising vacancies or arranging rigorous tests and interview. Relations with the trade unions remain good because unions prefer internal recruitment particularly through promotions. Filling of higher level jobs through promotions within the organizations helps to retain talented and ambitious employees. Labour turnover is reduced. DEMERITS OF INTERNAL SOURCES: It may lead to inbreeding It discourages flow of new blood into the organizations. If the promotions are based on seniority really capable persons may be left out. The choice in selection is restricted. Chances of favoritism are higher and growth of business is restricted by the limited talents of insiders. All vacancies cannot be filled up from within the organizations. This source of recruitment is not available to a newly established enterprise.

EXTERNAL SOURCES De cenzo and Robbins remarks occasionally it may be necessary to bring in some new blood to broaden the present ideas knowledge and enthusiasm. Thus all organizations have to depend on external sources of recruitment. They include the following: 1. EXECUTIVE SEARCH AGENCIES: Several private consultancy firms, e.g. A.F. Ferguson associates price water house etc. perform recruiting function on the behalf of client companies by charging fees. These agencies are particularly suitable for recruitment and selection so that client is relieved of this burden. But the cost of recruitment through these agencies is quite high. 2. JOBBERS AND CONTRACTORS: Here jobbers and contractors are in touch with the potential labour and whenever an industry requires them contractors made them available on payment of some commission.

3. GATE RECRUITMENT: Sometime large number of job seekers assembles at the gate of the factory and if the factory requires some unskilled worked it may recruit from assembled people. A notice on the notice board of the company specifying the details of job vacancies can be put. Such recruitment is called direct recruitment. It is very economical and is used mainly for unskilled and causal job vacancies. 4. SIMILAR ORGANIZATIONS: Experienced employees are recruited by offering better benefits to the people working in the similar organizations. 5. RECOMMENDATIONS OF THE PRESENT EMPLOYEES: Some firms encourage their employee to recommend name of their near and dear for the vacancies. This helps to maintain the goodwill with the employee besides finding reliable candidates. 6. PRESS ADVERTISMENT: Advertisement in newspaper and journals is a widely used source of recruitment. The advantage of this method is that it has a wide reach. One advertisement is a leading daily can over millions of persons throughout the country. Cost per person is very low. 7. UNSOLICITED APPLICATIONS: There are human resources managers in every companies you can drop your C.V. they will call you within a month as when they need if they find it appropriate we cannot include this in internal sources we have only received applications of them and we not scrutinized them.

8. PLACEMENT AGENCIES: Placement agencies are the agencies which provide services to the organizations which need new candidate. These agencies collect C.V. from the candidate keeping in mind there requirement as well as the organizations requirement and forward the C.V. to the organizations. 9. WAITING LIST: In this list of applicant who made personal visit or make enquiry through mail or phone is maintained. These proved to be useful source of recruitment when required. 10. CAMPUS PLACEMENT: Many firms recruit candidates directly from colleges universities. This helps them recruit people of required streams. Many universities have placement cell for the purpose. 11. INTERNAL RECRUITING: In recent years most companies have found it useful to develop own website and job list openings on it. The website offers a fast convenient and cost effective means for job applicants to submit their resume through internet. There are varieties of website available in addition to a company own website where applicants can submit their resume and potential employers can check for qualified applicants such as: www.jobheads.com www.monsterindia.com www.mafoi.com www.abcconsultants.net www.timesjobs.com

MERITS OF EXTERNAL SOURCES: People having the request skill education and training can be obtained. As recruitment is done from a wider market best selection can be made irrespective of caste sex or religion. Expertise and experience from other organizations can be brought. It helps to bring new blood and new ideas into the organizations. This source of recruitment never dries up. It is available to even new enterprises. External sources are best when suitable people from within are not available and when the organization is diversifying or merging with other organizations. DEMERITS OF EXTERNAL SOURCES: It is more expensive and time consuming to recruit people from outside. Detailed screening is necessary as very little is known about the candidate. The employees being unfamiliar with the organization their orientation and training is necessary. If the higher level jobs are filled from external sources motivation and loyalty of existing staff are affected.

PROCESS OF RECRUITMENT Recruitment process generally begins when the human resource department receives requisitions for recruitment from any department of the company. The human resource requisitions contain detail about the positions to be filled no of persons to be recruited the duties to be performed qualifications required from the candidate terms and conditions of employment and the time by which the person should be available for the appointment etc. Locating and developing the sources of required no and the type of employees. Identifying the prospective employees with the required characteristics. Communicating the information of the organizations the jobs and the terms and conditions of services. Encouraging the identified candidate to apply for the jobs in the organizations. Evaluating the effectiveness of recruitment process.

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EMPLOYEE PERCEPTION The employee perception is an employee attitude that provides an important view of your organizations through the eyes of your employees. It allows giving honest confidential input about their jobs and your organization. This discreet feedback provides a powerful tool for understanding and meetings employee needs. Employees that are satisfied and motivated perform better leading to improved customer loyalty. The EP defines for management in detail employee needs and concerns. Employee satisfaction is improved when needs are meet and concerns are shared openly. The EP gives employees the opportunity to evaluate the organization for which they work through numerical ratings as well as open ended free response questions. Each employee receives a questionnaire either through mail email or in person ensuring confidentiality and candidate response. BENEFITS OF EMPLOYEE PERCEPTION Offers practical sound methods to assess employee satisfaction. Increase loyalty by demonstrating the high level at which employee opinions are valued by management. Encourages employee participation and buy in to your organizations customer services culture. Reduces employee turnover. Creates a valuable pool of ideas and suggestions. Provides a vehicle for important communication that sometimes break down through normal channels. Establishes a uniform companywide employee satisfactions index for comparative purpose. Provides the third party objectivity and confidentiality.

