Recruitment and Selection Project

SUMMER TRAINING REPORT
ON
RECRUITMENT AND SELECTION PROCEDURE
IN
HAVELLS INDIA LTD
SUBMITTED TO
BHAI PARMANAND INSTITUTE OF BUSINESS STUDIES
[ AFFILIATED TO GURU GOBIND SINGH INDRAPRASTHA
UNIVERSITY, DELHI]
IN PARTIAL FULLFILLMENT OF
BACHELOR OF BUSINESS ADMINISTRATION( BBA )-2010-2013
FIFTH SEMESTER
SUBMITTED BY UNDER THE SUPERVISION OF
POOJA ARORA MR. G.T.V.L.N. CHARYULU
ROLL NO- 00911401710

SHAKARPUR , DELHI
SELF DECLARATION OF STUDENT

This project is submitted as partial fulfillment of the requirement of Bachelor of Business
Administration of Bhai Parmand Institute of business studies affiliated to Guru Gobind
Singh Indraprastha university, Delhi under the guidance of Mr. G.T.V.L.N
CHARYULU , faculty member, BPIBS, Shakarpur Delhi-110092.
I here by declare that present project report on “RECRUITMENT AND SELECTION

PROCEDURE OF HAVELLS INDIA LTD” and Is partially original and a bona fide work
done by me and wherever the matter has been replicated with or without modification the
same has been specifically mentioned with the reasons for its usage.
DATE POOJA ARORA
ROLL NO – 00911401710
BBA ( V SEM )
BPIBS, DELHI

SHAKARPUR , DELHI
CERTIFICATE FROM PROJECT GUIDE

This is to certify that Ms. Pooja Arora, BBA student at BPIBS, shakarpur Delhi -110092
has undertaken the research work under my guidance and supervision. The matter
embodied in this project work has not been submitted earlier for the award of any degree
or diploma to the best of my knowledge and belief.
Further, wherever such a case it has been clearly mentioned and reasoned.
MR. G.T.V.L.N CHARYULU
FACULTY MEMBER ( FINANCE DEPARTMENT )
BPIBS, DELHI – 92
DATE
SHAKARPUR , DELHI
PREFACE
In our three years degree program of BBA of there’s provision for doing summer training
after iv semester.The essential purpose of this project is to given an exposure and detailed
outlook to the student of the practical conceptings, which they are already studied
research. For this purpose , I was assigned the project for the “RECRUITMENT AND
SELECTION” in Havells India ltd. It is the matter of great privilege to get training from
Havells India ltd., one of the largest organization of this kind.
The project lasted for a period of eight weeks; it was informative, interesting and
inspiring.
I hope this project will provide an experiment outlook to the dynamic functioning in the
HR department in the company.
ACKNOWLEDGEMENT
“Such Thanks I give As near death to those that whish him Live” -
Shakespeare
A formal statement of acknowledgement will hardly meet the ends of justice in the
matter of expressing my deep sense of gratitude and obligation to all those who helped
me in the completion of this project report. The past six weeks working on this project
under the guidance of my Project Leader and Guide has greatly influenced my way
of thinking towards facing the challenges during day-to-day development of this
project. This will me a lot in future. I am especially indebted to my Project Guide, Mr.
G.T.V.L.N CHARYULU without whose precious time & expert guidance, the project
would not have taken the current shape.
I am also thankful to Mr. Pallav Kaushik. His guidance and in depth knowledge of
Human Resource concepts have boosted my confidence to complete this project
successfully. He made the intricacies of the existing project clear to me. He deserves
special thanks for his technical guidance throughout the project He was highly supportive
to develop this project.
Last but not the least I would also like to express my gratitude to Havells employees and
all my friends who helped me a lot throughout this project.
Executive Summary
The project titled “RECRUITMENT AND SELECTION” Undertaken in Havells India
LTD. The purpose of choosing this topic is to know about recruitment and selection
procedure as it is important part of every organisation. Recruitment highlights each
applicant’s skills, talents and experience. Their selection involves developing a list of
qualified candidates, defining a selection strategy, identifying qualified candidates,
thoroughly evaluating qualified candidates and selecting the most qualified candidate.
Chapter 1 – It deals with the objective of this report and also the process of data
collection and research methodology.
Chapter 2 - It deals with the review of literature of recruitment and selection process.
Chapter 3 - It deals with the Industry profile of Havells India ltd.
Chapter 4 - It deals with history of Havells India ltd. Its vision, mission, objectives,
milestones, products etc.
Chapter 5 – It deals with data analysis and interpretation of my whole project report.
Chapter 6 – It deals with conclusion, recommendation, limitation and bibliography of

project report.
TABLE OF CONTENT
Contents Page NO.
SELF DECLARARTION OF STUDENT i
CERTIFICATE FROM PROJECT GUIDE ii
CERTIFICATE FROM COMPANY iii
PREFACE iv
ACKNOWLEGEMENT v
EXECUTIVE SUMMARY vi
 CHAPTER 1: INTRODUCTION 1-7

1.1 OBJECTIVE OF STUDY 3
1.2 SCOPE OF THE STUDY 4
1.3 RESEARCH METHODOLOGY 5
1.4 SAMPLING METHODS AND TECHNIQUES 6
1.5 SOURCES OF DATA COLLECTION 7
 CHAPTER 2: REVIEW OF LITERATURE 8-28
2.1 MANPOWER PLANNING 8-10
2.2 RECRUITMENT 11-20
2.3 SELECTION 21-27
2.4 ISSUES IN RECRUITMENT AND SELECTION 28
 CHAPTER 3 : INDUSTRY PROFILE 29-33
3.1 ORGANISATION 29-30
3.2 GENERATION 31
3.3 HISTORY 31-33
 CHAPTER 4: COMPANY PROFILE 34-51
4.1 INTRODUCTION OF THE COMPANY 34-38
4.2 PROMOTERS 38-39
4.3 MILESTONE 40-44
4.4 WORK CULTURE 44-46
4.5 QUALITY CULTURE 46-48
4.6 MAJOR CLIENTS 48-49
4.7 RESEARCH AND DEVELOPMENT 50
4.8 SAFETY MATTERS 50-51
 CHAPTER 5: DATA ANALYSIS & INTERPRETATION 52-68
 CHAPTER 6: CONCLUSION & RECOMMENDATIONS 69-74
6.1 FINDINGS 70
6.2 SUGGESTIONS 71
6.3 CHALLENGES FACED BY HR DEPARTMENT 72
6.4 LIMITATION OF STUDY 73
6.5 CONCLUSION 74
ANNEXURES vii
PERFORMANCE APPRAISAL viii
ATTENDANCE SHEET ix
EVALUATION SHEET x
BIBLIOGRAPHY xi
CHAPTER - 1
INTRODUCTION
Introduction
According to ARTHUR LEWIS: Human Resource is a basic need of any work to be

done.
“There are great differences in development between countries which seem to
have roughly equal resources, so it is necessary to enquire into the difference

in human behaviors”
The project report is all about recruitment and selection procedure that’s important part of
every organization.
Recruitment highlights each applicant’s skills, talents and experience. Their selection
involves developing a list of qualified candidates, defining a selection strategy,
identifying qualified candidates, thoroughly evaluating qualified candidates and selecting
the most qualified candidate.
It is said if right person is appointed at right place the half work has been done. In this
project I have tried to cover all the important point that should be kept in mind while
recruitment and selection process and have conducted a research study through a
questionnaire that I got it filled with all the HR managers of Havells India ltd. and tried to
find out which methods and various other information related to recruitment and selection
and tries to come to a conclusion at what time mostly the manpower planning is don‟t ,
what the various method used for recruiting the candidates and on what basic the
selections is done.
Havells has a well-articulated equal opportunity policy, which lays strong emphasis con
hiring of individuals irrespective of age, race, caste or gender. As a best practice in
recruitment.
1.1 Objective of study
The objective of my study is to understand and critically analysis the recruitment and
selection procedure of Havells India ltd.
1. To know the prospect or recruitment and selection procedure.

2. To critically analyse the functioning of recruitment and selection procedures.
3. To identify the probable areas of improvement to make recruitment and selection
procedure and more effective.
4. To know the managerial satisfaction level about recruitment and selection
procedure.
5. To search or headhunt people whose skill fits into the company value.
1.2 SCOPE OF STUDY
The benefit of the study for the researcher is that it helped to gain knowledge and
experience and also provided the opportunity to study and understand the prevalent
recruitment and selection procedure.
The key point of research study are :-
1. To study about the Havells India ltd.

2. To understand and analyse various HR factors including recruitment and selection
at Havells India ltd.
3. To suggest any measures/recommendations for the improvement of the
recruitment procedure.
1.3 RESEARCH METHODOLOGY

A research design is the specification of methods and procedure for acquiring the
information needed to structure or to solve problems. It is the overall operation pattern or
framework of the project that stipulates what information is to be collected from which
source, and be what procedures.
“A research design is the arrangement of condition for collection and analysis of

data in a manner that aims to combine Relevance to the research purpose with
economy in procedure”.
Kind of Research
The research done by
Exploratory research:
This kind of research has the primary objective of development of insights into the
problem. It studies the main area where the problem lies and also tries to evaluate some
appropriate courses of action.
Sample Design
A complete interaction and enumeration of all the employees of Havells India Ltd. was
not possible so a sample was chosen that consisted of 30 employees.
1.4 Sampling methods and techniques
Judgment sample
Judgment sample is a type of nonrandom sample, which is selected based on the opinion
of an expert. Results obtained from a judgment sample are subject to some degree of bias,
due to the frame and population not being identical. The frame is a list of all the units,
items, people, etc. that define the population to be studied.
Convenience sampling
Accidental sampling (sometimes known as grab, convenience sampling or
opportunity sampling) is a type of non probability sampling which involves the sample
being drawn from that part of the population which is close to hand. That is, a sample
population selected because it is readily available and convenient. The researcher using
such a sample cannot scientifically make generalizations about the total population from
this sample because it would not be representative enough.
Tools and Techniques

 Percentage analysis is used to study the data collected.
% of Responses = no. of responses * 100
total no. of respondents

 Graphical analysis is also used to study the data.
1.5 Data Collection
The data for the survey will be conducted from both Primaries as well as Secondary
sources.
Primary Data: -
Using personal interview technique the survey the data will collect by using
questionnaire. The primary data collection for his purpose is supposed to be done by
judgment sampling conversation sampling. Questionnaire has been formatted with both
open and close structure questions.
Secondary Data: -
 By going through various records.

