HR 1 Glory Project

RECRUITMENT AND SELECTION
CHAPTER-1
INTRODUCTION
Introduction of Human Resource Management
Human resource management is a modern term for what has traditionally been
referred to as personnel administration or personnel management some authors
view human resource management has been somewhat different traditional
personnel management.
The term human resource at the macro level indicates the sum of all the
components (like skill, creative ability) possessed by all the people (employed,
self-employed, unemployed, employers, owners etc.) Whereas the term
personnel even at the macro level is limited to employees of all the organization
human resource at the organisations at the employees from rank to fill the top
management level, all the employees like managing directors, board of directors
persons who work on honorary basis, experts drawn from various organisations
and those people (partial clearly family members) influencing the human
resources of the former group.
In short it includes the resources of all the people who contribute their services
to the attainment of organizational goals and other who contribute their services
in order to create hurdles in the attainment of organisational goals.
Further human resource management includes human values ethos and the like.
INDO ASIAN WOMEN’S DEGREE COLLEGE Page1

MEANING OF HRM
Human Resources Management (HRM) is a process of bringing people and

organizations together so that the goals of each are met. It is that part of the
management process which is concerned with the management of human
resources in an organization
It tries to secure the best from people by winning their whole hearted
cooperation. Human resources management may be defined as the art of
procuring, developing and maintaining competent workforce to achieve
organizational goals efficiently.
DEFINITION OF HRM
According to Flippo, “Human resource management is the planning,

organising, directing, and controlling of the procurement, development,
compensation, integration, maintenance, and separation of human resource to
the end that individual, organisational, and social objectives are accomplished”.

NATURE OF HRM
Nature of HRM
Pervasive in Nature
Action-Oriented
People-Oriented
Development-Oriented
Integrating Mechanism
Challenging Function
Auxiliary Service Inter-Disciplinary Function
Continuous Function
1) Pervasive in Nature: HRM is present in all enterprises whether they are

government, non-government, educational, religious, etc.
2) Action-Oriented: HRM focuses attention on action, rather than on record-

keeping, written procedures or rules.
3) People-Oriented: HRM is all about people at work, both as individuals and

groups. It tries to put people on assigned jobs in order to produce good results.
4) Development-Oriented: HRM intends to develop the full potential of

employees. The reward structure is tuned to the needs of employees.
5) Integrating Mechanism: HRM tries to build and maintain cordial relations

between people working at various levels in the organization.
6) Challenging Function: Managing human resources is a challenging job due

to the dynamic and complex nature of people.
7) Auxiliary Services: HR department exist to assist and advice the line or

operating managers to do their personnel work more effectively.
OBJECTIVES OF HRM
Objectives of HRM are as follows:
1) To Help in Achievement of Organisational Goals: Alike, other

departments in an organisation, primary job of HR department is to achieve the
goals of organisation. Success and failure of every organisation depends upon
the type of skills and talent of human resources.
2) To Employ Skills and Abilities of Workforce Efficiently: The primary

purpose of HRM is to make people’s strengths productive and to benefit the
organisation, customers, stockholders/shareholders, and employees.
3) To Provide Organisation with Well-Trained and Self-Motivated

Employees: HRM requires that employees be motivated to exert their
maximum efforts, so that their performance can be evaluated properly for
results and they can be remunerated on the basis of their contributions to the
organisation.
4) To Increase Employee’s Job Satisfaction and Self-Actualisation: It tries

to prompt and stimulate every employee to realise his potential. To this end,

suitable programmes have to be designed aimed at improving the Quality of

Work Life (QWL).
5) To Develop and Maintain a Quality of Work Life: It makes employment

in the organisation a desirable, personal and social situation. Without
improvement in the quality of work life, it is difficult to improve organisational
performance.
6) To Communicate HR Policies to All Employees: It is the responsibility of

HRM to communicate in the fullest possible sense; tapping ideas, opinions and
feelings of customers, non-customers, regulators and other external public.
7) To be Ethically and Socially Responsive to Needs of Society: HRM must

ensure that organisations manage human resource in an ethical and socially
responsible manner.
IMPORTANCE OF HRM
Importance of HRM
Individual Level Professional Level
Social Level Corporate Level
National Level

1) Individual Level: Effective management of human resource help employees

in the following ways:
 Promoting team work and team spirit among employees.

 Offering excellent growth opportunities to people who have the potential
to rise.
 Allowing people to work with diligence and commitment.
2) Professional Level: By providing healthy working environment, it promotes

team work in the employees. This is done by:
 Maintaining the dignity of the employees as a ‘human-being’.

 Providing maximum opportunities for personnel development.
 Providing healthy relationship between different work groups so that
work is effectively performed.
3) Social Level: Proper management of personnel enhances their dignity by

satisfying their social needs. This is done by:
 Maintaining a balance between the jobs available and the job seekers,
according to the qualifications and needs.
 By helping people to make their own decisions, that are in their interest.
4) Corporate Level: HRM is useful in helping business organisations to attain

its goals and objectives more efficiently and effectively in the following ways:
 HRM effectively utilises all available human resources.

 HRM effectively secures the willing cooperation of employees through
motivation, grievance handling, and so on.
5) National level: HRM plays a very important role in the development of

nation in following ways:

i. Efficient exploration and utilisation of natural, physical and financial

resources of nation.
HRM also helps in improving the standard of living and better employment.
FUNCTIONS OF HRM
The functions of HRM can be broadly classified into following two categories:
FUNCTIONS OF HRM
MANAGERIAL FUNCTIONS OPERATIONAL FUNCTIONS
PLANNING EMPLOYMENT
ORGANISING HUMAN RESOURCE
DEVELOPMENT
DIRECTING
COMPENSATION
COORDINATION
HUMAN RELATIONS
CONTROLLING
Managerial Functions
Managing people is the essence of being a manager. Managerial functions of

human resource management includes:
1) Planning: Planning may be defined as deciding in advance what is to be

done in future. It is the process of thinking before doing. It is a predetermined
course of action. Planning pertains to formulating strategies of personnel

programmes and changes in advance that will contribute to the organisational

goals.
2) Organising: Organising is the process of arranging people and other

resources to work together to accomplish a goal. It is essential to carry-out the
determined course of action. Thus, organisation establishes relationships among
the employees so that they can collectively contribute to the attainment of
company goal.
3) Directing: Directing means telling people to do a particular work and

ensures that they perform as per the directions. The willing and effective
cooperation of employees for the attainment of organisational goals is possible
through proper direction. Human resource management is responsible for
motivating, developing communication network, integrating, disciplining and
resolving grievance of workers and employees quickly and satisfactorily.
4) Coordinating: Organisational objectives will be achieved only if group

activities in the enterprise are coordinated effectively. Coordination of
personnel is required at all levels of management. Personnel department
coordinates the task of developing, interpreting, and reviewing personnel
policies and programmes related to employee.
5) Controlling: Controlling is the act of checking, regulating and verifying

whether everything occurs as per the standards set and plans adopted. Human
resource management helps in maintaining proper discipline at shop floor,
regulating attendances, leaves, wages, etc. and trains and counsels them in
improving job performance and provides safety and health awareness.

Operational Functions
The operational functions of human resource management are related to specific

activities of human resource management, which are as follows:
1) Employment: it is the first operative function of Human Resource

Management (HRM). Employment is concerned with securing and employing
the people possessing required and level of human resource necessary to
achieve the organisational objectives. It covers the following functions:
 Job Analysis: It is the process of study and collection of information

relating to the operations and responsibilities of a specific job. It includes
preparing the following:
a) Job Description
b) Job Specification
 Human Resources Planning: It is the process of getting the number of

qualified people into the right job at the right time.
 Recruitment: It is the process of searching for prospective employees
and stimulating them to apply for jobs in an organisation.
 Selection: It is the process of ascertaining the qualifications, experience,
skill knowledge etc., of an applicant with a view to appraising his/her
suitability to a job appraising.
 Placement: It is the process of assigning the selected candidate with the
most suitable job in terms of job requirements.
 Induction/ Orientation: It is the techniques by which a new employee is
rehabilitated in the changed surrounding and introduced to the practices,
policies, purposes and people etc., of the organisation.