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RECRUITMENT POLICY IN INDIA Industries in India depend on the following sources of recruitment: 1. Internal sources 2. Public employment exchange 3. Campus recruitment 4. Executive search agencies/ consultants 5. Labour contractors 6. Employee referrals recommendations of existing personnel. 7. In public sector enterprise a special proportion of vacancies are reserved for schedule tribes physical handicapped ex-servicemen other backward classes. Some organizations give preference to local people, i.e. sons of the oils. EVALUATORS a) Recruitment can be evaluated on the basis of the following: b) Time lag between human resource requisitions and placement. c) Yield ratio number of applicants divided by the number of persons selected. D) Employees reactions towards the different sources of recruitment. By this we can know which the best source is. e) Correlation between sources of recruitment and the jobs source of the people selected. F) Data on the labour turnover grievances and disciplinary action for each source of recruitment. g) Cost per hire for different sources of recruitment.

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RESEARCH METHODOLOGY Research is nothing but the search for knowledge. It is a systematic and scientific search for information on the specific topic. In the dynamic scenario organizations are now and then confronted with the number of problems which need probing into the unknown aspects and their careful analysis in order to successfully tackle the ever emerging problems. The research methodology which I have adopted for this project started with the preparation of questionnaire to gain information about general opinion of employees regarding the recruitment process in the organization. The main motive was to collect data suggesting what organization lacks in various fields of human resource. The analysis and findings part is concerned with possible improvements and innovations that could be incorporated in the relevant areas.

OBJECTIVE OF STUDY The primary objective of the study is to study the HR activities taking place in koutons. The secondary objective is to see how hr helps the functioning of other departments and in the overall development of koutons.

To study the environment of the company.

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DATA COLLECTION

PRIMARY DATA: The source from where first hand information is gathered directly is called primary source and then information collected is called primary data. In case of above data were collected are: Natural market relatives Friends Neighbors Personal interview Preformatted questionnaire Survey

SECONDARY DATA: The source of information already gathered for other purposes are available is called secondary data. With regards to our study secondary source of data are : Online Manuals Reports Business magazines As stated primary data was collected with the help of a questionnaire comprising of 15 questions. It was aimed to cover majority of the departments and sample should constitute employees at all organizational hierarchy levels right from operatives to supervisors to managers and top most executives. All the employees constituting the sampling were approached individually. SAMPLING A sample size of 50 employees working at koutons was taken into consideration and find out the analysis. SAMPLING TECHNIQUE The sampling technique used for the objective is RANDOM SAMPLING so that the findings are fruitful and better result oriented. The respondents of the sample were from different functional areas and also from different hierarchical levels. The sample size of the research is 50 individuals across different functional areas.

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LIMITATIONS OF THE STUDY Employee referral program sometime fails to work because current employees lack the motivation or ability to make referrals. Employee sometime does not realize the importance of recruitment to the organizations. As a result the organization may need to encourage participation by providing special awards and public recognition along with the bonus for successful referrals.

Employees may not be able to match people with jobs because they do not know about open vacancies and the requirements needed to fill them. Hence communications regarding job vacancies and the requirements needed to fill these vacancies need to be constantly provided to employees.

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OVERVIEW Incorporated on November 25, 1994 under the companys act 1956 as amended as Charlie creations private limited. The name of the company was changed to koutons retail private limited with effect from 7 February, 2006. The company was converted into a public limited company and its name was changed to koutons retail India limited with effect from June 27 2006. Today better known as koutons retail India limited it has two brands koutons & Charlie outlaw. Koutons had moved up the value chain from a garment manufacturer to a retailer by launching its first own stores in 2002. Value for money &high on fashion being their USP, Koutons has given the brand an extension into specific consumer segments. Koutons the flagship brand has under its umbrella Charlie outlaw for men, les femme and koutons junior for the young children. The latest addition in koutons kitty is K2One shoes. Koutons retail India limited is an India based apparel manufacturing and retail company. The company is engaged in designing manufacturing and retailing apparel under the koutons and Charlie outlaw brands through a network of 1246 brand outlet across India. Koutons retail India limited is a men wear integrated apparel manufacturing and retail company of India.the koutons Brand targets the middle to high fashions segments offering a range of man wardrobe (in the age group of 22 to 45 years)ranging from semi formal to causal and party wear. The Charlie outlaw brand is a causal brand targeted at fashions conscious youngster in the age group of 14 to 25 year. Its manufacturing and finishing facilities are backed by adequate facilities for product testing apparel development design studio and sampling infrastructure to ensure high quality apparels for customers. The strength of brand koutons has significantly contributed to the success of its business. Company marketed its apparel through a network of distributors spread all over India. The infrastructure of the company consists of 18 in house manufacturing finishing units and 14 warehouses in and around Gurgaon and Haryana. The company has a well established section for product testing apparel development design studio and sampling infrastructure to ensure high quality apparel. Its increasing product categories to include men apparel women apparel and kid wear. It is also undergoing inorganic expansion route through acquisition of regional brands thereby increasing the number of brands in its portfolio.