 By going through the magazine of the bank.
CHAPTER - 2
REVIEW OF
LITERATURE
REVIEW OF RECRUITMENT AND SELECTION
Most employers recognise the fact that their staff are their greatest asset, and the right
recruitment and induction processes are vital in ensuring that the new employee becomes
effective in the shortest time. The success of an organisation depends on having the right
number of staff, with the right skills and abilities. Organisations may have a dedicated
personnel/human resource function overseeing this process or they may devolve these
responsibilities to line managers and supervisors. Many people may be involved, and all
should be aware of the principles of good practice. Even it is essential to involve others in
the task of recruitment and induction.
2.1 MANPOWER PLANNING

Manpower planning means different things to different organizations. To some
company’s manpower planning means management development to others. It means
estimating manpower needs, while some other may define manpower planning as
organization planning. Although the term, “manpower planning” can be defined, ‘as the
process by which an organization ensures that it has the right number of people and the
right kind of people at the right places, at the time doing things for which they are
economically most useful’.
Manpower Planning Involves: -
Manpower planning is a continuous process. In operational terms it involves the analysis

of the current and future manpower resources terms and requirement to ensure that such
needs and resources are always kept in proper balance, both in terms of quantity.
2.1.1 Need for Manpower Planning:-

All said and done, it cannot be define that the quality of manpower can be responsible for
significant difference in the short and long run performance among companies. As Ralph
Besse once said, “There is nothing we can do about performance of past management or
the qualification of today’s management but tomorrow’s management can be as good as
today’s manager care to make it.”
Herber H Mayer has emphasized the importance of human assets and their utilization as
under:
“The efficient utilization of human resources may very well be the most important
determiner of success in the business world in the coming decade. I think that the
companies that prosper in the future will be those that do the best job in fully utilizing
their human resources.”
All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit
people .The recruitment policy should, therefore, address itself to the key question; what
are the personnel/human resource requirement of the organization in terms of number,
skills, levels etc to meet present and future needs of production and technical and other
changes planned or anticipated in the next years.
2.1.2 MEANING OF MANPOWER PLANNING
Higher education is a human resource intensive enterprise. It is not surprising, then, that
recruitment and selection of staff should be a very high priority in most if not all units
and divisions of student affairs. Recruitment and selection should include procedures
directed to analyze the need and purpose of a position, the culture of the institution, and
ultimately to select and hire the person that best fits the position. Recruitment and
selection policy should, then, be directed toward the following objectives:
 Hire the right person.
 Conduct a wide and extensive search of the potential position candidates.
 Recruit staff members who are compatible with the college or university
 environment and culture.
 Hire individuals by using a model that focuses on student learning and education of
the whole person.
 Place individuals in positions with responsibilities that will enhance their personal
development
2.2 Recruitment
Recruiters need to keep abreast of changes in the labour market to ensure that their
recruitment efforts are not wasted or directed at too small a pool of labour. Skill shortages
may occur unexpectedly and recruitment and training processes need to be kept flexible.
It is a good idea for any organisation to plan its labour force requirements, matching
available supply against forecast demand. A skills audit of existing staff will increase
knowledge of the skills the organisation has available and those which are lacking, and
thus help pinpoint areas for future development. A human resource plan need not be
highly complicated. A straightforward plan will help organisations to:
 assess future recruitment needs

 formulate training programmes
 develop promotion and career development policies
 anticipate and, where possible, avoid redundancies
 develop a flexible workforce to meet changing requirements
 control staff costs whilst ensuring salaries remain competitive
 assess future requirements for capital equipment, technology and premises.
Management is responsible for producing the human resource plan, senior management
for supporting it. Implementation is likely to be most effective if it carries the support of
the workforce, normally achieved through consultation with trade union or other
employee representatives.
2.2.1 Factors Affecting Recruitment
In recruting new employees management must consider the nature of labor market, what
sort of potential labor are available and how do look for works.
The factor affecting can be summed up under the following heads:
 Labor Market Boundaries:- The knowledge of the boundaries help

management in estimating the available supply of qualified personnel form, which
it might recruit. A labor market consists of a geographical area in which the forces
of demand and supply interact and thus affect the price of labor.
 Available Skills:- Companies must locate the areas where they can find
employees who fit the jobs according to their skills.
 Economic Condition:– Economic conditions also affect recruitment.
Unemployment worker may swamp a new plan located in a depressed labor
market whereas a firm trying to establish it or to expand in an area where a few
qualified workers are out of wok has quite a different recruitment problem.
 Attractiveness of the Company: –The attractiveness of the company in
terms of higher wages, clean work, better fringe benefits and rapid promotions
serves as influencing factor in recruitment.
2.2.2 Importance of Recruitment

Recruiting people who are wrong for the organisation can lead to increased labour
turnover, increased costs for the organisation, and lowering of morale in the existing
workforce. Such people are likely to be discontented, unlikely to give of their best, and
end up leaving voluntarily or involuntarily when their unsuitability becomes evident.
They will not offer the flexibility and commitment that many organisations seek.
Managers and supervisors will have to spend extra time on further recruitment exercises,
when what is needed in the first place is a systematic process to assess the role to be
filled, and the type of skills and Most recruitment systems will be simple, with stages that
can be followed as a routine whenever there is a vacancy to be filled, and which can be
monitored and adapted in the light of experience.
This booklet describes the main features of such systems, and other related issues.
Systems should be:
 efficient - cost effective in methods and sources

 effective - producing enough suitable candidates without excess and ensuring the
 identification of the best fitted for the job and the organisation
 fair - ensuring that right through the process decisions are made on merit.
2.2.3 PROCESS OF RECRUITMENT

Figure # 1 Recruitment process
Recruitment Process
A vacancy presents an opportunity to consider restructuring, or to reassess the

requirements of the job. This assessment is valid whether it is to fill an existing job or
a new one. Ask questions such as:
 has the function changed?
 have work patterns, new technology or new products altered the job?
 are there any changes anticipated which will require different, more flexible
skills from the jobholder ?
Answers to these questions should help to clarify the actual requirements of the job
and how it fits into the rest of the organisation or department. Exit interviews, or
consultation with the current job-holder and colleagues may well produce good ideas
about useful changes.
Recruitment begins by specifying the human resource recruitment, initiating activities

and action to identify the possible sources form where they can be met,
communicating the information about the jobs, terms and conditions and prospects
they offer, and enthuse the people who meet the recruitment to respond to the
invitation by applying for jobs. Thereafter the selection process begins. The process is
as follows:
Decide on how many people you really need:-
If everything is being done to improve performance and still there is a gap between
what the current performance is and the goals set, then the best way is to recruit more
people.
Analyzing the job:-

Analyzing the job is the process of assembling and studying information relating to all
aspects of a particular post. Analysis is done to find possible details about:
 Purpose: Identify the aims and objectives of job and what the employee is
expected to achieve within department and company.
 Position: The job title, its position in the hierarchy and for whom it is
responsible ought to be recorded. A sample organization chart may be useful for
this purpose.
 Main Duties: A list of key tasks may be written out; standards that need to be
reached and maintained must also be maintained. Methods of recording, assessing
and recording the key tasks must be determined.
 The work Environment: Study the physical and social environment in which
the work is out because the work environment influences the quantity and quality
of work
Drafting a job description:-
After job analysis is done, job description is made. Job description describes the job.
The job description decides upon the exact knowledge, skill and experience needed to
do the job.
Job description must be drafted around these heading:
 Job title
 Responsible to
 Responsible for
 Purpose of job
 Duties
 Responsibility
 Signature and date
Evaluation future needs
For Evaluation future needs manpower is drafting. A manpower plan evolves studying
the make-up of present work force, assessing forthcoming changes and calculating
future workforce, which is required. Manpower planning helps in devising long-term
recruitment plans
2.2.4 Finding sources of recruitment:
The human resource requirement can be met from internal or external source:
Internal Sources
These refer to persons already employed in the organization. Promoting persons from
lower levels may fill up vacancies at higher levels. Shortage of manpower in one
branch \ factory may be met by transferring surplus staff from another branch \
factory. Promotion means shifting of an employee to higher post caring greater salary,
status and responsibility. On the other hand transfer refer to the shifting an employee
with salary, status and responsibility. Some time ex-employee of the organization may
be re-employed.
Advantages of Internal Sources:

1. Filling vacancies for higher job by promoting employees from with in the
organization helps to motivate and improved the morale of the employees. This
induces loyalty among them.
2. Internal requirement has to minimize labor turnover and absenteeism. People wait
for promotion and the work force is more satisfied.
3. Candidates working in organization do not require induction training. They are
already familiar with organization and with the people working in it.
Disadvantages of Internal Sources:

1. There may be inbreeding, as fresh talent from outside is not obtained. Internal
candidates may not be given a new outlook and fresh ideas to business.
2. Unsuitable candidates may not be promoted to positions of higher responsibility
because the choice is limited.
3. The employees may become lethargic if they are sure of time bound promotion.
There may be infighting among those who aspires for promotion with in the
organization.
4. Internal recruitment cannot be complete method in itself. The enterprise has to
resort to external recruitment at some stage because all vacancies cannot be filled
from with in organization.
External Sources
It refers to recruitment of employees from outside the organization. External sources
provide wide choice of the required number of the employees having the desired
qualification. It also provides the people with new ideas and specialized skills
required to cope with new challenge and to ensure growth of the organization.
Internal competitors have to compete with the outsiders. However, existing
employees resent the policy of filling higher-level vacancies from outsiders.
Moreover it is time consuming and expensive to recruit peoples from outside.
Recruitment from the outside may create frustration among the existing employees
that aspires for promotions. There is no guarantee that the organizations will attract
sufficient number of suitable candidates.
Advantages of External Sources:

1. The entry of fresh talent in to the organization is encouraged. New employees
bring new ideas to the organization.
2. External sources provide wider sources of personnel to choose from.
3. Requisite type of personnel having the required qualifications, training and skill
are available from the external sources.
Disadvantages of External Sources:

1. The enterprise can make the best selection since selection is made from among a
large number of applicants.
2. There is a greater decoration in employer- employee relationship, resulting in
industrial strikes, unrest, and lockouts.
3. The personnel’s selected from outside may suffer from the danger of adjustment
to the new work environment.
2.2.5 Monitoring effectiveness of recruitment
As with any work activity it is recommended that the recruitment and induction process
be reviewed for its effectiveness. If any stage of the recruitment process failed to
produce the expected result, eg if the advertising method has produced too many
candidates, you may want to examine what happened and why in order to make it
more efficient in the future. Future recruitment exercises may require modifications
to the methods used - a successful recruitment for one job does not automatically
mean the same method will be as successful again. This is particularly true if the
labour market changes, with, for instance, fewer school leavers but more mature
workers being available. Recruitment and induction may be a continuous process in
your organisation, necessitating more or less constant monitoring.Monitoring
regularly will also ensure equal opportunity policies are being actively pursued, and
that internal candidates are receiving the same consideration as external candidates.
2.2.6 Application forms

Application forms can help the recruitment process by providing necessary and relevant
information about the applicant and their skills . The design of the form needs to be
realistic and straightforward, appropriate to the level of the job. Using application forms
has the following advantages:
 comparing like with like is easier. CVs can be time-consuming and may not
provide the information required
 they provide the basis for an initial sift(filter), and then for the interview
 the standard of completion can be a guide to the candidate's suitability, if writing and
presentation skills are essential to the job; however, be aware of possibility of
disability discrimination
 they provide a record of qualifications, abilities and experience as stated by the
applicant.
Care also needs to be taken over some less positive aspects of application forms:
 there is a temptation to use application forms to try to extract too much information,
eg motives, values and personality characteristics. The form shouldconcentrate on the
experience, knowledge and competencies needed for the job .
 some people may dislike filling in forms and so be put off applying for the job. Some
very experienced people may find the form inadequate, whilst those with little in the
way of qualifications or experience may be intimidated by large empty spaces on the
form.
 application forms add another stage, and therefore more time, to the recruitment
process. Some candidates may be lost if they can obtain work elsewhere more
quickly
 Application forms may inadvertently be discriminatory. For instance, to require a
form to be filled out 'in your own handwriting', where written English is not relevant
to the job, may discriminate against those for whom English is not their first
language, or who may not have well-developed literacy skills.
Any information such as title (marital status), ethnic origin or date of birth requested
for monitoring purposes (eg for compliance with the legal requirements and codes of
practice on race, sex, disability and age discrimination) should be clearly shown to be
for this purpose only, and should be on a separate sheet or tear-off section. Such
information need only be provided on a voluntary basis. Medical information should
also be obtained separately and kept separate from the application form.
2.2.7 METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:
(a) Direct method
(b) Indirect method
(c) Third-party method
a) Direct Method:
These include the campus interview and keeping a live register of job seekers. Usually under
this method, information about jobs and profile of persons available for jobs is exchanged and
preliminary screening is done. The short listed candidates are then subjected to the remainder
of the selection process. Some organization maintains live registers or record of applicants and
refers to them as and when the need arises.
b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional journals,
technical journals and brochures.
When qualified and experienced persons are not available through other sources,
advertising in newspapers and professional and technical journals in made. Whereas all
types of advertisements can be made in newspapers and magazines, only particular types
of posts should be advertised in the professional and technical journals.
A well thought-out and planned advertisement for appointments reduces the possibility of
unqualified people applying. If the advertisement is clear and to the point, candidates can
assess their abilities and suitability for the position and only those who possess the
requisite qualifications will apply
c) Third Party Method:
Various agencies are used for recruitment under these methods. These include
commercial and private employment agencies, state agencies, and placement offices of
schools, colleges and professional associations, recruiting firms, management consulting
firms, indoctrination seminars for college professors, friends and relatives.
Employment Agencies: They are specializing in specific occupation like general

office help, salesman,technical workers, accountants, computer staff, engineers and
executives and suitable persons available for a job. Because of their specialization, they
can interpret the needs of their clients and seek out particular types of persons.
State or Public Employment Agencies: They also knew as Employment or Labor

Exchanges, are the main agencies for public employment. They also provide a wide range
of services, like counseling, assistance in getting jobs, information about the labor
market, labor and wage rates, etc.
Executive Research Agencies: They maintain a complete information records

about employed executives and recommend persons of high caliber for managerial,
marketing and production engineers’ posts. These agencies are looked upon as ‘head
hunters’, ‘raiders’, and ‘pirates’.
Trade Unions: The employers to supply whatever additional employees may be
needed often call on Trade Unions. Unions may be asked for recommendations largely as
a matter of courtesy and an evidence of goodwill and cooperation
Professional Societies: They may provide leads and clues in providing promising
candidates for engineering, technical and management positions. Some of these maintain
mail order placement services.
2.3 SELECTION
Whatever form the applications take, there may be a need to sift them before moving on
to the interview stage. Such a sift serves to match the applicants as closely as possible to
the job and person specification and to produce a shortlist of people to interview. To
avoid any possibility of bias, such sifting should be undertaken by two or more people,
and it should involve the direct line manager/supervisor as well as personnel. The sifting
stage can also help the organisation by providing feedback on the advertising process and
the suitability of the application form. It can also identify people who might be useful
elsewhere in the organisation. If references or medicals are to be taken up before the
invitation to interview stage, it should be made clear on the application form/information
pack sent to the applicant.
If your organisation believes that pre-employment health screening is necessary, you must
make sure it is carried out in a non-discriminatory way: for instance, do not single out
disabled people for medical assessment. If a report from any individual's doctor is sought,
then permission must be given by the individual, and they have the right to see the report
(Access to Medical Reports Act 1988).The candidates who best match the specifications
may then be invited for interview. The invitation letter should tell candidates that they
should advise the organisation in advance if any particular arrangements need to be made
to accommodate them on arrival or during the interview; for instance, ramp access or
lighting levels. The invitation letter should also clearly state whether the organisation
will pay the candidate's reasonable travel expenses for the interview.
A formal definition of selection is as following:

“It is the process of differentiating between applicants in order to identify (and hire)those
with a greater likelihood of success in a job”
Selection process assumes and rightly so, that there are more number of candidate
actually selected candidates are made available through recruitment process.
2.3.1 BARRIERS TO EFFECTIVE SELECTION
The main objectives of selection are to hire people having competence and commitment.
This objective is often defeated because of certain barriers. The impediments, which
check effectiveness of selection, are perception, fairness, validity, reliability and pressure.
Fairness: Fairness is selection requires that no individual should be discriminated

against on the basis of religion, region, race or gender. But the low numbers of women
and other less-privileged sections of the society in middle and senior management
positions and open discrimination on the basis of age in job advertisements and in the
selection process would suggest that all the efforts to minimize inequity have not been
very effective.
Reliability: A reliable method is one that will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fail to predict job
performance with precision.
Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives,

friends and peers to select particular candidates. Candidates selected because of
compulsions are obviously not the rights ones. Appointments to public sector
undertakings generally take place under such pressures.
2.3.2 SELECTION PROCEDURE
The selection procedure is concerned with securing relevant information about an

applicant. This information is secured in a number of steps and stages. The objective of
selection process is to determine whether an applicant needs the qualification for a
specific job and to choose the applicant who is most likely to perform in that job.
The hiring procedures not a single acts but it is essentially a series of methods or steps or
stages by which additional information is secured about the applicant. At each stage, facts
may come to light, which lead to the rejection of the applicant. A procedure may be
considered to a series of successive hurdles or barriers, which an applicant must cross.
These are indented as screens and they are designed to eliminate an unqualified applicant
at any point in this process. That technique is known as the successive hurdle technique.
Not all selection process includes all these hurdles. The complexity of process usually
increases with the level and responsibility of the position to be fulfilled.
A well-organized selection procedure should be designed to select sustainable

candidates for various jobs. Each step in the selection process should help in getting more
and more information about the candidate. There is no idle selection procedure
appropriate for all case.
Steps in the selection process:

 Preliminary Screening
 Application Blank
 Employment Tests
 Selection Interview
 Medical or Physical Examination
 Checking Reference
 Final Approval
Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum qualification. The
preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable
candidate. The job seekers are received at the reception counter of the company. The
receptionists or other official interviews the candidates to determine whether he is
worthwhile or the candidate to fill up the application blank. Candidates processing
theminimum qualification and having some chances of being selected are given the
prescribed application form known as application blank.
Application Blank:
The candidates are required to give full information about their age, qualification,
experience, family background, aptitude and interests act in the application blank. The
application blank provides a written record about the candidate. The application form
should be designed to obtain all relevant information about the candidates. All
applications received from the candidates are carefully scrutinized. After the scrutiny
more suitable candidates among the applicants are short-listed for written tests and others
are rejected.
Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular
screening devices. These tests are based on the assumption that human traits and work
behaviors can be predicted by sampling, however tests are not fully reliable and they also
involve time and money. Test is more useful in identifying and eliminating unsuitable
candidates therefore should be used only as supplements rather than an independent
technique of selection. The main types of tests are:
 Intelligence tests
 Aptitude Test
 Interest Test
 Personality Test
Selection Interview:
It involves a face-to-face conversation between the employer and the candidate; the
selector asks a job related and general questions. The way in which a candidate responds
to the question is evaluated. The objectives of the interview are as following:
 To find out the candidate’s overall suitability for the job.