2) Human Resources Development: It is the process of improving, moulding

and changing the skills, knowledge, creative ability, aptitude, attitude, values,
commitment etc., based on present and future job and organisational
requirements. The function includes:
 Career Planning and Development: It is the planning of one’s career

and implementation of career plans by means of education, training, job
search and acquisition of work experiences.
a) Internal Mobility: It includes vertical and horizontal movement of an
employee within an organisation.
b) External Mobility: mobility is of two types:
 Accessions: Accessions are additions of new candidates to the
existing employees.
 Separation: Separation means termination of employment. They
are also called employee turnover.
 Organisational Development: It is a planned process designed to
improve organisation effectiveness and health through modifications in
individual and group behaviour, culture and system of the organisation
using knowledge and technology of applied behavioural science.
3) Compensation: It is the process of providing adequate, equitable and fair

remuneration to the employees. It includes following functions:
 Job Evaluation: It is the process of determining relative worth jobs:

a) Select suitable job evaluation techniques.
b) Classify jobs into various categories.
c) Determining relative value of jobs in various categories.

 Wage and Salary Administration: This is the process of developing and

operating a suitable wage and salary programme.
 Incentives: It is the process of formulating, administering and reviewing
the schemes of financial incentives in addition to regular payment of
wages and salary.
 Bonus: It includes payment of statutory bonus according to the payment
of Bonus Act, 1965, and its latest amendments.
 Fringe Benefits: These are the various benefits at the fringe of the wage.
Management provides these benefits to motivate the employees and to
meet their life’s contingencies.
 Social Security Measures: Management provide social security to their
employees in addition to the fringe benefits.
4) Human relations: It is the process of interacting among human being.

Human relations is an area of management in integrating people into work
situation in a way that motivates them to work together productively,
cooperatively and with economic, psychological and social satisfaction. It
includes:
 Motivating the employees.

 Boosting employee morale.
 Developing communication skills.
 Developing the leadership skills.

RECRUITMENT
Meaning of Recruitment:
Recruitment is the process of attracting individuals on a timely basis, in

sufficient numbers and with appropriate qualifications and encouraging them to
apply for the jobs with an organisation.
Definition of Recruitment:
According to Edwin B. Flippo, “Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the
organisation”.
Nature of Recruitment
Nature of recruitment is as follows:
1) Managerial and Continuous Process: Recruitment is a managerial and

continuous process or a series of activities rather than a single act or event.
2) Linking Activity: Recruitment is a linking activity as it brings together those

with jobs and those seeking jobs.
3) Positive Functions: Recruitment is a positive function as it seeks to develop

pool of eligible persons from which most suitable ones can be selected.

4) Important Function: Recruitment is an important function as it makes it

possible to acquire the number and type of persons necessary for the continued
functioning of the organisation.
5) Pervasive Function: Recruitment is a pervasive function as all organisations

engage in recruiting activity.
6) Two-Way Process: Recruitment is a two-way process. It takes a recruiter

and a recruitee.
7) Identifies Human Resource: Recruitment is a process of identifying sources

of human force, attracting and motivating them to apply for the job in
organisations.
Objectives of Recruitment
1) To Determine Present and Future Requirements: Recruitment is

important for every organisation as it determines the present and future
requirements of the organisation in conjunction with the personnel planning and
job analysis activities.
2) To create and Increase Applicants Pool: Recruitment creates a talent pool

of candidates to enable the selection of best candidates for the organisation.
3) To Establish Link: Recruitment is an important process for every

organisation as it links the employers with the employees.
4) To Increase Success Rate of Selection: Recruitment increases the success

rate of the selection process by reducing the number of under-qualified or over-
qualified job applicants.

5) To Reduce Probability: Recruitment reduces the probability that job

applicants, once recruited and selected, will leave the organisation only after a
short period of time.
6) To Meet Organisation’s Obligations: Recruitment meets the organisations

legal and social obligations regarding the composition of its workforce.
7) To Increase and Evaluate Effectiveness: Recruitment increases

organisational and individual effectiveness in the short as well as long-term.
Process of Recruitment
Recruitment is a process consisting of various activities, through which search

of prospective personnel - both in quantity and quality – as indicated by human
resource planning and job specification is made.
Recruitment Sources of Contacting Application Selection

planning Recruitment Sources Pool Process
Evaluation and Control
1) Recruitment Planning: Recruitment process starts with its planning which

involves the determination of following:
 Number of Contacts: Organisation’s generally, plan to attract more

applicants than what they intend to select as they wish to have option in
selecting the right candidates.
 Type of Contacts: This refers to the type of personnel to be informed
about the job openings based on job description and job specification.

2) Sources of Recruitment: After the finalisation of recruitment plan indicating

the number and type of prospective candidates, they must be attracted to offer
themselves for consideration to their employment.
3) Contacting Sources: After the finalisation of sources from where the

prospective candidates will be selected, the process of contacting these sources
starts. Recruitment is a two way street; it involves recruiter and recruitee.
4) Application Pool: Whatever the method of recruitment is adopted, the

ultimate objective is to attract as many candidates as possible so as to have
flexibility in selection.
5) Selection Process: Selection is the process of differentiating between

applicants in order to identify those with a greater likelihood of success in a job.
In selection process, highly specialised techniques are required.
Methods and Sources of Recruitment
 Internal Sources
 External Sources
 Internal Sources
They include those who are already on the payroll of the organisation and
those who served the organisation in the past and would like to return if
the organisation likes to re-employ.
 Transfer and Promotions: This is a method of filling vacancies

from within through transfers and promotions.
A transfer is an internal movement within the same grade, from
one job to another.
Promotion, on the other hand, involves movement of employee

from a lower level position to a higher level position accompanied
by changes in duties, responsibilities, status and value.
 Job Posting: Job posting is an internal method of recruitment in
which notices of available jobs are posted in central locations
throughout the organisation and employees are given a specified
length of time to apply for the available jobs.
 Employee Referrals: Employee referral means using personal
contacts to locate job opportunities. It is a recommendations from a
current employee regarding a job applicant who can be a friend or
a family member.
 Former Employees: Former employees are rapidly becoming a
viable recruitment source as employers increasingly contact former
employees, striving to convert former employees into new hires.
 Previous Applicants: Previously rejected applicants could become
excellent future employees.
 External Sources
 Organisations may look for people outside it. Entry level jobs are
usually filled by new entrants from outside. Organisations can
fulfil job positions from outside through the following methods or
techniques:
 Direct Methods: Direct methods include sending recruiters to
educational and professional institutions, employee’s contacts with
public and manned exhibits. Various direct methods are:
 Campus Recruitment: It is the method of recruiting by visiting and
participating in college campuses and their placement centres.

 Scouting: This is one of the oldest methods. In this method the

personnel department sends their representatives to potential places
of recruitment and establishes contact with potential candidates
seeking employment.
 Recruitment at the Factory Gate: It is a method of direct
recruitment by placing a notice at the factory gate, specifying the
details of the jobs available.
 Indirect Methods: Indirect methods include the following:

 Advertisements: The ads generally give a brief outline of the job
responsibilities, compensation package, prospects in the
organisation, etc.
 Employees Trade Associations/Clubs: Meetings, conferences,
seminars, and other social functions of Employees Trade
Associations are yet another means of locating suitable hands.
 Professional Associations: It is of major professionals like
Doctors, Engineers, Auditors etc., also provide ample opportunity to
locate potential candidates.
 Other Reputed Firms: Recruiting personnel from reputed firms is
a popular practice.
 Third Party Methods: The most frequently used third party
methods include:
 Private Employment Agencies
 State or Public Employment
 School, Colleges and Professional Institutions
 Professional organisations or Recruiting Firms or Executive
Recruiters

Problems Associated with Recruitment
 Image of organisation: The suitable candidates may not be interested in

applying for the job in a particular organisation due to the poor image of
the organisation in his eyes.
 Unattractive Job: The image of the organisation may be good, but if the
concerned job itself is not attractive, it would not attract suitable and
qualified candidates.
 Internal Policies of the Organisations: If the organisation follows a
policy of filling vacancies through internal promotions, it may often come
in the way of searching for qualified hands in the broader job market in
an unbiased way.
 Budgetary Support: Recruitment of candidates from outside requires
money. Sometimes, because of limited budget available, the organisations
may not carry out the recruiting efforts for longer periods of time.
 Government Interference: Government can interfere in the working of
organisations particularly in the Government, (Central and State) local
bodies and quasi-government organisations.
SELECTION
Meaning of Selection
Selection is the process of examining the applicants with regards to their

suitability for the given job or jobs, and choosing the best from the suitable
candidates and rejecting the others.