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COMPETITIVE STRATEGY They believe that they are well positioned to capture the growth opportunities in Indias apparel manufacturing and retail sectors because of their following key strengths: EXCLUSIVE BRAND OUTLETS: The majority of apparel manufactures cum retailers in India operate through a combination of retailing through exclusive outlets as well as through national chain stores and multi brand outlets. This entails supplies being managed directly and through distribution agents. They operate on a model of marketing our apparels directly through a chain of exclusive brand outlets and thus are independent of external marketing pressures attributable to the national chain stores multi brand outlets and other intermediaries. This enables us to focus our strategy and efforts towards quality maintenance and customers satisfaction without the interference of any external agency. WIDE NETWORK OF EXCLUSIVE BRAND OUTLETS: They have exclusive brand outlets for our brands koutons and Charlie outlaw which are spread across the metros. They have established network in north/north western India and rapidly consolidating our network in western and eastern India. They have also opened our exclusive outlets in southern India and are working towards expanding our presence there. INTEGRATED PLAYER WITH LOW COST SOURCING CAPABILITIES: They are integrated players across the entire value chain of manufacturing and retailing and one of our major strengths includes in-house finishing facilities and rapid quality control. They source their raw materials through intermediaries (who procure raw materials from various international markets). They also employ extensive logistics and supply chain system management to maintain maximum flexibility which enables them to meet their needs in an efficient manner without relying on any one vendor, factory or country. UNIQUE BRAND POSTIONING: They position their selves as a high fashion value for money brand. Our koutons brand is positioned in the middle to high fashion segment offering a complete range of men wardrobe (in the age group 22 to 45 years) ranging from semi formal to causal and party wear. Our Charlie outlaw brand is a causal brand targeted at fashion conscious youngsters in the age group of 14 to 25 years. They believe in providing their customers value for their money position our apparel at a reasonable price with a focus on volume sales. They believe that fashion and style statements are not restricted to high income segment and there is an untapped market in the middle income segment which is both brands conscious and apparitional in nature.

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 DESIGN AND MERCHANDISING EXPERTISE WITH A PULSE ON FASHION: They have a team of designers and merchandise who are supported by a staff of 40 professionals including assistant designers and technical designers. They have specialized design teams for each of our apparel categories ensuring that each of our design teams has specialized skill sets. There in house design staff designs majority of our apparels. Their marketing and merchandising teams keep themselves abreast of the various fashion developments and mixes it with creativity of professionally qualified designers working for us to create a distinct style statement at affordable prices. EXPERIENCED AND EFFICIENT MANAGEMENT: The Company is managed by a team of experienced and professionals managers exclusively focused on different aspects of the apparel industry such as design merchandising manufacturing sourcing marketing quality control logistics and finance. They promoters and management have substantial experience in apparel sectors. They also have a second layer of key executives who are capable of creating and facing challenges of growth within our company and our sectors. In their business identification of optimal location for our outlets and managing logistics are the key growth drivers. WIDE APPAREL RANGE: They have a wide range apparel portfolio which ranges from shirts non denims suits blazers t-shirts cargos capris sweaters etc. they manufacturer and retail through exclusive brand outlet the complete wardrobe of man and are in the process of launching a range of apparel for women and children. They wide range apparel portfolio allows us to cater to the diverse demands of our customers and also allows them to consolidate and establish our presence across diverse regions. INFORMATION TECHNOLOGY INFRASTRUCTURE: They have recently introduced a state of the art information flow system. They have currently maintaining their sale records and store inventories on specially developed computers applications known as WIZZAPP and genesis. This software enables them to maintain mirror images of the data base at our head office and our stores across various locations. All daily transactions at either end are updated through pooling of incremental data of new transactions. They help to maintain complete control from the head office over all the stocks and sales on a daily basis. They also give an edge in inventory management through the creation of a detailed virtual warehouse with bins and sections along with a logistics solution.

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PHILOSOPHY VISION:

To emerge as the most profitable retailer in India by the most efficient. To provide contemporary fashion at affordable prices. To cut away all areas of distribution and value chain that does not benefit the consumer.

MANTRA: FASHION AND QUALITY @AFFORDABLE PRICES: Respect for the customers views. Use our vast experience and insights for improved products. Stay abreast with international developments. Achieve volume and sales to be globally competitive. Growth through leadership.

MISSION: To lead through innovation. Improve through introspection to serve our customers and stakeholders equally. To become an efficient and low cost operator with commitment to quality. To be world leaders and be firmly rooted to our local markets.

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MAIN OBJECTS OF THE COMPANY The main objects of the company as stated in the memorandum of association include the following: To take over all the assets and liabilities of the existing firm Charlie creations new rohtak road New Delhi after which the firm will cease to exist. To carry on the business of manufactures importers and exporters wholesale and retail dealers of and men women and children clothing and wearing apparel and readymade garments of every kind.

To set up exclusive brand outlets of the company. To establish a new integrated manufacturing facility.

To purchase plant and machinery for increase the finishing and manufacturing capacity of the company. To improve information technology network.