 To cross-check the information obtained through application blank and tests, and
 To give an accurate picture of the job and the company.
Interview is the most widely used step in employee selection. However, interview suffers
from several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the
personality of the candidate and not his skill for the job. Thirdly, the interviewer may not
be an expert and may fill to extract all relevant information from the candidate. Fourthly,
the personal judgment or bias of the interviewer may make the result of the interviews
inaccurate.
Interview should be properly conducted in a proper physical environment. The interview

room should be free from noise and interruptions. The environment should be confident
and quite. People generally talk freely and frankly when there is privacy and comfort.
Therefore, candidates should be put at ease. The interviewer should pay full attention to
what the candidates have to say.
Medical or Physical Examination:
Candidates who are found suitable after interview are called for physical examination. A
Panel of doctors to insure that they are healthy and physically fit for the job does a
medical check-up of such candidates. A proper medical examination will also ensure that
the candidates selected do not suffer from any serious desirous which may create
problems in future.
Checking Reference:
Generally, every candidate if required to state in the application form, the name and
address of at least two responsible persons who know him. The reference may not give
their Frank opinion unless promises made that in all information will be kept strictly
confidential. Moreover the information given by them may be biased in the form of
candidate.
Final Approval:
The candidates who are found suitable after the medical check-up and background
investigation are formally appointed by issuing appointment letter to them. They are
asked to join duty by the specified date. No selection procedure is foolproof and the best
way judge a person is by observing him working on the job. Candidate who gives
satisfactory during the probationary period are made permanent.
SUCCESSIVE HURDLES IN THE SELECTION PROCESS

Figure # 2 Selection process
2.4 Issues in Recruitment and Selection
 Do not discard applicants who “stopped out” to provide care for a child,or for
maternity leave.
 Consider the dynamics of the interview – is the candidate being interviewed in an
environment that is representative of the office environment.
 Understand questions that cannot be asked regarding family,children, pregnancy, etc.
 Provide medical insurance that covers the full range of medical needs of women
employees, including reproductive health care.
 Provide paid sick-leave policies for employees’ illness and illness of spouses, lifetime
partners, dependent children, and elderly parents.
 Provide life insurance, disability and pension programs that are Non discriminatory
on the basis of gender .
 Have clear and vigorously enforced sex, race and sexual orientation discrimination
and sexual harassment policies and include a statement about these policies in the
advertisement of the position.
Before attempting to diversify a staff and make it more gender equitable, you
must tackle issues such as, “gender stereotyping; discrimination in hiring, pay,
and promotions; family issues; and sexual orientation discrimination. There are
five areas critical to this process.
 Open communication.
 A commitment to creating an inclusive Environmen
 Clear preconceived expectations based on gender.
 A neutral supervisor who can observe different styles and facilitate

communication when a conflict arises.
 Training – sexual harassment as well as gender issues training (It is

thought that 75-80% of sexual harassment complaints could be
prevented by understanding gender differences”
CHAPTER - 3
INDUSTRY
PROFILE
Electric power industry
The electric power industry provides the production and delivery of electric energy, often
known as power, or electricity, in sufficient quantities to areas that
need electricity through a grid connection. The grid distributes electrical energy to
customers. Electric power is generated by central power stations or by distributed
generation.
Many households and businesses need access to electricity, especially in developed

nations, the demand being scarcer in developing nations. Demand for electricity is
derived from the requirement for electricity in order to operate domestic
appliances, office equipment, industrial machinery and provide sufficient energy for both
domestic and commercial lighting, heating, cooking and industrial processes. Because of
this aspect of the industry, it is viewed as a public utility as infrastructure.
3.1 Organization
The electric power industry is commonly split up into four processes. These
are electricity generation such as a power station, electric power transmission, electricity
distribution and electricity retailing. In many countries, electric power companies own the
whole infrastructure from generating stations to transmission and distribution
infrastructure. For this reason, electric power is viewed as a natural monopoly. The
industry is generally heavily regulated, often with price controls and is
frequently government-owned and operated.
The nature and state of market reform of the electricity market often determines whether
electric companies are able to be involved in just some of these processes without having
to own the entire infrastructure, or citizens choose which components of infrastructure to
patronise. In countries where electricity provision is deregulated, end-users of electricity
may opt for more costlygreen electricity.
3.2 Generation
All forms of electricity generation have positive and negative aspects. Technology will
probably eventually declare the most preferred forms, but in a market economy, the
options with less overall costs generally will be chosen above other sources. It is not clear
yet which form can best meet the necessary energy demands or which process can best
solve the demand for electricity. There are indications that renewable
energy and distributed generation are becoming more viable in economic terms. A diverse
mix of generation sources reduces the risks of electricity price spikes.
3.3 History
Although electricity had been known to be produced as a result of the chemical reactions
that take place in an electrolytic cell since Alessandro Voltadeveloped the voltaic pile in
1800, its production by this means was, and still is, expensive. In 1831, Michael
Faraday devised a machine that generated electricity from rotary motion, but it took
almost 50 years for the technology to reach a commercially viable stage. In 1878, in
the US, Thomas Edisondeveloped and sold a commercially viable replacement for gas
lighting and heating using locally generated and distributed direct current electricity.
The world's first public electricity supply was provided in late 1881, when the streets of
the Surrey town of Godalming in the UK were lit with electric light. This system was
powered from a water wheel on the River Wey, which drove a Siemens alternator that
supplied a number of arc lamps within the town. This supply scheme also provided
electricity to a number of shops and premises to light 34 incandescent Swan light bulbs.
Coinciding with this, in early 1882, Edison opened the world’s first steam-powered
electricity generating station at Holborn Viaduct in London, where he had entered into an
agreement with the City Corporation for a period of three months to provide street
lighting. In time he had supplied a number of local consumers with electric light. The
method of supply was direct current (DC).
It was later on in the year in September 1882 that Edison opened the Pearl Street Power
Station in New York City and again it was a DC supply. It was for this reason that the
generation was close to or on the consumer's premises as Edison had no means of voltage
conversion. The voltage chosen for any electrical system is a compromise. Increasing
the voltage reduces the current and therefore reduces resistive losses in the cable.
Unfortunately it increases the danger from direct contact and also increases the
required insulation thickness. Furthermore some load types were difficult or impossible
to make for higher voltages.
Additionally, Robert Hammond, in December 1881, demonstrated the new electric light
in the Sussex town of Brighton in the UK for a trial period. The ensuing success of this
installation enabled Hammond to put this venture on both a commercial and legal footing,
as a number of shop owners wanted to use the new electric light. Thus the Hammond
Electricity Supply Co. was launched. Whilst the Godalming and Holborn Viaduct
Schemes closed after a few years the Brighton Scheme continued on, and supply was in
1887 made available for 24 hours per day.
Nikola Tesla, who had worked for Edison for a short time and understood the electrical
theory in a way that Edison did not, devised an alternative system using alternating
current. Tesla realised that while doubling the voltage would halve the current and reduce
losses by three-quarters, only an alternating current system allowed
the transformation between voltage levels in different parts of the system. This allowed
efficient high voltages for distribution where their risks could easily be mitigated by good
design while still allowing fairly safe voltages to be supplied to the loads. He went on to
develop the overall theory of his system, devising theoretical and practical alternatives for
all of the direct current appliances then in use, and patented his novel ideas in 1887, in
thirty separate patents.
Figure # 3 Power Station

In 1888, Tesla's work came to the attention of George Westinghouse, who owned a patent
for a type of transformer that could deal with high power and was easy to make.
Westinghouse had been operating an alternating current lighting plant in Great
Barrington, Massachusetts since 1886. While Westinghouse's system could use Edison's
lights and had heaters, it did not have a motor. With Tesla and his patents, Westinghouse
built a power system for a gold mine in Telluride, Colorado in 1891, with a water driven
100 horsepower (75 kW) generator powering a 100 horsepower (75 kW) motor over a
2.5-mile (4 km) power line. Almarian Decker finally invented the whole system of three-
phase power generating in Redlands, California in 1893. Then, in a deal with General
Electric, which Edison had been forced to sell, Westinghouse's company went on to
construct the Adams Power Plant at the Niagara Falls, with three 5,000 horsepower (3.7
MW) Tesla generators supplying electricity to an aluminium smelter at Niagara and the
town ofBuffalo 22 miles (35 km) away. The Niagara power station commenced operation
on April 20, 1895. Tesla's alternating current system remains the primary means of
delivering electrical energy to consumers throughout the world. While high-voltage direct
current (HVDC) is increasingly being used to transmit large quantities of electricity over
long distances or to connect adjacent asynchronouspower systems, the bulk of electricity
generation, transmission, distribution and retailing takes place using alternating current.
CHAPTER - 4
COMPANy
PROFILE
Company Profile (Havells India)