Definition of Selection
According to Terrie Nolinske, “Selection is the process of making a hire or

non-hire decision regarding each applicant for a job”
Objectives of Selection
1) To Select Suitable Candidates: The purpose of selection is to pick-up the

most suitable candidate who would meet the requirements of the job.
2) To Determine Applicant’s Capabilities: Selection determines whether the

applicants have required capabilities or not.
3) To Place Right Candidate at Right Jobs: Selection is also aimed to place

individuals who can make effective and worthwhile contributions to an
organisation.
4) To Generate Information about Candidate: The goal of selection is to

generate information about the candidate in order to enable comparisons with
other candidates and assist in decision-making.
5) To Save Cost: How well an employee is matched to a job is very important

because it directly affects the amounted quality of employees work.
Steps in Selection Process
Selection is usually a series of hurdles or steps. The basic idea is to solicit

maximum possible information about the candidates to ascertain their suitability
for employment. Since the type of information required for various positions

may vary, it is possible that selection process may have different steps for
various positions.
Hiring Decisions STEP 6
Reference Check and Background Verification STEP 5
Medical Examination STEP 4
Interview STEP 3
Tests STEP 2
Screening of Applicants STEP 1
1) Screening of Applicants (Application Blank): Prospective employees have

to fill up some sort of applications forms. These forms have variety of
information about the applicants like their personal bio-data, achievements,
experience, etc. Such information is used to screen the applicants who are found
to be qualified for the consideration of employment.
2) Tests: Many organisations hold different kinds of selection test to know

more about the candidates or to reject the candidates who cannot be called for
interview, etc. Selection tests normally supplement the information provided in
the application forms.
3) Interview: Selection tests are normally followed by personal interview of the

candidates. The basic idea here is to find out overall suitability of candidates for

the jobs. In many cases, interview of preliminary nature can be conducted

before the selection tests.
4) Medical Examination: Certain jobs require unusual stamina, strength or

tolerance of hard working conditions. A physical examination reveals whether
or not a candidate possesses these qualities. The basic purpose of a physical
examination is to place persons in jobs which they can handle without injury or
damage to their health.
5) Reference Check and Background Verification: Many organisations ask

the candidates to provide the name of referees from whom more information
about the candidates can be solicited. Such information may be related to
character, working, etc.
6) Hiring Decision or Approval by Appropriate Authority: On the basis of

the steps, suitable candidates are recommended for selection by the selection
committee or personnel department. Organisation may designate the various
authorities for approval of final selection of candidates for different categories
of candidates.

Types of Selection Tests
Aptitude Tests
Types of Selection Tests Achievement

Tests
Situational Tests
Interest Tests
Personality Tests
1) Aptitude Tests: These tests measure whether an individual has the capacity
or latent ability to learn a given job, if given adequate training. Aptitudes tests
can be divided into following:
 Intelligence Tests: These tests, in general, measure intelligence quotient

of a candidate. These tests, measure capacity for comprehension,
reasoning, word fluency, verbal comprehension, numbers, memory and
space.
 Mechanical Aptitude Tests: These tests measure the capacities of spatial
visualisation, perceptual speed and knowledge of mechanical matter.
These tests are useful for selecting apprentices, skilled, mechanical
employees, technicians, etc.
 Psychomotor Tests: These tests measure abilities like manual dexterity
motor ability and eye-hand coordination of candidates. These tests are

useful to select semi-skilled workers and workers for repetitive operations

like packing, watch assembly.
 Clerical Aptitude Tests: These tests measure specific capacities
involved in office work. Items of this test include spelling, computation,
comprehension, copying, word measuring, etc.
2) Achievement Tests: These tests are conducted when applicants claim to

know something, as these tests are concerned with what one has accomplished.
These tests are more useful to measure the value of specific achievement, when
an organisation wishes to employ experienced candidates. These tests are
classified into:
 Job Knowledge Tests: Under this test, a candidate is tested in the

knowledge of a particular job.
 Work Sample Tests: Under this test, a portion of the actual work is
given to the candidate, as a test and the candidate are asked to do it.
Thus, the candidate’s achievement in his career is tested regarding his

knowledge about the job and actual work experience.
3) Situational Tests: This test evaluates a candidate in a similar real life

situation. In this test, the candidate is asked either to cope with the situation or
solve critical situations of the job.
 Group Discussion: This test is administered through group discussion

approach to solve a problem under which candidates are observed in the
areas of initiating, leading, proposing valuable ideas, conciliating skills,
oral communication skills, coordinating and concluding skills.

 In-Basket: Situational test is administered through in-basket. The

candidate, in this test, is supplied with actual letters, telephone and
telegraphic message, reports and requirements by various officers.
4) Interest Test: These tests are inventories of the likes and dislikes of
candidates in relation to work, job, occupations hobbies and recreational
activities. The purpose of this test is to find out whether a candidate is interested
or disinterested in the job for which he is a candidate and to find out in which
area of the job range/occupation the candidate is interested.
5) Personality Tests: These tests probe deeply to discover clues to an

individual’s value system, his emotional reactions and maturity and
characteristic mood.
 Objective Tests: Most personality tests are objective tests as they are
suitable for group testing and can be scored objectively.
 Projective Tests: Candidates are asked to project their own interpretation
of certain standard stimulus situations, based on ambiguous pictures,
figures etc., under these tests.
Difference between Recruitment and Selection
Recruitment is identifying and encouraging prospective employees to apply for

a job and Selection is selecting the right candidate from the pool of applicants.

CHAPTER-2
RESEARCH DESIGN
Meaning of Research Design
A research design means the arrangement of conditions for collection and

analysis of data in a fashion which aspires to combine relevance to research
purpose.
A research design is utilised to structure the research, to indicate that all the
major elements of the research have been designed to work together. There are
numerous types of research designs that may decide to use.
Definition of Research Design
“Research is a plan, structure and strategy of study conceived in order to get

answers to research questions and also to control variance”.
-Kerlinger
A plan for collecting and utilizing data so that the desired information can be
obtained with sufficient precision or so that a hypothesis can be tested properly.
Type of Research: - Descriptive Research
Descriptive research or statistical research: It is a fact-finding and investigation

research. It focuses onto the particular aspects or dimensions of the problem
under study. It provides data about the population or universe being studied. But

it can only describe the “who, what, when, where and how” situations, not what
caused it. Therefore, descriptive research is used when the objective is to
provide a systematic description that is a factual and accurate as possible
One of its major limitations is that it cannot help determine what causes a
specific behaviour, motivation or occurrence. In other sense, it cannot establish
a casual research relationship between variables.
RESEARCH METHODOLOGY
Title of the Study
A Study on “Recruitment and Selection” conducted at Indian Design (NJK).
Statement of the Problem
Recruitment is a process by which organisation locates and attracts individuals

to fill job vacancies. Most organisations have a continuing need to recruit new
employees to replace those who leave or are promoted, and to permit
organisation growth. Recruiting can be quite an expensive process.
The study was conducted at Indian Design (NJK) on their recruitment and
selection process. There are various positions in operations, business
development and human resources, which has to be filled up. The study was
aimed to find out how the process of recruitment and selection are carried put in

this organisation and to what are the areas they should be putting their efforts on
for a betterment of recruitment and selection process.
A research is a basic plan, which gives the data collection and analysis through
different phases of the study. Hence, it is a framework, which specifies the type
of information to be collected.
Objectives of the Study:
 To understand the current Recruitment and Selection patterns in the

industry.
 To analysis the effectiveness of the recruitment and Selection process.
 To offer suitable suggestions and recommendations based on the findings.
 To know if selection is based on persons education qualification.
 To analyse if interviews are helpful in judging a candidate and to improve
his performance.
 To find out what employees feel about their recruitment process.
 To understand the problems faced by the employees and place them in
front of management as to get them rectified.
 To suggest a few remedial measures so that the management carries out
an effective recruitment procedure.
Needs and Importance of Study
The study helps us to put the theoretical aspects of the study into practice:
 Determine the present and future requirement of the organisation in

personal planning and job analysis activities.

 Increase the pool of job candidate at minimum cost.