To carry on all or any of the business of dealers and manufactures of all kinds of carpets durries all other articles of woolen and worsted materials and of all articles similar to the foregoing or any of them or connected there with.

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KOUTONS STRATEGY INCREASE GEOGRAPHIC PENETRATION BY SPREAD THE NETWORK OF EXCLUSIVE BRAND OUTLETS: They focus on maintaining and reinforcing the image of our existing exclusive brand outlets and also introduce our apparels to new geographic areas and consumer sectors that are presently less familiar with our apparels. For the koutons brand they have an established network in north/north western India and are rapidly consolidating our network in western and eastern India. They have also opened their exclusive outlets in southern India and are working towards expanding our presence there. ENHANCING MANUFACTURING CAPABILITIES: They focus on establishing and increasing their in house manufacturing facilities as this allows us to exercise due control over both the manufacturing cost and the quality of the apparel being manufactured. TARGET THE GROWING SEGMENTS: They focus on providing a complete menswear range in the middle to high fashion segment at affordable prices. This business strategy and brand positioning is in line with our target market which is India focused. While the koutons brand is focused on the 22to 45 age brackets, the Charlie outlaw brand is positioned to cater to the 14 to 25 years age bracket. They focus on a fast growing segment of branded fashion wear for the young. They are introducing a line of women apparel under les femme brand and are introducing a brand koutons junior which is targeted at the children. STRENGTHEN THE COMPETITIVE POSITION AND RECOGNITION OF OUR BRANDS: They intend to continue enhancing the recognition of our brands by aggressively marketing our brands to both consumers and franchise. They have made a strategic decision to focus on branded apparel and to market the same through exclusive brand outlets. They will continue to advertise in print and broadcast media, as well as market directly to consumers through billboards event sponsorships celebrity sponsorship special event advertisements and advertisements in selected periodicals. In addition they will continue to have a strong presence at trade shows and events throughout the country. FUTHER IMPROVING OUR COST STRATEGY: We believe in providing quality apparels at affordable prices. We have improved our operating margins and cost structure by consolidating manufacturing and distribution operations and reducing selling general and administrative costs and by actively seeking efficient source of production whether through internal source of supply or through outsourcing. We intend to continue to a) identify efficient manufacturing operations and improved raw material sourcing. B) Maintaining and enhance a low cost infrastructure and a flexible supply chain.

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 EXPORTS OF APPARELS UNDER OUR KOUTONS BRAND: Till 2005, KOUTONS had been exporting garments and discounted the same to concentrate on our present business model of exclusive branded stores. KOUTONS believe that our apparel would also have an acceptance outside India and consequently as a part of our strategy, KOUTONS intend to enter the overseas market as a possible business thrust. ALL PRESENCE INDIA ZONE KOUTONS CHARLIE OUTLAW CENTRAL 26 32 EAST 126 115 NORTH 252 336 SOUTH 66 15 WEST 146 87 GRAND 616 585 TOTAL LES FEMME 2 1 KOUTONS JR.+LES JUNIOR FEMME 1 4 4 11 8 1 4 9 20 22 GRAND TOTAL 59 251 608 82 246 1246

Over 1246 outlets spread across the country. Koutons one of the largest branded apparel manufacturer and retailer with a reach in 464 cities across India.

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SWOT ANALYSIS STRENGTHS: KRIL operates on a model of marketing their apparel directly through a chain of exclusive brand outlets.(ebo). Design & merchandising expertise. KRIL provides a wide apparel portfolio. Fashion and quality at affordable prices. KRIL ranks number one amongst retailers by the number of outlets. WEAKNESS: High dependency on franchisee for sales of the products. KRILS manufacturing units are located in & around Gurgaon and Haryana only i.e. north India only. OPPORTUNITIES: The growing retail market in India, KRIL is also introducing a line of women apparel under the les femme brand & introducing a brand koutons junior which is targeted at children. The latest addition in koutons kitty is K2One shoes. Intends to enter overseas market. Expanding into new geographies. THREATS: Seasonality of the business. Stiff competition faced in this sector with large number of players in the unorganized sector.

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EMPLOYEE PERCEPTION TOWARDS RECRUITMENT PROCESS AT KOUTONS Employee perception is an attitude or behavior of employees towards the overall policies and procedures of the organizations. In this chapter the employee perception towards recruitment process at koutons is explained. RECRUITMENT POLICY AT KOUTONS Recruitment policy specifies the objective of recruitment and provides the framework for implementation of recruitment program. It may involve commitment to principle such as enriching the organizations human resource by filling vacancies with the best qualified people attitudes towards the recruiting handicaps minority group women friends and relatives of present employee promotion from within. Recruitment policy involves the employer commitment to such general principal as: a) b) c) d) To find and employee the best qualified person for the jobs. To retain the most promising of those hired. To offer promising opportunities for lifetime working carriers. To provide facility and opportunities for personal growth and jobs. THERE ARE SEVERAL PRE-REQUESTIES OF A GOOD RECRUITMENT POLICY. IT SHOULD: Abide by the relevant public policy and legislation on hiring and employment relationship. Integrate organizational need and employee need.

Provide each employee with freedom and opportunities to utilize and develop knowledge and skill to maximum possible extent. Treat all employees fairly and equitably in all employment relationship.