Figure # 4 Havells starting as a trading company – 1958
4.1 Profile
Starting off as an electrical trading company in 1958, Havells India Ltd. today is an
emerging leader and an end-to-end solution provider in the Power Distribution
Equipment industry. The company catering to the needs of domestic and industrial market
has seven manufacturing units in India.
Havells India Ltd, a billion-dollar-plus organization, and one of the largest & India's
fastest growing electrical and power distribution equipment company, manufacturing
products ranging from Building Circuit Protection, Industrial & Domestic Switchgear,
Cables & Wires, Energy Meters, Fans, CFL Lamps, Luminaries for Domestic,
Commercial & Industrial application and Modular Switches.
Havells owns some of the prestigious global brands like Crabtree, Sylvania, Concord,
Luminance, Claude, Sylvania: Linolite, SLI Lighting & Zenith.
Havells reach stretches across 91 branch offices, over 2000 authorized dealers and
thousands of approved retail outlets. The company has an enviable clientele, not only in
the domestic market, but also in international markets like UK, Malaysia, Singapore,
Bangladesh, Sri Lanka, Dubai, Africa, Iran and Iraq. The company is currently exporting
to over 50 countries globally.
Havells is acknowledged as a manufacturer & supplier of the widest range of quality low
voltage electrical equipment. With a number of strategic alliances in place, Havells is the
only company that has shown phenomenal growth rate with the help of various joint
ventures, acquisitions, mergers and takeovers.
Havells recently acquired Frankfurt headquartered, SLI Sylvania for $ 300 mn . The
company is a leading global designer and provider of lighting systems for lamps and
fixtures. Sylvania is one of the most globally recognized brand for over a century in the
electrical industry with brands like Sylvania, Concord: marlin, Lumiance, Marlin, Claude
and Linolite-Sylvania..
Figure# 5 Havells Today “POWERING LIVES”
Vision:
"To be a globally recognized corporation that provides best electrical & lighting
solutions, delivered by best-in-class people."
Mission:
To achieve our vision through fairness, business ethics, global reach, technological
expertise, building long term relationships with all our associates, customers, partners,
and employees.
Values:
Customer Delight: A commitment to surpassing our customer expectations Leadership by
example. A commitment to set standards in our business and transactions based on mutual
trust. Integrity and Transparency: A commitment to be ethical, sincere and open in our
dealings. Pursuit of Excellence : A commitment to strive relentlessly, to constantly
improve ourselves, our teams, our services and products so as to become the best in class
[---FY 05-----] [------FY 06-----] [---FY 07----] [-----FY 08-----][ FY09]
Figure # 6 consecutive quarters of growth

(Figs in USD mn.)
USD 500mn.
USD 10mn.
1997 2009
Figure # 7 Showing growth of Havells from 1997-2009
4.2 Promoters
QRG Group is one of the fastest growing Electrical and Power Distribution Equipment
Company in the country, manufacturing products ranging from building circuit
protection, industrial & domestic switchgear, cables & wires, energy meters, fans, CFLs,
luminaries, bath fittings and modular switches.
The group comprises of 5 companies –
1) Havells India Ltd. (the flagship company)
2) Standard Electrical
3) Crabtree India Ltd
4) TTL
5) Sylvania
With 13 state of the art manufacturing plants, 24 branch offices and a strong backing of
over 3000 professionals across India the group has achieved rapid success in the past few
years.
The group has recorded a turnover of Rs. 963 crores in the previous financial year and is
poised for another quantum growth with projections suggesting a 50% increase over
previous year. While the industry has been growing at a pace of 20% CAGR, QRG
Enterprises has been marching faster at a compounded annual growth rate of 35% in the
past decade.
4.2.1 Board of Directors
1. Qimat Rai Gupta (Chairman and Managing Director)

2. Anil Gupta (Joint Managing Director)
3. Surjit Gupta (Director Operations)
4. Ameet Gupta (Director International Marketing)
5. Rajesh Gupta (Director Finance)

4.3 Milestones
Years Achievements
1958: Commenced trading operations in Delhi
1976: Set up the first manufacturing plant for Rewireable Switches and Changeover
Switches at Kirti Nagar, Delhi.
1979 :
Set up a manufacturing plant for HBC Fuses at Badli, Delhi
1980:
Started manufacturing high quality Energy Meters at Tilak Nagar, Delhi
The Company was originally incorporatd as Havell's India Private Limited on 8th
August under the Companies Act 1956 promoted by S/Shri Qimat Rai Gupta and
Surjit Kumar Gupta.
1983: The Company also entered into a Technical Collaboration with M/s Christian
Geyer GmbH & Co. Germany for the manufacture of Miniature Circuit Breakers
in India.
Acquired Towers and Transformers Ltd. and turned it into a profitably
manufacturing Energy Meters Company in 1 year
1987 : Started manufacturing MCBs at Badli, Delhi in Joint Venture with Geyer,
Germany.
1989 : The company undertook addition to its tool room facilities by going in for
manufacturing of sheet metal and moulding tools in-house
1990 : Set up a manufacturing plant at Sahibabad, UP for Changeover Switches
1991: The company amalgamated with itself Elymer Havbell's Pvt. Ltd. which had
facilities for manufacture of HRC fuses with an installed capacity of 2 50 000 pcs.
1992: The name was changed to Havell's India Limitd vide certificate dated 31st
March
For the manufacture of ELCBs the Company signed another Technical
Collaboration with M/s Schiele Industrieworke Germany.
1993 : Set up another manufacturing plant at Faridabad, Haryana for Control Gear
Products
1994 : The company successfully launched the latest IEC design contractors relays and
motor starters for the first time in India which have been well received in the
market.
The company has finalized tie-ups in UAE Oman Kuwait and Egypt for marketing
its vast range of products in these countries.
1995 : The Company has introduced Product Managers and "Industrial Teams" to
emphasize the product mix and to strengthen its presence in all market segments.
1996 : Acquired a manufacturing plant at Alwar, Rajasthan for Power Cables & Wires and
entered into the manufacture of low tension power cables.
Entered into a Joint Venture with Electrium, UK for manufacturing Dorman Smith
MCCBs and Crabtree Modular Plate Switches.
Schiele industriwerke Germany who have been our collaborators for ELCBs have
entered into a new technical collaboration with the company for quality
upgradation for its products in the controlgear division.
The company decided to enter into the manufacture of Three Phase Energy Meters
for industrial applications.
Havell's group signed a Joint Venture Agreement with Hanson Electrical a group
company of the UK Pound 11 Billion Anglo-American conglomerate Hanson Plc.
one of the top ten Companies of UK.
1997 : Acquired Electric Control & Switchboards at NOIDA, UP for manufacturing
customized packaged solutions.
- Havell's Dorman Smith Pvt. Ltd. U.K. JV company wherein Havell's India Ltd is
a 25% shareholder with Electrium Ltd. UK with the introduction of state-of-the-art
`DORMAN SMITH' brand Moulded Case Circuit Breakers in India.
- Havell's group has signed a new JV agreement with Ampy Automation Digilog
Ltd. UK.
JV partners have tested the MCBs and have entered into an agreement with the
Company to exclusively market the MCBs in the world wide markets
Introduced high-end Ferraris Meters in Joint Venture with DZG, Germany.

Cable division at Alwar is now ISO-9001 certified.
1998 : The 50:50 JV company "Havell's Dorman Smith Ltd. in which Havell's India Ltd.
is a 25% shareholder had launched Moulded Case Circuit Breakers last year in the
Indian market.
The Company also launched "Crabtree" brand modularplate switches which is
being perceived as the best available product in the market
1999 - Electrical switchgear makers Havell's India has entered into a strategic partnership
with Cambridge Technology Partners India for implementing ERP on a fast-track.
- The company has a 50:50 joint venture with DZG of Germany for manufacture of
high-end electromechanical and electronic energy meters.
2000 : Acquired controlling stake (60%) in Duke Arnics Electronics (P) Limited engaged
in manufacturing of Electronic Meters-Single Phase, Three Phase, Multi Function,
Tri Vectors.
Havell's entered into a technical collaboration with Geyer in 1998 to manufacture
miniature circuit-breakers.
For MCBs the company has a technical collaboration with Geyer AG of Germany
with Schiele Industriewerke of Germany for RCCBs and with Peterriens
Schaltechik Gmbh for changeover switches.
Acquired controlling interest in an industry major-Standard Electricals Ltd.
2001 : Acquired business of Havells Industries Ltd, MCCB of Crabtree India Limited and
merged ECS Limited in the company to consolidate its area of core competence.
Awarded the highest revenue payer award for the year 2000 in the organised sector
category
2002 : Standard Electrical Company becomes a 100% Subsidiary of the company.
Attained the IEC certification for Industrial switchgear and CSA certification for
all manufacturing plants.
2004 : Set up manufacturing plant at Baddi , HP for manufacturing of Domestic

Switchgear.
Set up a manufacturing plant for manufacturing of CFL at existing manufacturing

plant in Faridabad, Haryan.
Set up a manufacturing plant for manufacturing of Ceiling Fans at Noida, UP.
Set-up our own marketing office in London through our wholly owned subsidiary
company Havells U.K. Ltd.
Attained the CE certificate for CFL.
Havells India Limited has sold out its entire shareholding of Standard Electricals
Limited an un-listed public limited company which was a 100% subsidiary of the
Company. Consequently with effect from such transfer Standard Electricals
Limited is no longer a subsidiary of the Company.
2005 : Set up manufacturing plant in Haridwar, Uttaranchal for manufacturing Fans.
Awarded the KEMA certification by The Dutch Council for Accreditation, making
QRG the only group to attain this certification.
Set up of R&D Center in Noida H.O.