 Helps to increase the success rate of the selection process by reducing the
visibly under qualified or over qualified job applicants.
 It helps us to know how to bring in new methods of recruitment and
selection.
 It helps to know what kind of job should be given to a particular
employee.
 It helps us to know how to utilize the capabilities of an individual.
Review of Literature: The purpose of literature review is to identify the

problem statement, understand the secondary data that has been gathered in the
field of study and to make new findings on the problem statement.
Methodology of Literature Review
Different sources used in order to collect information or data are
 Internet
 Hand books of company
 Company records
Sources of Data
The sources used to study the process / problems were:
 Primary Sources
Primary data was collected through the means of conversation, interactions

to get the information about the practices performed for the recruitment,

selection and the induction. The tool used to collect the information is
Questionnaire.
 Secondary Sources
Secondary sources of data collected for the study were from the following
a) Manuals of the organisation

b) Websites
c) Annual reports of the organisation
Sources and Methods of Data Collection
Sampling Technique:
“Random technique is used for this survey”.
Random sampling refers to the sampling technique in which each and every
item of the population is given an equal chance of being included in the sample.
Sample Area:
Indian Design (NJK) office is located inNagawara.
Sample Size:
Most of the information will be collected by distributing the questionnaires to

the employees working in the organization. The questionnaires will be prepared
in order to get relevant information regarding the effectiveness of performance
appraisal methods on the employees and the company. The sample size of this
study is 50 employees of Indian Design (NJK).

Sampling Method:
Random sampling method has been adopted to select the sample.
Tools and Techniques
Questionnaire was the important tool used to collect the data from the staff for
analysis. Data collected from sources were analysed and statically techniques
were used for analysing the data collected from all the sources.
Limitations of the Study
Any study cannot be felt proof study and some limitations creep in after taking
all precautions.
 Due to the enormous number of allied employees, only a few segments

could be covered for analysis.
 The data that was collected by means of questionnaire is assumed to be
factual.
 The other respondents were not very comfortable to tell about what they
think as to the procedures the company was following.
 The important information is gathered from the internal sources of the
organisation.

CHAPTER- 3
COMPANY PROFILE
WELCOME
TO
INDIAN DESIGNS GROUP OF COMPANIES
INTRODUCTION:
Indian Designs is a Garment Manufacturing and Export Company established

its business in the year 1993, producing world classReady-made Garments for
various buyers across the Globe.It started as a small entity but with dedication
and efforts. The company started in Nagawara, Bangalore with the joint effort
of Mr.NaseerHumayun, Mr.JaveedHaroon, Mr.Kaleem Ur Rehaman. Id is now
in the list of top 20 Indian garment exporters. It is establishing itself in the retail
market also, under the brand name IDENTITY.

BRANCHES OF INDIAN DESIGN
1. Indian Design 1: established in 1993, running successfully with over 150

machines and around 340 employees and is located in Venkateshpuram.
2. Indian Designs Exports Pvt. Ltd 1: started in 1998, is a full fledged unit
running successfully with over 320 machines and around 800 employees. In
2001, to add value to the productivity, an embroidery section was also opened,
is located in K.G Halli.
3. Global Clothing Pvt. Ltd: started in 1998, with a capacity of around 60

machines and 150 employees and is located in Ambedkar Medical College
Road.
4. N.J.K Enterprises: started in 2003, along with washing unit, running

successfully with over 1200 machines and housing upto 2600 employees.
5. Indian Designs Exports Pvt. Ltd 2: was started in 2006 with 80 machines.
Has manpower of 150 and is located in Hidayatnagar.
6. N.J.K Enterprises Unit 2: started in 2008 running successfully with over

330 machines and around 750 employees, is located in Bangarpet, Kolar Dist.
7. Indian Designs Exports Pvt. Ltd 3: started in 2010, running successfully

with over 320 machines and around 800 employees, is located in Peenya.
8. Indian Designs Exports Pvt. Ltd 4: started in 2011, with a capacity of

around 500 machines and 1200 employees and is located in Bangarpet, Kolar
Dist.
9. Indian Designs Exports Pvt. Ltd 5: started in 2010, with a capacity of

around 500 machines and 1200 employees and is located in Govindapuram.

10. N.J.K Enterprises Finishing: started in the year 2010 with an employee
strength of around 145.
11. Excel Apparels: started in 2009, with a capacity of around 200 machines
and 430 employees and is located in Yeshwanthur.
CUSTOMERS
Indian Designs has customers in different parts of the world like Netherland,
Sweden, France, Mexico, USA, Canada, UAE, Poland, Germany etc.
1. H & M
2. Columbia Sports wear
3. Gap Inc
4. Esprit
5. CharlsVogle
6. Lady Bird
7. Quick Silver
8. Mother Care
9. Fat Face
10.Crew
11.White Stuff etc…,
VISION OF THE COMPANY
To be one of the best managed Apparel companies, maintaining the highest

standards in all that we do.

MISSION OF THE COMPANY
Indian Design group of companies aim to become the preferred destination for
apparel companies across the globe. We focus on becoming a leading exporter
of garments in India by operating in an environment of integrity and
transparency. We endeavour to be socially conscious providing best value to
ours buyers and shareholders in particular, and society at large.
1. HUMAN RESOURCE POLICY
Indian Designs believes that the employees are its most valuable assets. The
Indian Designs’ management is committed to treat all its employees with
dignity and respect and to provide them best possible compensation, safe and
decent working conditions and motivate them to serve the company with
efficiency and integrity, which is essential for the progress of the company and
its employees.
2. RECRUITMENT POLICY
Definition:Recruitment is the process of attracting individuals on a timely

basis, in sufficient numbers and with appropriate qualifications and encouraging
them to apply for the jobs with an organisation.
Objective:is to secure the best talent to the right position at the right time
from Internal and External resources to achieve the Business Objectives and
Goals of the Company.

Scope:To cover all the vacant positions across the functions, levels and
hierarchies.
Responsibility
 AGM- Personnel & Admin: Final Interview (Workers & Factory staff)
 AGM-HR & SC: Sourcing and conducting preliminary interview for
Head Office and Managerial category
 HOD’S – Requirement identification and assessment
 Personnel Officer: Preliminary interview (worker) and other activities in
the process
 Welfare Officer: Induction
Candidates for employment should fulfil the criteria of minimum age as per the
Factory Act strictly as on the date of reporting on duty. The ability,
productivity, experience and the educational qualification of the candidates are
the criteria for recruitment for any post. The religion, caste, sex, etc. are not
taken into consideration. All the employees are required to follow the rules and
regulations as applicable to them while in the service of the company.
3. ANTI DISCRIMINATION POLICY
We do not discriminate in employment, hiring, salary, benefits, advancement,

discipline, termination, or retirement on the basis of gender, race, religion, age,
disability, sexual orientation, nationality or ethnic origin.

4. POLICY ON FREEDOM OF ASSOCIATION AND

COLLECTIVE BARGAINING
The company recognizes and respects the right of all employees individually
and collectively to exercise their lawful rights of free association and collective
bargaining.
5. SERVICE RULES
 You are appointed purely on probation for a period of 6 months and

during the probationary period, it shall be open to the company to
terminate your service at any time without giving any reasons and
without giving any notice or any payment in lieu of any notice. Your
confirmation depends upon your performance during probation period.
However after completion of your probationary period of 6 months, you
will be considered as a permanent employee. You will retire from the
services of the establishment on attaining the age of 58 years.
Appointment can be terminated by either party by giving one month
notice or wage in lieu of notice after the confirmation of your service.
 During the period of service, an employee is liable to be transferred from
one section, department, line, branch to another OR to the company’s
sister concerns located within OR outside the Karnataka.
 The employees are eligible for promotions based upon their all-round
ability, experience, educational qualification, productivity, discipline etc,
and the decision of the management is final in this respect.