Provide suitable jobs and protection to handicapped women and minority girl. To be flexible enough to meet the changing need of organizations. Encourage responsible trade unions.
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RECRUITMENT AT KOUTONS Process of identifying and hiring the best candidate (within or outside the organizations) for a particular profile in most timely and cost effective manner is RECRUITMENT. They believe that their employees are key contributors to the success of their business. To achieve this they focus on hiring and retaining the best talent in the industry. They have a policy of hiring fresh graduates and training and developing newly hired professionals. A human resource requisition from has to be raised for any manpower requisition. The form can be obtained from cooperate / state HRor the HRweb portal.

MODES OF RECRUITMENT KOUTONS hires through the following procedures: 1. Internally 2. Externally Position can be filled internally:

In case the position can be filled internally consent is to be taken by HOD and concerned with the concerned team head & HR. Finally the vacant position is filled with the right person. Transfer Promotion Employee referral program

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PROMOTION Within a span of 1 year an employee from management trainee will be promoted as executive then again after 1 year if performance is good then Sr. executive and in the same manner he can be promoted as an ASM (Assistant sales manager). But in case the performance is not good then he wont get a promotion. And after becoming ASM if the performance of the employee is exceptional then only he will be promoted further else promotions are difficult. More over as far as marketing is concerned employees have joined in 2005 or 2006 so they have are having any case of promotion of RSM (Regional sales manager) or further. Well in case of exceptional performance they have even promoted 2 employees for RSM. As per the rating of the employee the employee is given promotion.

Position to be filled externally: To fill the position through some external sources following are the three modes which are used to fill the requirement:1. HR OUTSOURCING: - Hr outsourcing is a process in which a company uses the services of a third party to take care of its HR functions. A company may outsource a few or all of its HR related activities to a single or combination of services. The basic services offered by HR outsourcing firms may include: Overseeing organizational structure and staffing requirements Recruiting training and development

Tracking department objectives goals and strategies Employee and manger training

Benefits administration Employee orientation programs

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As far as HR outsourcing in koutons is concerned most of the employees in the factories are on the contractors roll. Also the employees at the gallery are at contractor pay roll. 2. PLACEMENT AGENCY: - The services of the placement agency will be used in order to select the right candidate. In order to work with a placement company HR manager need to ensure the below mentioned Terms and conditions:a) 33% of the one month salary offered to the candidate will be given to the placement companies as the commission (one month salary will be given only in exceptional cases in consent with the HOD). b) In case an employee leaves the company within 3 months of joining then the placement company is suppose to return the amount of commission or has to give a replacement without charging any fees.

3. CAMPUS PLACEMENT: - The requirement of fresh and energetic blood will be filled from various campuses across the globe. Following are the terms and conditions of campus placement:The selection criteria of campuses from campus placements will depend upon the requirement of the organizations. Campus selection will be done through a written test group discussion and personal interview. There is a general procedure which is followed by the company. It is as follows: Pre-placement talk Written test (aptitude, English, reasoning, puzzles and technical) Group discussion Technical interview HR interview The reason for campus hiring could be based on the need to recruit dynamic forward thinking action oriented people and colleges provide an excellent platform for recruiting people with the desired characteristics.

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The employees perception towards recruitment process at KOUTONS: The most attractive feature at koutons is hours of work, salary and content of the jobs. There was enough information included in the pack which enables the employees to make an informed decision about whether or not to apply for the jobs at koutons.

The source of getting the information about the job opening at koutons is mostly through employee referral or advertisement in the newspaper. Employees feel they want to quit their present job due to certain factors like low salary, long hours, no increments, no grievance handling etc. And they get all this benefits at koutons.

Some of the employees leave their jobs because they are not satisfied with the post in which they are working. In order to get desired post according to their job profile their hunt for the new jobs begins which ultimately ends at koutons. Employees feel that the recruitment process at koutons is much easier than others. So they do not hesitate in applying here at any point of time.

Therefore the overall perception of employees towards koutons is very clear and opaque related to subject matters.

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ANALYSIS AND INTERPRTATION OF DATA

The questionnaire consists of 10 questions in all with close ended questions. The questionnaire was designed to know the effectiveness of the recruitment system present in the organizations. The results from the respondents were analyzed through charts and tables.

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Question1. What do you feel about the procedure they follow for recruitment? SERIES VERY SATISFIED SATISFIED UNSATISFIED VERY UNSATISFIED TOTAL NO OF RESPONDENTS 20 10 5 15 50 PERCENTAGE 40% 20% 10% 30% 100

PROCEDURE OF RECRUITMENT
very satisfied satified unsatisfied very unsatisfied

30% 40%

10% 20%

INTERPRETATION- An answer to this question 40% feel very satisfied about the recruitment procedure they follow, 20% feel satisfied about the recruitment procedure they follow, 10% feel unsatisfied about the recruitment procedure they follow, 30% feel very unsatisfied about the recruitment procedure they follow

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Question 2- In your opinion what aspects do you consider important in the selection of an employer? SERIES ATTITUDE PAST EXPERIENCE PERSONALITY TRAITS COMMUNICATION SKILLS DECISION MAKING ABILITY TOTAL NO OF RESPONDENTS 10 15 5 10 10 50 PERCENTAGE 20% 30% 10% 20% 20% 100

SELECTION OF AN EMPLOYER
attitude communication skills past experience decision making ability personality traits

20%

20%

20% 30% 10%

INTERPRETATION- The answer to this question 20% are according to attitude in the selection of the employer, 30% are according to past experience in the selection of the employer, 10% are according to personality traits in the selection of the employer, 20% are according to communication skills in the selection of the employer, 20% are according to decision making ability in the selection of the employer.