2006 : Crabtree India merged with Havells India.
Added CFL production unit in Haridwar manufacturing plant.
Expansion at Alwar manufacturing plant for increase of production capacity.
Expansion at Baddi manufacturing plant and set-up of an Export Oriented Unit.

First Company to get the ISI Certification for complete range of CFLs.
Started mid-day meal program at Alwar, Rajasthan caters to 10,000 students from
77 schools.
Set-up of Capacitor manufacturing plant in Noida, UP with the capacity of 6,

2007 : 00,000 kVAr per month.
Acquired the Lighting business of a Frankfurt based company "Sylvania", a global

leader in lighting business and now the company's turnover crosses US$ 1 Billion.
Warburg Pincus, a global private equity firm and one of the largest investors in
India, invested US $110 million in Havells India Ltd. Havells issued fresh shares
to Warburg Pincus, representing approximately 11.2% of the fully diluted share
capital of the company.
QRG Group entered healthcare business by acquiring a majority stake in Central

Hospital and Research Centre, Faridabad
2008 : First Indian CFL manufacturers to have adopted RoHS, European norms on
Restriction of Hazardous Substances in CFLs.
Set up of Global Corporate office, QRG Towers at Expressway Noida
Investment of Rs.50 Crores in Global Center for Research and Innovation (CRI)
2009 : Set up of fully automatic switchgear manufacturing plant at Baddi.
Consolidation of CFL manufacturing plant at Neemrana for domestic and export
purposes.
4.4 Work culture at Havells

QRG is continuously applying modern management techniques such as Kaizen to enable
employees to improve their day to day functioning in small steps, one at a time. QRG has
also implemented Japanese version of 5S which stands for "a place for everything and
everything in its place". The company has introduced these techniques as it firmly
believes that small changes add up to large results and the only way for a corporation to
grow, is to make its people grow
The Group is driven by qualified and experienced professionals backed by a work force
of over 4000 employees. All branches and manufacturing facilities are computerized and
networked with each other. An open door policy at all levels encourages employees to be
participated, innovative and creative. Empowering employees helps the organization in
harnessing individual talents to the fullest. Emphasis is laid on building team spirit which
helps employees to realize collective potential.
4.4.1 Manufacturing Plants
Powerful trends are shaping up industry for the 21st century. Because of rapid spread of
advanced technologies complexity of work is increasing - almost daily. With the state of
the art equipments and manufacturing facilities, QRG group is helping to boost safety in
workplaces from the factory to the offices, domestic buildings to commercial plazas. All
the manufacturing units are ably supervised and controlled by technocrats and industry
specialists.
The group has well managed, well equipped tool rooms with machines like CCV Line,
CNC Machines, EDM Wire Cut, Spark Erosion Machines, Lathes and Surface Grinders.
Our strategic alliances with some of the leading technology corporations in the world of
electrical engineering, ensure constant access to the latest developments in the
international markets, which are then adapted to the tough tropical conditions.
Our manufacturing units are fully equipped with the latest and most sophisticated
facilities in India. And in the hands of our highly qualified technical experts, this results
in some of the most advanced product development in the country.
Location: Branch offices / zonal offices / manufacturing plants
 Haridwar, Uttaranchal
Products manufactured: Fans and CFLs
 Baddi, Himanchal Pradesh
Products manufactured: MCBs, CFLs and Switches
 Samepur Badli, Delhi
Products manufactured: MCBs, ELCBs and DBs
 Tilak Nagar, Delhi

Products manufactured: Energy Meters
 NOIDA, UP
Product manufactured: Fans
 Alwar, Rajasthan
Products manufactured: Cables & Wires
 Faridabad, Haryana
Products manufactured : CFLs and Industrial Products.
 Gurgaon, Haryana
Luminaries and Lighting fixtures
 Jalandhar
Products manufactured: MCBs, ELCBs, DBs, Wires and Industrial Switchgear
 Gurgaon, Haryana
Products manufactured: Modular Plate Switches & Accessories
 Bhiwadi, Rajasthan
Products manufactured: Bathroom fittings & Accessories
 Sahibabad, UP
Products manufactured: Trivector Meters, Reference Standard Meters
 Hyderabad, AP
Products manufactured: Energy Meters
4.5 Quality control at Havells

The essence of quality at QRG is closely wrapped in the way we think, plan and work. It
finds its true expression when we extend beyond ourselves to exceed our customer’s
expectations. To deliver products that are safer, faster and simply better.
Each time, every time. Building customer confidence through teamwork is a top priority
to provide a wide variety of products and services.
Realizing and respecting the basic needs of customers to feel more secure, we've
committed ourselves to make our products better, safer and smarter than what he or she is
looking for. That's a passion that began 30 years ago and that's how it continues to be
even today. Our customers rely on us and it is our responsibility to give them the very
best. All our products are as per IEC standards.
Certifications / Approvals
 ISO-9001 : 2000 (all manufacturing units)

 KEMA KEUR
 CE
 S–mark
 CSA
 CB
 SEMKO
 SIRIUM (Malayasia)
 SPRING (Singapore)
 TSE (Turkey)
 SNI (Indonesia)
 EDD (Bahrain)
UK Europe
Netherlands Canada
India Malaysia Europe Russia
Singapore Sweden Turkey
Figure # 8 Certifications / Approvals
4.6 Major Clients of Havells India Ltd.

4.7 Research And Development At Havells
Innovation is the hallmark of every vital development at QRG. New ideas, inventions
deepen scientific knowledge and give its work force a new impetus towards technical
progress.
QRG technological strengths and its endeavor towards continuous research &
development has allowed it to fulfill its responsibilities towards its customers. The
responsibility of providing its customers the best products and zero defect services to
enable them to be comfortable and secure in usage of electricity.
4.7.1 Center for Research and Development

Havells has recently invested 20 million dollars in a new centre for research and
innovation. This centre has been set-up at the company’s H.O. premises in Noida.
The task of this centre is to provide the theoretical & experimental foundations for all
segments of electrical engineering. The centre closely cooperates with the various
departments so as to provide the best and the latest in terms of technology and design.
The Group has also decided to dedicate 2% of its turnover towards R&D.
4.8 Safety Matter

 Protection against Electrical Shocks and fire: With the ever increasing of
the usage of electricity in our daily lives , the risk of electrical shocks and hazards
related to electrical fire to overcrowded wiring and leakage due to installation failure.
Poorly insulated apparatus, faulty wires or the incorrect use of an electrical device
cause current to flow through the wrong face (i.e. through the insulation) to the earth.
This current is called the "Leakage Current". Leakage current in an electrical system
is responsible for two major risks.
 Risk of electrocution(electric shocks)
 Risk of fire
 Risk of Electrocution (Electric shocks)
Electrocution is the passage through human body, which is dangerous .The flow of
current through human body, affects two vital functions
 Breathing
 Heart Beat
Electrocution can lead to muscle contraction causing respiratory paralysis, cardiac

fibrillation and immediate cardiac arrest resulting in death depending upon the magnitude
of the leakage current and the contract voltage.
 Risk of fire
Poorly insulated wiring or loose connections are enough to create fire hazards a
portion of the current which normally flows in the conductor can find a way back to
the earth through these "leaks" and through materials with varying degrees of
conductivity. These materials are not intended to conduct current, and may get heated
up to such a degree that they will set fire to whatever they are in contact with
(insulation, wood etc.). This is the start of fire.
Solution
Earth Leakage Circuit Breakers installed in the circuit senses these leakage currents and
isolates the faulty circuit thereby ensuring safety against the hazards of earth leakage. It is
mandatory to install an ELCB in the incoming circuit for all.
CHAPTER-5
DATA ANALYSIS
AND
INTERPRETATIoN
DATA INTERPRETATION
A questionnaire was prepared for the purpose of getting feedback from the employees
and manager regarding “Recruitment & Selection Procedure” of their company. 30
employees are selected from Human Resource department and were distributed the
questionnaire from the purpose of the study.
Analysis of the data
The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage.
The percentage of the people opinion were analyzed and expressed in the form of charts
and have been placed in the next few pages.
1. Specify the time period(s) for which the estimates are made?
S.NO OPINION NO. OF PERCENTAGE

. RESPONDENT
1. 0-2years 9 30%
2. 2-3years 6 20%
3. 3-4years 9 30%
4. 4&above years 6 20%
Time Period for Estimate
20% 0-2years
30%
2-3years
3-4years
30% 4&above years
20%
20% people said that the company specifies 0-2 year for making estimation of
forecasting.
30% people said that the company specifies 2-3 years for making estimation.
30% people said that the company specifies 3-4 years for making the estimation of
forecasting.
20% people said that the company specifies 4 & above time period for making
forecasting.
2. Does your organization plan the recruitment policy?
S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT
1. Yes 30 100%
2. No 0 0%
Recruitment Policy
0%
Yes
No
100%
100% people said that the plan the requirement policy
It specifies the objectives of recruitment and provides a framework for implementation of

recruitment programme. It may involve organizational system to be developed for
implementing recruitment programmes and procedures by filling up vacancies with best
qualified people.
3. What do you suggest should be the basis of forecasting?