6. WORKING HOURS
The present working hours are as per a general shift from 9:00am to 5:30pm
with one 30 minutes lunch break and amounting to 8 working hours per day and
48 working hours per week. If you work more than 8 hours in a day and more
than 48 hours in a week, you will be paid double the normal wages for overtime
work. Overtime work is voluntary.
Any change in timings or shifts will be informed through notice board.
Employees are expected to follow the correct working timings at each session.
Late coming will not be entertained.
Employees will have to leave the factory premises within 15 minutes of the
closing hours.
7. HOLIDAYS
All the employees are eligible for minimum 10 days paid National and Festival
Holidays during a calendar year. This is governed by the National and Festival
Holidays Act.
8. COMMITTEES
Various committees are formed to ensure the welfare of the employees and
address their grievances. They are as follows;
Works committee:The works committee will ensure environmentally good

working atmosphere inside the factory. The committee shall enquire into the
problems of the employees with regard to difficulties in the work place

&service conditions. The Committee will also redress the workers grievance
during their employment in the factory and recommend appropriate remedies
after enquiring into the complaints.
Canteen committee: This committee shall have powers to take decisions in the
matters related to the canteen management and particularly in ensuring quality
and quantity of the foodstuff to be served in the canteen. If the employees have
any problem related to the functioning of the canteen they can complain to the
committee members.
Sexual harassment prevention committee: This committee will meet as and

when the complaints are received by the employees with regard to sexual
harassment. Any person who has a complaint of sexual harassment by any co-
employee in the course of his/her employment is at liberty to lodge a complaint
to any of the members and action would be taken immediately.
Health and Safety committee: The committee will ensure environmentally

healthy and safe work atmosphere inside the Factory. The committee shall
enquire into the problems with regard to Health and Safety aspects and shall
recommend appropriate remedies after enquiring into the complaints.
More details of the committees and its members have been displayed in the
notice board.
9. DISCIPLINARY PROCEDURE
The disciplinary procedure is detailed in the Certified Standing Orders of the

Company. The details of misconducts, the procedure of enquiry, punishments,
right to appeal, etc. are enumerated in the Certified Standing Orders of the
Company copies of the standing orders both in Kannada and English are

available for reference in the Personnel Dept, as well as displayed on the Notice
Board.
10. EMPLOYEES STATE INSURANCE SCHEME
E S I Act is a central legislation enacted for the purpose of providing medical

benefits, medical insurance to the employees working in industries and their
family members. The E S I Act as applies to the employees drawing Rs.15000/-
or less per month in salary. Under the scheme each employee contributes 1.75%
of their total salary towards the scheme and the management contributes 4.75%
in respect of each of the employee. The scheme provides for Sickness Benefit,
Medical Benefit, Maternity Benefit, Accident/Disablement Benefit, etc. to the
insured member. The family members of the employee are eligible for certain
benefits under the scheme.
ESI Benefits:
 Under the ESI scheme, an insured employee and his family gets medical
treatment in ESI dispensaries, ESI hospitals and other private hospitals
authorized by the ESI.
 An insured person will also get around 50% of the salary up to a
maximum of 91 days for absence from duty on medical grounds.
 An insured person will also get disability compensation in case of
suffering any permanent disablement in an accident during course of
his/her employment. The legal heirs of an insured person will get
pension in case of death of an employee due to an accident arising in the
course of his/her employment.

 The women employee covered under ESI Act will get maternity benefit
equivalent to her 84 days salary in case of delivery and 42 days average
pay in case of her termination of pregnancy.
 Legal heirs of the deceased person will also get Rs.5000/- towards
funeral expenses, in case of death of an employee.
11. MATERNITY BENEFIT
Female employee not covered under E.S.I., in case of pregnancy, you have the
right to have 12 weeks payment by the company without working, if you have
worked in the company for at least 80 days, as per the Maternity Benefit Act.
12.EMPLOYEES PROVIDENT FUND ACT
The above law is a Social Security Legislation which provides for compulsory
savings, pension and insurance benefits to all the employees drawingless then
Rs.6500/- per month in basic D.A are coverable under this law compulsorily.
Under the scheme each employee contribute 12% of his Basic + D.A. to the
fund and the management contribute an equal amount in respect of each of the
employees apart from paying specified amount towards the administrative
charges. The entire workers contribution along with 3.67% of employer’s
contribution gets credited to the Provident Fund Account and the remaining
8.33% employer’s contribution gets credited to the pension fund. The
employees on leaving the services become eligible to claim the amount
available to their credit. Employees who have completed more than 10 years
membership become eligible for pension also as per the rules and regulation of
the Scheme.

13. EARNED LEAVE
All the employees are eligible for Earned leaves as provided under the Factories
Act. The employee becomes eligible for 1 day leave with wages for every 20
days worked. The leave so earned is credited to their account and they can avail
the same with the prior approval of their superiors or uncashed at the end of
service.
14. BONUS
Bonus is distributed to the eligible employees as per the payment of Bonus Act.
All the employees who have put in minimum 30 days service during the
accounting year become eligible for bonus and thiswill be paid within 8 months
from the closure of the financial year. As per the statutory provisions minimum
bonus of 8.33% is given to all the eligible employees.
15. GRATUITY
The payment of gratuity is governed by the payment of Gratuity Act. All the
employees who have completed minimum service of 5 years are eligible for
Gratuity. All such employees are paid 15 days salary per completed year of
service on leaving the service along with the final settlement. Only Basic + D.A
is considered for payment of Gratuity.

16. WELFARE FACILITIES
 Crèche
 Canteen & lunch hall
 First aid room & ambulance
 Rest area
These are the welfare facilities available for the Factory employees.
17. Information on other voluntary benefits if any provided to the employees.
18. Information to handle the emergency situation
Here is the information ensuring the safety of Personnel and Property of the
organization in case of emergency like fire accidents through various terms as
listed below:
a) Communication Team (Messengers): Incase of emergency, this team will

ensure that communication is conveyed to all through public announcing system
regarding the incident. The team consists of:
 Manager – Factory
 Manager – Production
 Floor/Section In charge
b) Fire Fighting Team: Incase of fire accidents, trained fire fighterswill

attempt to put off the fire. If need to be, fire engine is called from outside. The
team consists.
 Fire Fighters

c) Evacuation Team: Responsible for safe evacuation of the employees

make them to assemble in the designated area.
 Supervisors
 Committee members
 Feeding Helpers
 Section in-charge
 QC’s and IE’s
d) First Aid Team: Responsible to provide First Aid to the injured

employees and if required, shift the injured person to the nearest hospital
 First Aid trained employees

 Staff Nurse
“SAFETY IS A COLLECTIVE RESPONIBILTY”
19. INFORMATION ON SECURITY PROCEDURE
 The employee should be alert regarding unauthorized personnel and also

they should inform the security or factory manager, if they find hazardous
materials inside the factory or anywhere in the factory premises.
 The employee should give importance to smooth handling of the products
and it should kept far away from the damage and distraction.
 The employees should inform the factory manager or security supervisors
if they found any person who is not wearing the identity card / visiting
card inside the factory premises.
 Employees should inform the security if they notice any person or
employee entering the restricted area (Boiler room, Packing Section, D.G.
room)
 If the employee found any threaten, smuggling trends, terrorist threats,

should inform the security or factory manager.
20. INSTRUCTIONS
 All the employees should compulsorily wear their identity cards.

 All the scissors & trimmers to be attached to the table.
 If you find any loose metals, use loose metal bins.
 Khaja & button machine operators should use eye guards.
 Needle guards should be in its original position and not pushed upwards.
 Ironers should use rubber mats.
 Cutters should wear metal gloves.
 Use personal protective equipment’s while working critical area.
 Chemical containers should be labelled properly.
 There should be no obstacles in gangways, below fire extinguishers, first
aid boxes and electrical panel boards.
 Every day the employees should swipe their cards without fail. In case if
they forget to get their cards, the same has to be intimated to the
personnel dept. through regularisation form.
 Same /old ESI card can be used at the time of re-appointment.
 In case of fire use emergency call point.
 In case of emergency alarm all the employees should come out from the
factory immediately and assemble at designated area.
 In case of any injury, first aid should be taken from the nurse/trained
employees.
 In case of any issues employees can use the suggestion box.