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.Question 3- With regard to the interview, what attributes do you feel makes best for the interviewing the experience of recruiter? SERIES COMMUNICATION TECHNIQUE GENERAL KNOWLEDGE JOB EXPERIENCE ATTITUDE LENGTH TOTAL NO OF RESPONDENTS 8 9 12 6 5 50 PERCENTAGE 16% 18% 24% 12% 10% 100

ATTRIBUTES FOR RECRUITER

communication technique general knowledge job experience attitude length

16% 28%

19%

37%

INTERPRETATION- The answer to these question 16% communication techniques attributes feel makes the best for interviewing the experience of the recruiter, 18% general knowledge attributes feel makes the best for interviewing the experience of the recruiter, 24% job experience attributes feel makes the best for interviewing the experience of the recruiter, 12% attitude attributes feel makes the best for interviewing the experience of the recruiter, 10% length attributes feel makes the best for interviewing the experience of the recruiter .

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Question 4- What attracted you the most initially in our organization? SERIES CONTENTS OF JOB HOURS OF WORK SALARY LOCATION STRUCTURE TOTAL NO OF RESPONDENTS 10 2 15 7 16 50 PERCENTAGE 20% 4% 30% 14% 32% 100

ATTRACTION TOWARDS THE ORGANIZATION

content of job hours of work salary location structure

20% 32% 4%

14%

30%

INTERPRETATION- The answer to this question 20% were attracted towards the organization through content of job, 4% were attracted towards the organization through hours of work, 30% were attracted towards the organization through salary, 14% were attracted towards the organization location, 36% were attracted towards the organization structure.

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Question 5- Was the job description given to you at the interview? SERIES YES NO TOTAL NO OF RESPONDENTS 30 20 50 PERCENTAGE 60% 40% 100

JOB DESCRIPTION GIVEN AT INTERVIEW

yes no

40%

60%

INTERPRETATION- The answer to this question 60% said yes that job description was given at the time of interview and 40% said no that no job description was given at the time of interview.

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Question 6- Are you given opportunity to express your feedback about the recruitment process? SERIES FREQUENTLY RARELY AT TIMES NEVER TOTAL NO OF RESPONDENTS 20 10 15 5 50 PERCENTAGE 40% 20% 30% 10% 100

FEEDBACK ABOUT THE RECRUITMENT PROCESS

frequently rarely at times never

10% 40% 30%

20%

INTERPRETATION- The answer to this question 40% said frequently that there was opportunity given to express the feedback about the recruitment process, 20% said rarely that there was opportunity given to express the feedback about the recruitment process, 30% said at times that there was opportunity given to express the feedback about the recruitment process, 10% said never that there was no opportunity given to express the feedback about the recruitment process.

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Question 7- Was the job description complete and accurate?

SERIES YES NO TOTAL

NO OF RESPONDENTS 40 10 50

PERCENTAGE 80% 20% 100

JOB DESCRIPTION COMPLETE AND ACCURATE

yes no

20%

80%

INTERPRETATION- The answer to this question 80% said yes that the job description given was complete and accurate and 20% said no that the job description given was not complete and accurate.

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Question 8- Which media helped you in finding out the right opportunity of attending the interview? SERIES NEWSPAPER WEB SEARCH MAGAZINES CALL BACKS TOTAL NO OF RESPONDENTS 11 5 10 24 50 PERCENTAGE 22% 10% 20% 48% 100

RIGHT OPPURTUNITY FOR ATTENDING THE INTERVIEW

newspaper web search magazines call backs

22% 48% 10%

20%

INTERPRETATION- The answer to this question 22% said that right opportunity for attending the interview through newspaper, 10% said that right opportunity for attending the interview through web search, 20% said that right opportunity for attending the interview through magazines, and 48% through call backs said that right opportunity for attending the interview.

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Question 9- Do you have referral policy in your organization?

SERIES YES NO TOTAL

NO OF RESPONDENTS 35 15 50

PERCENTAGE 70% 30% 100

REFERRAL POLICY IN YOUR ORGANIZATION

yes no

30%

70%

INTERPRETATION-The answer to this question 70% said yes that there is referral policy in the organization and 30% said no that there is no referral policy in the organization.

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Question 10- In your opinion state whether the recruitment process in your organization is based on the following factors? SERIES CASTE RELIGION AGE FACTOR GEOGRAPHICAL CONDITIONS OTHERS TOTAL NO OF RESPONDENTS 14 10 20 3 3 50 PERCENTAGE 28% 20% 40% 6% 6% 100

FACTORS ON WHICH RECRUITMENT PROCESS IS BASED

caste religion age factor geographical conditions others

6%

6% 28%

40% 20%

INTERPRETATION-The answer to this question 28% were according to the caste on which the recruitment process was based, 20% were according to religion on which the recruitment process was based, 40% were according to age factor on which the recruitment process was based, 6% were according to the geographical condition on which the recruitment process was based, 6% were according to the others on which the recruitment process was based.