RESPONDENT
1. Total cost of the 6 20%
project
2. Past experience 12 40%
3. Different phases of 9 30%

the project
4. All of the above 3 10%
Basic Forcasting
Total cost of the

project
10% 20%
Past experience
30% Different phases of

the project
40%
All of the above
20% people said that their company forecast on the bases of Total cost of the project.
40% people said that the company forecast on the bases of past experiences.
30% people said that the company forecast on the bases of the Different phases of the
project.
10% people said that the company forecast on the bases on of the above.
4. Do you think the present recruitment policy is helpful in achieving the

goals of the company?

RESPONDENT
1. Yes 15 50%
2. No 6 20%
3. To some extent 9 30%
Recruitment Policy
30%
Yes
No
50%
To some extent
20%
50% people said that the company’s recruitment policy is helpful in achieving the goals.
20% people said that the company’s recruitment policy is not helpful in achieving the
goals.
30% people said that the company’s recruitment policy is helpful to some extent in
achieving the goals.
5. Through which source your organizations recruit the employees?

RESPONDENT
1. Internally 6 20%
2. Externally 18 60%
3. Both 6 20%
Sources of Recruitment
20% 20%
Internally
Externally
Both
60%
20% people said that the company recruits the employee from the internal sources.
60% people said that the company recruits the employee from the external sources.
20% people said that the company recruits the employee from the both sources
6. Which of the following external sources you choose for the recruitment of the
employees?
S.NO. OPINION NO. OF PER
RESPONDENT
1. Employee Exchange 6 20%

Consultant
2. Private Employee 6 20%

Agencies
3. Advertisement 3 10%
4. Internet 12 40%
5. Any other 3 10%
External Sources
Employee Exchange
Consultant
10% 20% Private Employee
Agencies
Advertisement
40% 20% Internet

10%
Any other
20% people said that the company uses the employee exchange consultants.
20% people said that the company uses private employment agencies.
10% people said that the company uses the advertisement method.
40% people said that the company uses the Internet method.
10% people said that the company uses the any other way
7. Does your organization recruit employees through latest method of

recruitment through Internet?

RESPONDENT
1. Yes 30 100%
2. No 0 0%
Latest Recruitment Policy
0%
Yes
No
100%
100% people said that the company uses the latest method of recruitment.
New recruitment methods include online and social recruiting, mobile outreach, and
employment branding campaigns that are run in parallel with the efforts of the marketing
department. Develop a better strategy for recruiting for your company through daily
recruiting career tips, technology reviews, and recruiting trends from our recruiter portal.
8. Is company use own web site for recruitment.?

RESPONDENT
1. Yes 27 90%
2. No 3 10%
Use Own Web Site
10%
Yes
No
90%
90% people said that the company uses his own web site for recruitment.
10% people said that the company not uses his own web site.
Posting a job on your own site is strightforward enough. Most job sites and CV databases
are very user-friendly and you don’t need to have an in-depth knowledge of IT to post a
vacancy advertisement. Usually, all you need is your job description, a bit of time and a
credit card.
9. How much number of employees you train in a year?

RESPONDENT
1. 10-15 Emp. 6 20%
2. 15& above 24 80%

Emp.
80% people said that the company trains 10-15 Employees in a year.
20% people said that the company trains 15&above Employees in a year
10. Is Internal recruitment is effective in your opinion?

RESPONDENT
1. Yes 24 80%
2. No 6 20%
Internel Recruitment
20%
Yes
No
80%
80% people said that the Internet recruitment is effective sources of recruiting the
employee.
20% people are not in favor of recruiting the employee through Internet.
These refer to persons already employed in the organization. Promoting persons from
lower levels may fill up vacancies at higher levels. Shortage of manpower in one branch \
factory may be met by transferring surplus staff from another branch \ factory. Promotion
means shifting of an employee to higher post caring greater salary, status and
responsibility. On the other hand transfer refer to the shifting an employee with salary,
status and responsibility. Some time ex-employee of the organization may be re-
employed
11.Is there any provision for recruitment of summer trainees?

RESPONDENT
1. Yes 30 100%
2. No 0 0%
Recruitment of summer trainees
0%
Yes
No
100%
100% people said that there is no provision to recruiting train.The placement office
contacts the companies for the summer internship. Interested companies send in their
requirements, with the project details, to the placement cell.The placement office sends in
the students’ resumes (Company/Institute format) to the Companies.The Companies send
in the short list of students to the placement office.A mutually convenient date is affixed
for conducting the selection process. If the companies desire a SPT (Summer Placement
Talk), the same is arranged prior to the recruitment process.The interested companies
conduct the summer internship recruitment process at NITIE campus. Selection is
typically based on group discussions and/or personal interviews on campus. After the
selection process, companies announce the list of selected candidates on the campus
itself.Companies, unable to visit the campus, select the students on the basis of student
resumes only and/or telephonic interviews.
12. Does the procedure adopted for recruitment and selection of employees enables to give right
person at the right job?

RESPONDENT
1. Yes 21 70%
2. No 3 10%
3. To some extent 6 20%
70% people said that the procedure adopted for recruitment and selection of employees
enable to place the right person for the right job.
does not enable to place the right person for at the right job
enable to some extent to place the right person for at the right job.
13. Which type of technique is used for interview?

RESPONDENT
1. Structured 18 60%
2. Unstructured 3 10%
3. Both 9 30%
60% people said that the company uses the structure technique for selection.
10% people said that the company uses the unstructured technique for selection.
30% people said that the company uses both the techniques for selection.
14. Is there any provision for evaluation and control of recruitment and selection process?

RESPONDENT
1. Yes 24 80%
2. No 6 20%
80% people said that the company has the provision for evaluation and control of
recruitment and selection.
20% people said that the company does not have the provision for evaluation and control
of recruitment and selection.
15. Is there any facility for observing the trainees in your organization?

RESPONDENT
1. Yes 30 100%
2. No 0 0%
100% people said that the company has the facility for observing the trainees.
Lecture method, case study, discussion method, e learning, business games, In basket
techniques , role play, behavior modeling, coaching, mentoring etc. are some of the
for observing the trainees in organization.
CHAPTER - 6
CONCLUSION
AND
RECOMMENDA
TION
6.1 Findings of the study
 In Havells India Ltd. most of the employees feel that the HR department is good.
 About 1/5 of the people says that they prefer both internal as well as external source
for recruitment and selection, 3/5 of the people said that the company recruits the
employee from the external sources and 1/5 of the people prefer internal source of
recruitment.
 More than half of the people are of view that the procedure adopted for recruitment
and selection of employees enable to place the right person for the right job.
 About 3/5 of the people said that the company uses the structure technique for
selection.
 More number of the people go for direct recruitment and selection and less number of
people prefer indirect or third party.
 Havells prefers to go for campus interviews and even casual application that are
received for recruitment but they hardly prefer placement agencies.
 Most of the people Prefer Personal interviews, many are interested to take telephonic
interviews where as only 1/5 go for video conferencing and rest adopt some other
means of interviews.
 4/5 of the people said that the company has the provision for evaluation and control of
recruitment and selection.
 2/5 of the people said that the company forecast on the bases of past experiences.
 4/5 of the people said that the Internet recruitment is effective sources of recruiting
the employee.
 Half of the people are of view that the company’s recruitment policy is helpful in
achieving the goals.
6.2 SUGGESTIONS
SUGGESTIONS FOR THE IMPROVEMENT OF THE SYSTEM AND
PRACTICES OF RECRUITMENT AND SELECTION PROCEDURE
The following are the suggestions received from the respondents of the questionnaire.
These suggestions are based on their awareness regarding the Recruitment and Selection
procedure.
1. During the selection process not only the experienced candidates but also the fresh
candidate should be selected so as to avail the innovation and enthusiasm of new
candidates.
2. In the organization where summer training facility prevailing then such kind of
practices must be adopted so that the student can learn and again from their practical
views.
3. .Candidates should be kept on the job for some time period; if suitable they should be
recruited. During the selection process, the candidates should be made relaxed and at
ease.
4. Company should follow all the steps of recruitment and selection for the selection of
the candidates.
5. Selection process should be less time consuming.
6. The interview should not be boring, monotonous. It should be made interesting. There
must be proper communication between the Interviewer and the Interviewee at the
time of interview.
7. Evaluation and control of recruitment and selection should be done for fair
judgement.
8. Methods used for selection of candidates should be done carefully and systematically
9. The attainment of goals and objective of any organization depend on the type and
quality of its manpower. To have right type of men at right job and at right time, the
recruitment and selection procedure should be fair and impartial.
10. This is indeed an important suggestion that authorities concerned should immediately
look into the matter as and when arise and try to implement decisions.
6.3 CHALLENGES FACED BY HR IN RECRUITMENT

PROCESS
The major challenges faced by the HR in recruitment are:
 Adaptability to Globalization
The HR professionals are expected and required to keep in tune with the changing times,
i.e. the changes taking place across the globe. HR should maintain the timeliness of the
process
 Lack of Motivation
Recruitment is considered to be a thankless job. Even if the organization is achieving
results, HR department or professionals are not thanked for recruiting the right employees
and performers.
 Process Analysis
The immediacy and speed of the recruitment process are the main concerns of the HR in
recruitment. The process should be flexible, adaptive and responsive to the immediate
requirements. The recruitment process should also be cost effective.
 Strategic Prioritization
The emerging new systems are both an opportunity as well as a challenge for the HR
professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the
changes in the market has become a challenge for the recruitment professionals.
 Attracting Highly Talented Ones