 Employees can approach directly the Factory Manager at any time in

need.
 Employees can approach the welfare officer in case of any issues.
 In case of welfare officer’s absence, the employee can contact committee
members, personnel officer / Asst., if they have any grievance/problem.
 Safety is a collective responsibility.
 Smoking in the factory premises is an offence.
 Everything has a place and everything should be in its place.
 Keep your organization clean.
 Employees should take the responsibility of maintaining good
housekeeping in their factory premises.
 Employees before leaving their work station, should ensure machines are
switched off, cleaned and stools to be kept on their respective machines.
 Employees should wear slippers while operating / working on machines.
 Employees should maintain good hygiene in toilets and in dining area.
 Employees will be responsible for the work, machinery, tools and other
materials/items, entrusted to them from time to time and the same should
not be taken outside the factory premises.
 Employees who travel by two wheelers vehicle should compulsorily
wear helmet.
 Social, Ethical and Environmental Initiatives
We uphold, endorse and promote high social and ethical standards and actively
endorse initiatives to promote greater environmental responsibility along the
entire supply chain. We also encourage the development of environmentally

friendly technologies. In our efforts to uphold the right to work for all, we have
set up a fully staffed crèche on our factory premises to care for the children of
working parents.
 Corporate Social Responsibility (CSR)
Indian Designs Exports Pvt. Ltd. was started as small scale industry in a small
hub, in the year 1993. By the efforts of many hands and hearts, we are able to
extend our branches in Bangalore, providing and creating employment
opportunities for thousands of people. Hereby, we are able to contribute for the
improvement of quality of life and the dignity of our employees.
CSR according to Indian designs is Care, Support and Reassurance.

Social, Ethical and Environmental Initiatives
Indian Designs Exports Pvt. Ltd., all of us are committed to:
 Consistently produce and deliver Quality Garments on time.

 Continuously improve the effectiveness of the Quality Management
System through motivation of employees, adoption of latest technology
and strict compliance to established systems.
Production Policy
We shall achieve excellence in the field of garment production, understand the
needs of our customers, maximise productivity, reduce cost and deliver the best
quality merchandise on time.

Human Resource Policy
Indian Design believes that employees are its most valuable asset. The
management is committed to treat all its employees with dignity and respect and
to provide them best possible compensation, safe and decent working conditions
and motivate them to serve the company with efficiency and integrity, which is
essential for the progress of the company and its employees.

SWOT ANALYSIS
A scan of the internal and external environment is an important part of the

strategic planning process. Environmental factors internal to the firm usually
can be classified as strengths(S) or weakness (W), and that external to the firm
can be classified as opportunities (O) or threats (T), such an analysis of the
strategic environment is referred to as a SWOT analysis.
The SWOT analysis provides information that is helpful in matching the firms
resources and capabilities to the competitive and selection. The following
diagram shows how a SWOT analysis fits into an environmental scan.
STRENGTHNESS
THREATS WEAKNESS
OPPORTUNITIES
The SWOT analysis shows strengths, weaknesses, opportunities and threats.

The analysis of Indian Design can provide a competitive advantages.

STRENGTHNESS
It is about what advantage the company has over and what the company can do
better than anyone else. The strength is of Indian Design is:
 Skilled workforce
 Existing distribution and sales networks.
 Domestic markets
 High profitability and revenue
WEAKNESS
Weakness refers to as what the company could improve, what it should avoid
and what the people in the market likely to see as weakness.
 Limits in research and development
 High cost and price
OPPORTUNITIES
Opportunities are the external advantages, which are beneficial to the company.
 New markets
 Income level is at constant

THREATS
Threats are the obstacles which the company faces by the external
environmental in its process of development.
 Price changes
 Rising cost of raw materials
 Financial capacity
 Growing competition and lower productivity

CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
TABLE 4.1
GENDER OF THE EMPLOYEE IN AN ORGANISATION
OPINION N0 OF RESPONDENTS PERCENTAGE
Male 30 60%
Female 20 40%
Total 50 100%
ANALYSIS: From the above table it can be analysed that 60% of employees
are male and 40% of employees are female.

CHART 4.1
GENDER OF THE EMPLOYEES IN AN ORGANISATION
35
30
25
20
percentage
15 no of respondents
10
0
male female
INTERPRETATION: From the above chart it can be interpreted that the

majority of employees are male.

TABLE 4.2
AGE OF THE EMPLOYEES
OPINION NO OF RESPONDENTS PERCENTAGE
18-20 12 24%
26-35 20 40%
36-45 10 20%
46-55 8 16%
Above55 0 0
Total 50 100%
ANALYSIS: From the above table we can analyse that 40% of employees
belongs to the age category of 26-35years and 24% of employees belongs to the
age category of 18-20years.

CHART 4.2
AGE OF THE EMPLOYEES
percentage
16%
24%
18-25
26-35
20% 36-45
46-55
40%
INTERPRETATION: From the above chart it can be interpreted that majority

of employees belongs to the age category of 26-35 years.

TABLE 4.3
WORK EXPERIENCE OF THE EMPLOYEE
1-2 10 20%
3-5 15 30%
6-10 20 40%
Above 10 5 10%
Total 50 100%
ANALYSIS: From the above table we can analyse that 40% of employees have
work experience of 6-10 years and 30% of employees have work experience of
3-5 years. We can understand that the working environment of the organisation
is comfortable for the employees.

CHART 4.3
EXPERIENCE OF EMPLOYEES
percentage
40
40
35
30
30
25 20
20
15
percentage
10 10
5
0
1-2 year
3-5 year
6-10 year
above 10
year
INTERPRETATION: From the above chart we can interpret that majority of

the employees have experience of more than 6-10 years.

TABLE4.4
INTIMATING THE INTERVIEW SCHEDULE
Telephone 22 44%
Email 12 24%
Voice mail 16 32%
SMS 0 0%
Total 50 100%
ANALYSIS: From the above analysis 44% of employees were intimated about
the interview schedule through telephone, 32% of employees through voice
mail and remaining 24% of employees through e-mail.

CHART 4.4
INTIMATING THE INTERVIEW SCHEDULE
45
40
35 TELEPHONE
30 E-MAIL
25 SMS VOICE MAIL
20
VOICE MAIL SMS
15
10 E-MAIL
5
0 TELEPHONE
NO OF RESPONDENTS
INTERPRETATION: From the above chart it is clear that the intimating of

interview schedule is 44% of telephone and voice mail is of 32%.

TABLE 4.5
ROUNDS OF INTERVIEW EACH EMPLOYEE HAS TO GO

THROUGH
1 Round 15 30%
2-3Rounds 20 40%
3-5Rounds 15 30%
More than 5rounds 0 0%
Total 50 100%
ANALYSIS: From the above table it is clear that 40% of employees have
undergone 2-3 rounds of interview and 30% of employees have undergone 3-5
rounds of interview.

CHART 4.5
ROUNDS OF INTERVIEW EACH EMPLOYEE HAS TO GO

THROUGH
MORE THAN 5 ROUNDS
NO OF RESPONDENTS 3-5ROUNDS
2-3ROUNDS
1 ROUND
0 10 20 30 40 50
INTERPRETATION: From the above chart it is clear that 40% of employees

have undergone 2-3 rounds of interview.

TABLE 4.6
FACTORS CONSIDERED AT THE TIME OF RECRUITMENT
Technical ability 5 10%
Qualification 25 50%
Past preference record 15 30%
All the above 5 10%
Total 50 100%
ANALYSIS: From the above table it is clear that 50% of factor is considered
for qualification and 30% is considered for past preference record.

CHART 4.6
FACTORS CONSIDERED AT THE TIME OF RECRUITMENT
NO OF RESPONDENTS
ALL THE ABOVE
PAST PREFERENCE RECORD
NO OF RESPONDENTS
QUALIFICATION
TECHINCAL ABILITY
0 10 20 30 40 50 60
INTERPRETATION: From the above chart it can be interpreted that 40% of

factor considered to be qualification, and 30% of past preference record.

TABLE 4.7
TYPE OF INTERVIEW WENT THROUGH DURING THE

SELECTION
Panel interview 5 10%
Informal interview 10 20%
In-depth interview 30 60%
Others 5 10%
Total 50 100%
ANALYSIS: From the above table it is clear that employees have undergone
60% of in-depth interview and 20% of informal interview and 10% of panel
interview and others.

CHART 4.7
TYPE OF INTERVIEW WENT THROUGH DURING THE

SELECTION
NO OF RESPONDENTS
10% 10%
PANEL INTERVIEW
20%
INFORMAL INTERVIEW
IN DEPTH INTERVIEW
OTHERS
60%
INTERPRETATION: The above chart states that 60% of employees have

undergone In-depth interview and 20% of in depth interview.

TABLE 4.8
RESPONSE TO THE APPLICATION
Good 38 76%
Bad 0 0%
Average 12 24%
Cannot say 0 0%
Total 50 100%
ANALYSIS: From the above table we can analyse that 76% of the response to
the application was good, and 24% of the response was average.