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Question 11- Do you feel that the current recruitment process in our organization needs to be changed? SERIES STRONGLY AGREE AGREE DISAGREE STRONGLY DISAGREE TOTAL NO OF RESPONDENTS 15 20 9 6 50 PERCENTAGE 30% 40% 18% 12% 100

CURRENT RECRUITMENT PROCESS IN THE ORGANIZATION NEED TO BE CHANGED

strongly agree agree disagree strongly disagree

12% 30% 18%

40%

INTERPRETATION- The answer to this question 30% strongly agree that current recruitment process in the organization need to be changed, 40% agree that current recruitment process in the organization need to be changed, 18% disagree that current recruitment process in the organization need to be changed, and 12% strongly disagree that current recruitment process in the organization need to be changed.

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Question 12- What difference will a referral policy will make in the entire recruitment process in your organization if it is incorporated?

SERIES GOOD EFFECT MODERATE EFFECT POOR EFFECT NO EFFECT TOTAL

NO OF RESPONDENTS 19 15 12 4 50

PERCENTAGE 38% 30% 24% 8% 100

DIFFRENCE WILL MAKE A REFFERAL POLICY IN RECRUITMENT IF ORGANIZATION IS INCORPORATED

good effect moderate effect poor effect no effect

8% 24% 38%

30%

INTERPRETATION- The answer to this question 38% had a good effect on referral policy in recruitment if it is incorporated, 30% had a moderate effect on referral policy in recruitment if it is incorporated, 24% had a poor effect effect on referral policy in recruitment if it is incorporated, and 8% had no effect on referral policy in recruitment if it is incorporated,

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Question 13- Was there enough information included in the pack to enable you to make an informed decision about whether or not to apply for the job? SERIES YES NO TOTAL NO OF RESPONDENTS 45 5 50 PERCENTAGE 90% 10% 100

INFORMATION TO MAKE INFORMED DECISION

yes no

10%

90%

INTERPRETATION- The answer to this question 90% said yes there was enough information included in the pack to make the informed decision whether to apply for the job or not and 10% said no there was no enough information included in the pack to make the informed decision whether to apply for the job or not. .

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Question 14 Do you think the information you received about recruitment process was helpful?

SERIES YES NO TOTAL

NO OF RESPONDENTS 35 15 50

PERCENTAGE 70 30 100

INFORMATION RECEIVED ABOUT RECRUITMENT PROCESS WAS HELPFUL

yes no

30%

70%

INTERPRETATION- The answer to this question 70% said yes the information received about recruitment was helpful and 30% said no the information received about recruitment was not helpful.

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Question 15- What more information would you like to see? SERIES JOBS TERMS AND CONDITIONS DEPARTMENTS TRAINING AND DEVELOPMENT OTHERS TOTAL NO OF RESPONDENTS 10 10 10 10 10 50 PERCENTAGE 20% 20% 20% 20% 20% 100

MORE INFORMATION TO BE SHOWN

jobs terms and conditions departments training and development others

20%

20%

20%

20%

20%

INTERPRETATION- The answer to this question 20% for the jobs said that we would like to see more information, 20% for terms and conditions said that we would like to see more information, 20% departments said that we would like to see more information, 20% for training and development said that we would like to see more information, and 20% for others said that we would like to see more information.

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FINDINGS 40% feel very satisfied about the recruitment procedure they follow, 20% feel satisfied about the recruitment procedure they follow, 10% feel unsatisfied about the recruitment procedure they follow, 30% feel very unsatisfied about the recruitment procedure they follow. 20% are according to attitude in the selection of the employer, 30% are according to past experience in the selection of the employer, 10% are according to personality traits in the selection of the employer, 20% are according to communication skills in the selection of the employer, 20% are according to decision making ability in the selection of the employer. 16% communication techniques attributes feel makes the best for interviewing the experience of the recruiter, 18% general knowledge attributes feel makes the best for interviewing the experience of the recruiter, 24% job experience attributes feel makes the best for interviewing the experience of the recruiter, 12% attitude attributes feel makes the best for interviewing the experience of the recruiter, 10% length attributes feel makes the best for interviewing the experience of the recruiter . 20% were attracted towards the organization through content of job, 4% were attracted towards the organization through hours of work, 30% were attracted towards the organization through salary, 14% were attracted towards the organization location, 36% were attracted towards the organization structure. 60% said yes that job description was given at the time of interview and 40% said no that no job description was given at the time of interview. 40% said frequently that there was opportunity given to express the feedback about the recruitment process, 20% said rarely that there was opportunity given to express the feedback about the recruitment process, 30% said at times that there was opportunity given to express the feedback about the recruitment process, 10% said never that there was no opportunity given to express the feedback about the recruitment process. 80% said yes that the job description given was complete and accurate and 20% said no that the job description given was not complete and accurate.