The number of highly talented professionals is less. All the big MNC's are trying to
attract these people with high salaries, perks, incentives etc. There is a tough competition
among these companies to get these candidates on their roles. These days, its not just
salaries which will pull the candidate in but various factors like brand, culture, location,
job security, reputation of the company etc play a major role in recruiting a talented
professional.
6.4 LIMITATIONS OF STUDY

Followings are the limitations of the project work taken by me:
1. One of the limitations of this project study is of the time limitation. Since the duration
of our project study is of 8 weeks, it is somehow difficult to fully know any
big organization like Havells in this limited time period.
2. Senior managers and others officers in Havells are also very busy. They do not have
enough time for solving our queries in details.
3. It may be possible that responses of people may not be true. It contain bias
information.
6.5 CONCLUSIONS
Based on the analysis of the questionnaire responses, the following are the conclusion of
the study.
The organization follows the rules and regulation involved in their Recruitment and
Selection Procedure of the organization. The managers are fully satisfied with the
existing Recruitment and Selection procedure.The recruitment and Selection procedure
should not be lengthy.To some extent a clear picture of required candidates should be
made in order to search for appropriate candidates.The Recruitment and Selection
procedure should be impartial.
In havells India limited recruitment is done through internal and external sources . The
internal sources of recruitment is done by the company itself in the form of direct
recruitment from colleges . In this case maximum 4 candidates are selected. The external
sources of recruitment is done through consultancies.
In the case of selection of candidate for top level position, the applicant have to go
through interviews with directors . In the case selection is for the employee of middle
level management he or she will be interviewed by the department heads. The candidates
have to do presentation before the heads after collecting the relevant information about
the products of the company.
The qualification should be an engineer and MBA from premier business school. While
selection, preference should be given to the candidate who have work experience in any
of the company which deals with electrical equipment.
If recruitment is for any managerial position more importance is given to the background,
educational qualification, talent, communication skills, experience, etc.
ANNEXURE
QUESTIONNAIRE
SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR RECRUITMENT
AND SELECTION
DEAR Respondent,
We are conducting a survey on the managerial satisfaction level for the
RECRUITMENT SELECTION PROCEDURE. Your free and frank opinion would be
very valuable in conducting the survey. Please answer the following questions with a ()
in the appropriate boxes:
Manpower planning
Q1. Specify the time period(s) for which the estimates are made?
(a) 0-2 years (b) 2-3 years
(c) 3-4 years (d) 4 & above
Recruitment policy
Q2. Does your organization plan the recruitment policy?

(a) Yes (b) No
Q3. What do you suggest should be the basis of forecasting?
(a) Total cost of project (b) Past experience
(c) Different phases of the project (d) All of the above
Q4. Do you think the present recruitment policy is helpful in achieving the goals of the
company?
(a) Yes (b) No
Sources of recruitment
Q5. Through which source your organizations recruit the employees?
(a) Internally (b) externally (c) Both
Q6. Which of the following external sources you choose for the recruitment of the
employees?
(a) Employee exchange consultant (b) Private employee agencies
(c) Advertisement (d) Internet
(e) Any other
Latest technique of recruitment
Q7. Does your organization recruit employees through latest method of recruitment
through Internet?
(a)Yes (b) No
Q8. Is company us own web site for recruitment.?

(a)Yes (b) No
Q9. How much number of employees you train in a year?
(a) 5-10 employees (b) 10-15 employees
(c)15 & above employees
Recruitment of summer trainees
Q10. Is Internet recruitment is effective in your opinion?
(a) Yes (b) No
Q11. Is there any provision for recruitment of summer trainees?

(a) Yes (b) No
Q12. Does the procedure adopted for recruitment and selection of employees enables to give
right person at the right job?
(a) Yes (b) No (c) To some extent
Selection policy
Q13. Which type of technique is used for interview?
(a) Structured (b) Unstructured (c) Both
Feedback of recruitment and selection procedure
Q14. Is there any provision for evaluation and control of recruitment and selection
process?
(a) Yes (b) No

Q15. Is there any facility for absorbing the trainees in your organization?
(a) Yes (b) No
Performance appraisal
Student’Name: Pooja Arora
Programme: BBA(Gen.)-[2010-2013]
You are required to provide your opinion on the following parameters.
Outstanding Good Satisfactory Unsatisfactory
A B C D
1. Technical knowledge gathered about the industry and the job he/she
was involved.
2. Communication Skills: Oral/ Written/ Listening skills.
3. Ability to work in a team.
4. Ability to take initiative.
5. Ability to develop a healthy long term relationship with client.
6. Ability to relate theoretical learning to the pratical training.
7. Creativity and ability to innovate with respect to work methods &
procedures
8. Ability to grasp new ideas and knowledge
9. Presentation skills
10.Documents skills
11.Sense of Responsibility
12.Acceptability (patience, pleasing manners, the ability to instill trust,
etc.)
13.His/her ability and willingness to put in hard work
14.In what ways do you consider the student to be valuable to the
organization?
Consider the student’s value in term of: (a) Qualification
(b) skills and abilities
(c) Activities/Roles perfomed
15.Punctuality
Any other comments
SHAKARPUR, DELHI
ATTENDANCE SHEET
NAME – POOJA ARORA
COURSE – BBA ( V SEM )
ROLL NO – 0091140171
NAME OF SUPERVISIOR- MR. G.T.V.L.N CHARYULU

S.NO DATE TIME PROGRESS SIGNATURE SIGNATURE
OF STUDENT OF
TEACHER
SHAKARPUR, DELHI
EVALUATION SHEET
STUDENT NAME
STUDENT ROLL NO
EVALUATOR’S FEEDBACK _______________________________________
_______________________________________
_______________________________________
DID THE STUDENT CONTACT YOU YES/NO
REGULARLY FOR DISCUSSION ?
REPORT IS APPROVED/DISAPPROVED _____________________________
MARKS AWARDED ______________________________
SIGNATURE OF EVALUATOR
NAME
DATE
BIBLIOGRAPHY
Book referred
 Anthony,William P, Human resource management – A strategic approach, Dryden

press Newyork,1999
 Armstrong Michael, Handbook of human resource management, Dryden press,

Newyork , 1993
 Robbins,Stephen P, Essential of organization behaviour, Prentice hall of
India,New Delhi,1994
 Singh,N.K. and G.K. suri (eds), Personnel Management, Vikas publishing house,
New Delhi,1994
 Vinutha, V (2006) How to minimize Hiring errors, Express computers

Journals
 Management review, American management association,Newyork
 International journal of Human resource management , USA
 Manuals from the industry

Website referred
 www. Business Standards.com

 www.Havells.com.

Recruitment and Selection Project

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SUMMER TRAINING REPORT

BHAI PARMANAND INSTITUTE OF BUSINESS STUDIES

SELF DECLARATION OF STUDENT

I here by declare that present project report on “RECRUITMENT AND SELECTION

DATE POOJA ARORA

BHAI PARMANAND INSTITUTE OF BUSINESS STUDIES

CERTIFICATE FROM PROJECT GUIDE

MR. G.T.V.L.N CHARYULU

FACULTY MEMBER ( FINANCE DEPARTMENT )

BHAI PARMANAND INSTITUTE OF BUSINESS STUDIES

Chapter 3 - It deals with the Industry profile of Havells India ltd.

Chapter 6 – It deals with conclusion, recommendation, limitation and bibliography of

SELF DECLARARTION OF STUDENT i

CERTIFICATE FROM PROJECT GUIDE ii

CERTIFICATE FROM COMPANY iii

 CHAPTER 1: INTRODUCTION 1-7

According to ARTHUR LEWIS: Human Resource is a basic need of any work to be

“There are great differences in development between countries which seem to

have roughly equal resources, so it is necessary to enquire into the difference

1.1 Objective of study

1. To know the prospect or recruitment and selection procedure.

1.2 SCOPE OF STUDY

The key point of research study are :-

1. To study about the Havells India ltd.

1.3 RESEARCH METHODOLOGY

“A research design is the arrangement of condition for collection and analysis of

1.4 Sampling methods and techniques

Tools and Techniques

% of Responses = no. of responses * 100

total no. of respondents

1.5 Data Collection

 By going through various records.

2.1 MANPOWER PLANNING

Manpower Planning Involves: -

Manpower planning is a continuous process. In operational terms it involves the analysis

2.1.1 Need for Manpower Planning:-

2.1.2 MEANING OF MANPOWER PLANNING

 Hire the right person.

 Conduct a wide and extensive search of the potential position candidates.

 environment and culture.

 assess future recruitment needs

 develop promotion and career development policies

 anticipate and, where possible, avoid redundancies

 develop a flexible workforce to meet changing requirements

 control staff costs whilst ensuring salaries remain competitive

 assess future requirements for capital equipment, technology and premises.

2.2.1 Factors Affecting Recruitment

 Labor Market Boundaries:- The knowledge of the boundaries help

2.2.2 Importance of Recruitment

Systems should be:

 efficient - cost effective in methods and sources

2.2.3 PROCESS OF RECRUITMENT

A vacancy presents an opportunity to consider restructuring, or to reassess the

 has the function changed?

Recruitment begins by specifying the human resource recruitment, initiating activities

Analyzing the job:-

Job description must be drafted around these heading:

Advantages of Internal Sources:

Disadvantages of Internal Sources:

Advantages of External Sources:

Disadvantages of External Sources:

2.2.6 Application forms

2.2.7 METHODS OF RECRUITMENT