CHART 4.8
RESPONSE TO THE APPLICATION
NO OF RESPONDENTS
CANNOT SAY
AVERAGE
NO OF RESPONDENTS
BAD
GOOD
0 20 40 60 80
INTERPRETATION: From the above chart it is clear that 76% of response to

the application was good and 24 % the response to the application was average.

TABLE 4.9
FIRST ROUND IN SELECTION PROCESS
Test 10 20%
Walk in interview 25 50%
Direct interview 15 30%
Others 0 0%
Total 50 100%
ANALYSIS: From the above analysis it is clear that 50% of employees are of
walk in interview and 30% employees are of direct interview.

CHART 4.9
FIRST ROUND IN SELECTION PROCESS
NO OF RESPONDENTS
60
50
40
30
NO OF RESPONDENTS
20
10
0
TEST WALK IN DIRECT OTHERS
INTERVIEW INTERVIEW

are of walk in interview and 30% is of direct interview

TABLE 4.10
DURATION OF THE INTERVIEW SCHEDULE
½ an hour 15 30%
1-2 hours 20 40%
3-6 hours 15 30%
More than 6 hours 0 0%
Total 50 100%
ANALYSIS: From the above analysis 40% of employees were interviewed for
1-2hoursand 30% employees were interviewed for 3-6 hours.

CHART 4.10
DURATION OF THE INTERVIEW SCHEDULE
40
35
30
1/2 AN HOUR
25
1-2 HOURS
20
3-6 HOURS
MORE THAN 6 HOURS
15
3-6 HOURS MORE THAN 6 HOURS
10
1-2 HOURS
5
0 1/2 AN HOUR
NO OF
RESPONDENTS

were interviewed for 1-2hours and 30% of employees were interviewed for 3-
6hours.

TABLE 4.11
WAS THE REFERENCE CHECK DONE BY THE

EMPLOYEES
Yes 30 60%
No 15 30%
Don’t know 5 10%
Total 50 100%
ANALYSIS:From the above analysis 60% employees states that reference

check is done, and 30% employee states that reference check is not done.

CHART 4.11
WAS THE REFERENCE CHECK DONE BY THE

EMPLOYEES
NO OF RESPONDENTS
10%
YES
30% NO
DON’T KNOW
60%

says that reference check is done, and 30% employees says that reference check
is not done.

TABLE 4.12
TIME GAP BETWEEN THE OFFER LETTER AND JOINING

DATE
Day 25 50%
Week 10 20%
Month 15 30%
More than 1 month 0 0%
Total 50 100%
ANALYSIS: From the above analysis 50% of the employees says that offer
letter was given within 1day, and 30% of employees says that offer letter was
given after 1 month, and 20% of the employees says that the offer letter was
given after 1week.

CHART 4.12
TIME GAP BETWEEN THE OFFER LETTER AND JOINING

DATE
NO OF RESPONDENTS
50
40
30
20
10
0
DAY WEEK MONTH MORE THAN
1MONTH
NO OF RESPONDENTS
INTERPRETATION: From the above data 50% of the employees states that
offer letter was given to employees within one day, and 30% of the employees
states that offer letter was given after one month.

TABLE 4.13
WHETHER DETAILS OF THE OFFER PACKAGE WERE

EXPLAINED CLEARLY
Yes 36 72%
No 14 28%
Total 50 100%
ANALYSIS: From the above analysis it is clear that 72% of the employee
states that the offer package were explained clearly, and 28% of the employees
states that offer package was not explained clearly.

CHART 4.13
WHETHER DETAILS OF THE OFFER PACKAGE WERE

EXPLAINED CLEARLY
Chart Title
NO
NO OF RESPONDENTS YES
0 20 40 60 80
INTERPRETATION:From the above data it is clear that 72% of the

employees states that offer package was explained clearly, and 28% of the
employees states that offer package was not explained clearly.

TABLE 4.14
DESCRIBE THE ATTITUTE OF THE INTERVIEWER
Friendly 30 60%
Indifferent 0 0%
Sarcastic 15 30%
All the above 5 10%
Total 50 100%
ANALYSIS:From the above analysis it is clear that 60% of the employee states
that the attitude of the interviewer was friendly, and 30% of the employees
states that the attitude of the interviewer was sarcastic.

CHART 4.14
DESCRIBE THE ATTITUTE OF THE INTERVIEWER
Chart Title
70
60 FRIENDLY
50 INDIFFRENT
40 SARCASTIC
30
ALL THE ABOVE
20
10
0
NO OF RESPONDENT
INTERPRETATION: From the above data it is clear that 60% of the

employees states that the attitude of the employee is friendly.

TABLE 4.15
WAS THE RECRUITMENT PROCEDURE AT INDIAN

DESIGN BETTER THAN THE EARLIER COMPANY YOU
WORKED
Yes 25 50%
No 15 30%
Average 10 20%
Cannot say 0 0%
Total 50 100%
ANALYSIS: From the above analysis it is clear that 50% of the employee says
that the recruitment procedure in the other company was good, and 30% of the
employees says that NJK was good

CHART 4.15
WAS THE RECRUITMENT PROCEDURE AT INDIAN

DESIGN BETTER THAN THE EARLIER COMPANY YOU
WORKED
NO OF RESPONDENTS
50%
50%
45%
40%
35% 30%
30%
25%
20% 20%
NO OF RESPONDENTS
15%
10%
5%
0% 0%
YES
NO
AVERAGE
CANNOT
SAY

employees states that the recruitment procedure was good in other company.

TABLE 4.16
OVERALL RECRUITMENT PROCESS
Excellent 20 40%
Very good 15 30%
Satisfactory 5 10%
Average 10 20%
Total 50 100%
ANALYSIS:The above table states that 40% of the employees feels that the
recruitment process was excellent, and 30% of the employee feels that
recruitment process was very good.

CHART 4.16
OVERALL RECRUITMENT PROCESS
40
35
30
EXCELLENT
25 VERY GOOD
20 SATSIFACTORY
15 AVERAGE
10
0
NO OF RESPONDENTS

employees feels that the recruitment process was excellent.

TABLE 4.17
IS EVERY MEMBER OF THE SELECTION COMMITTEE

AWARE ABOUT THE RECRUITMENT PROCESS
Definitely 25 50%
Probably 8 16%
Rarely 12 24%
Never 5 10%
Total 50 100%
ANALYSIS:From the above analysis 50% of the employee feels that members
in selection committee is having awareness about the recruitment process, and
24% of the employees feels that members in selection committee is rarely
having awareness about the recruitment process.

CHART 4.17
IS EVERY MEMBER OF THE SELECTION COMMITTEE

AWARE ABOUT THE RECRUITMENT PROCESS
NEVER
RARELY
NO OF RESPONDENTS PROBABLY
DEFINITELY
0 10 20 30 40 50
INTERPRETATION: From the data 50% of the employees states that the
members in the selection committee is having awareness about the recruitment
process.

TABLE 4.18
IS THE RECRUITMENT POLICY MEETING THE CURRENT

AND FUTURE RECRUITMENT OF THE ORGANISATION
Strongly agree 15 30%
Agree 25 50%
Indifference 10 20%
Disagree 0 0%
Total 50 100%
ANALYSIS: From the above analysis it is clear that 50% of the employee
agree that the recruitment policy meets the current and future needs,

CHART 4.18
IS THE RECRUITMENT POLICY MEETING THE CURRENT

AND FUTURE RECRUITMENT OF THE ORGANISATION
NO OF RESPONDENTS
DISAGREE
INDIFFERENCE
NO OF RESPONDENTS
AGREE
STRONGLY AGREE
0 10 20 30 40 50 60

employee agree that recruitment policy meets the current and future needs.

TABLE 4.19
HOW WERE YOU TO KNOW ABOUT THE JOB VACANCY

IN THE COMPANY
OPINION NO OF RESPONDENTS PRECENTAGE
Internal reference 10 20%
Advertisement in media 10 20%
Internet / website 5 10%
By casual application 25 50%
Campus recruitment 0 0%
Total 50 100%
ANALYSIS: From the above analysis 50% of the employee says that the
employees came to know to about the job through casual application, and 20%
through internal reference and advertisement.