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 22% said that right opportunity for attending the interview through newspaper, 10% said that right opportunity for attending the interview through web search, 20% said that right opportunity for attending the interview through magazines, and 48% through call backs said that right opportunity for attending the interview. 70% said yes that there is referral policy in the organization and 30% said no that there is no referral policy in the organization. 28% were according to the caste on which the recruitment process was based, 20% were according to religion on which the recruitment process was based, 40% were according to age factor on which the recruitment process was based, 6% were according to the geographical condition on which the recruitment process was based, 6% were according to the others on which the recruitment process was based. 30% strongly agree that current recruitment process in the organization need to be changed, 40% agree that current recruitment process in the organization need to be changed, 18% disagree that current recruitment process in the organization need to be changed, and 12% strongly disagree that current recruitment process in the organization need to be changed. 38% had a good effect on referral policy in recruitment if it is incorporated, 30% had a moderate effect on referral policy in recruitment if it is incorporated, 24% had a poor effect effect on referral policy in recruitment if it is incorporated, and 8% had no effect on referral policy in recruitment if it is incorporated. 90% said yes there was enough information included in the pack to make the informed decision whether to apply for the job or not and 10% said no there was no enough information included in the pack to make the informed decision whether to apply for the job or not. 70% said yes the information received about recruitment was helpful and 30% said no the information received about recruitment was not helpful. 20% for the jobs said that we would like to see more information, 20% for terms and conditions said that we would like to see more information, 20% departments said that we would like to see more information, 20% for training and development said that we would like to see more information, and 20% for others said that we would like to see more information.

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RECOMMENDATIONS AND SUGGESTIONS The company should often hire candidates through internal referrals process the chances of his honoring the offer are higher given the emotional pressures. For this reason a referral process is quite often the first choice today. They should also undergo online recruitment.

They should also give advertisements for job vacancies. The company should create a backup plan for the uncertainties.

If candidates are in same area it is always advisable to meet face to face. Always insist on obtaining either verbally and or in writing his or her responses and commitment to the job offer.

Have a set questionnaire that you can run through with him or her before proceeding to qualify him questionnaire that will test his seriousness and sincerity to look for a change. Try and get inside your candidate mind understand his needs and aspirations.

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CONCLUSION This is to conclude that recruitment process is important function as it makes it possible to acquire the number and the type of person necessary for the continued functioning of the organization. The basic purpose of recruitment is to locate the sources of people required to meet the job requirement and attracting such people to offer them employment in the organizations.

Recruitment is a complex job too because many factors affect it like image of the organizations, nature of the job offer, working condition, compensation level in the organization, past recruitment records, government policies etc.

From this project I conclude that koutons is constantly growing in retail industry. Their collective effort put in by their employees has helped the group to reach where it is today. Koutons revolves around people and the group depends on its employees to realize the vision and mission that it has set for itself. They focus hiring and retaining the best talent in the industry. They have policy of hiring fresh graduates and training and developing newly hired professionals and have a very systematic recruitment procedure.

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BIBILOGRAPHY
Kothari C.R., methods and techniques, New Delhi, new age international (P) ltd.1985. Gupta C.B., Human Resource Management, New Delhi, Sultan Chand & Sons 1996. Mamoria, C.b.gankar J.S Personnel management Mumbai: Himalaya Publishing House Edition Twenty Third, 2003. Aswathappa, K, Human Resource and Personnel Management, Tata Mcrgrawill, New Delhi, Edition 4th, 2005.

WEBLIOGRAPHY
www.wikepedia.com www.koutons.com www.koutons.co.in www.scribd.com

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ANNEXURE NAME: - AGE: - .. Q1. What do you feel about the procedure they follow for recruitment? Very satisfied ( ) Satisfied ( ) Unsatisfied ( ) Very unsatisfied ( ) Q2. In your opinion what aspects do you consider important in the selection of an employer? Attitude ( ) Past experience ( ) Personality traits ( ) Communication skills ( ) Decision making ability ( ) Q3. With regard to the interview what attributes do you feel makes best for the interviewing experience of the recruiter? Communicating technique of the interview ( ) General knowledge of the interviewer ( ) Job experience of the interviewer ( ) Attitude towards interviewer ( ) Length of the interviewer ( ) Q4.What attracted you the most initially in our organization? Content of the job ( ) Hours of work ( ) Structure ( )
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Salary ( ) Others ( ) Q5.Was the job description given to you at the interview? Yes ( ) No ( ) Q6. Are you given opportunity to express your feedback about the recruitment process? Frequently ( ) At times ( ) Rarely ( ) Never ( ) Q7. Was the job description complete and accurate? Yes ( ) No ( ) Q8. Which media helped you in finding out the right opportunity of attending the interview? Newspaper ( ) Web search ( ) Magazines ( ) Call backs ( ) Q9. Do you have referral policy in your organization? Yes ( ) No ( )

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Q10. In your opinion state whether the recruitment process in your organization is based on the following factors? Age difference ( ) Caste ( ) Religion ( ) Geographical condition ( ) Others Q11. Do you feel that the current recruitment process in our organization needs to be changed? Strongly agree ( ) Agree ( ) Disagree ( ) Strongly disagree ( ) Q12. What difference will a referral policy will make in the entire recruitment process in your organization if it is incorporated? Good effect ( ) Moderate effect ( ) Poor effect ( ) No effect ( ) Q13.Was there enough information included in the pack to enable you to make an informed decision about whether or not to apply for the job? Yes ( ) No ( ) Q14. Do you think the information you received about recruitment process was helpful? Yes ( )
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No ( )

Q15.What more information would you like to see? Job ( ) Department ( ) Terms and conditions ( ) Training and development ( ) Others ( )

THANK YOU FOR TAKING THE TIME TO COMPLETE THE QUESTIONNAIRE.

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