CHART 4.19
HOW WERE YOU TO KNOW ABOUT THE JOB VACANCY

IN THE COMPANY
25
20
INTERNAL REFERENCE
ADVERTISEMENT
15
INTERNET/WEBSITE
BY CASUAL APPLICATION
10
CAMPUS RECRUITMENT CAMPUS RECRUITMENT
BY CASUAL APPLICATION
5 INTERNET/WEBSITE
ADVERTISEMENT
0 INTERNAL REFERENCE
NO OF RESPONDENTS

employees came to know about the job vacancy in the company through casual
application.

CHAPTER- 5
Summary of Findings
The main purpose of any Recruitment and Selection process is to enable the
organization to make the right hire, at the right time and for the right price.
Recruitment and Selection are the most important steps in Human Resource
Development for the effective growth of an organization.
In view evaluating the Recruitment and Selection process at Indian Design

(NJK) was carried out with a questionnaire administered to 50 employees from
the HR on boarding team at Indian Design (NJK).
FINDINDS
 The candidate should be provided with details about the job description
and responsibilities before selection process.
 The management is showing their individual attention to each and every
employees for their betterment and to groom their skills.
 The company gives more preference to female employees and the
handicap employees.
 Training programs could be conducted regularly as employees have
shown a desire to learn more about advanced technologies.
 They want the candidate without any experience to also be given a chance
to induce new blood in the organization.
 The respondents want the management to give the selected candidates the
time to prove themselves.

 From the above study it was observed that in Indian Design (NJK)
majority of employees working are graduates so by recruiting a post
graduated people the organisation can work more effectively.
 40% of employees have work experience of 6-10 years and 30% of
employees have work experience of 3-5 years. We can understand that
the working environment of the organisation is comfortable for the
employees.
 The selection committee of Indian Design (NJK) ensures that they select
only the competent people with good skills and knowledge.
 The majority 50% of employees are recruited by casual application were
as there is less scope for campus recruitment and online recruitments.
 The majority of employees says that the induction program at Indian
Design (NJK) to a large extent is good and appreciable.
 Overall survey posed a positive note that the organisation is on favors of
the candidate.
 The selection procedure is also appreciable because it enhances the
quality of the future needs.

CHAPTER- 6
SUGGESSTIONS AND RECOMMENDATIONS
When the candidate come for the selection, the HR manager should conduct
suitable tests keeping in mind the position the candidate is applying for.
1. They should give enough importance to the advertisements they give in

the print media instead of concentrating only on employee referrals and
casual application.
2. The company should increase the number of recreation activities for the
employees.
3. The quality of training also has to be improved.
4. The candidates should be provided with the details about job description
and responsibilities before selection process.
5. From the above study it was observed that in Indian Design (NJK)
majority of employees working are graduates so by recruiting a post
graduated people the organisation can work more effectively.
6. The members should mingle with the candidates who comes for the
interview so that they can understand how the candidate behave etc
because the candidate while attending an interview will present only the
best of him, thus the HR department should try to talk to the interviewee
informally also.

CONCLUSIONS
 Recruitment in any kind of organisation is an important concept

and even in Indian Design (NJK), is given a lot of importance as
this process helps to attract as many numbers of people as possible.
This helps the company to have choice, as there will be many
applicants.
 It is the responsibility of the HR person to design a proper method
of recruitment and selection, which helps the company to have the
best among the lot and in the available resources. The procedure
should be such that it reduces the cost of the company.
 The HR person is responsible to understand what kind of tests to be
conducted for the aspirants, which helps to bring the talents, skills
and knowledge of the applicants.
 The induction policy followed by the organisation is very helpful
for the new recruits and the success of this policy goes to the HR
persons of the company who are really working very hard to
extract good work from the employees in turn help them also to
achieve in terms of appraisals etc.
 For any kind of policies, systems or concepts to be a success the
management should cooperate equally and this is been in Indian
Design (NJK), thus helping the company to move towards success.

BIBLIOGRAPHY
REFERENCE:
BOOKS:
 P.SUBBA ROA OF HRM
 SWATHAPPA
 APPANIAH REDDY
WEBSITE:
 www.indiandesign.com
 www.google.com
 www.wekipedia.com

ANNEXURES
QUESTIONNAIRE
Sir/Madam,
I am a management student of 3 year BBM studying in

INDO ASIAN ACADEMY COLLEGE, Kalyan Nagar conducting a study on
Recruitment and Selection Process at INDIAN DESIGN (NJK).
I would be thankful to you if you could spare your valuable

time for answering this questionnaire. The information provided will be for the
academic purpose and would be kept confidential.
Regards,
1. Name of the employee:
2. Department:
3. Designation:
4. Gender
(a) Male (b) Female
5. Age
(a) 18-25 (b) 26-35 (c) 36-45
(d) 46-55 (e) Above 55

6. Education qualification
(a) SSLC (b) PUC (c) Graduation
(d) Post graduation (e) Other specify
7. Work experience
(a) 1-2 (b) 3-5 (c) 6-10
(d) Above 10
8.What is the media used for intimating the interview schedule
(a) Telephone (b) E-mail
(c) Voice Mail (d) SMS
9. How many rounds of interview each employee has to go through
(a) 1 Round (b) 2-3 Rounds
(c) 3-5 Rounds (d) More than 5 rounds
10. What are the factors considered at the time of recruitment?
(a) Technical ability (b) Qualification
(c) Past preference record (d) All the above

11. What was the type of interview that you went through during the
selection?
(a) Panel interview (b) Informal interview
(c) In-depth interview (d) Others
12. How was the response to your application?
(a) Good (b) Bad
(c) Average (d) Cannot say
13. What was the first step in selection?
(a) Test (b) Walk in-interview
(c) Direct interview (d) Other
14. What was the duration of interview schedule?
(a) ½ an hour (b) 1-2 hours
(c) 3-6 hours (d) More than 6 hours’
15. Was the reference check done by the respondents?
(a) Yes (b) No
(c) Don’t Know

16. What was the time gap between the offer letter and joining date?
(a) Day (b) Week
(c) Month (d) More than 1 month
17. Whether details of the offer package were explained clearly
(a) Yes (b) No
18. How would you describe the attitude of the interviewer?
(a) Friendly (b) Indifferent
(c) Sarcastic (d) All the above
(e) Other, please specify
19. If you had earlier held any job in any other company. Was the
recruitment procedure there, better than the one at Indian Design
(NJK)?
(a) Yes (b) No
(c) Average (d) Cannot Say
20. How did you find the overall recruitment process?
(a) Excellent (b) Very good
(c) Satisfactory (d) Average

21. Do you feel that every members of the selection committee is

having awareness about the recruitment process?
(a) Definitely (b) Probably
(c) Rarely (d) Never
22. Is the present recruitment policy of the organisation meeting

current and future recruitment of the organisation?
(a) Strongly Agree (b) Agree
(c) Indifference (d) Disagree
23. How did you were to know about the job vacancy in the company
(a) Internal reference

(b) Advertisement in media
(c) Internet / Website
(d) Human Resource recruiting consultancy
(e) By casual application
(f) Campus recruitment
24. What are your suggestions to improve the recruitment and

selection policy in your organisation?

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RECRUITMENT AND SELECTION

Introduction of Human Resource Management

INDO ASIAN WOMEN’S DEGREE COLLEGE Page1

Human Resources Management (HRM) is a process of bringing people and

According to Flippo, “Human resource management is the planning,

INDO ASIAN WOMEN’S DEGREE COLLEGE Page2

Auxiliary Service Inter-Disciplinary Function

1) Pervasive in Nature: HRM is present in all enterprises whether they are

2) Action-Oriented: HRM focuses attention on action, rather than on record-

3) People-Oriented: HRM is all about people at work, both as individuals and

4) Development-Oriented: HRM intends to develop the full potential of

5) Integrating Mechanism: HRM tries to build and maintain cordial relations

6) Challenging Function: Managing human resources is a challenging job due

7) Auxiliary Services: HR department exist to assist and advice the line or

Objectives of HRM are as follows:

1) To Help in Achievement of Organisational Goals: Alike, other

2) To Employ Skills and Abilities of Workforce Efficiently: The primary

3) To Provide Organisation with Well-Trained and Self-Motivated

4) To Increase Employee’s Job Satisfaction and Self-Actualisation: It tries

INDO ASIAN WOMEN’S DEGREE COLLEGE Page4

suitable programmes have to be designed aimed at improving the Quality of

5) To Develop and Maintain a Quality of Work Life: It makes employment

6) To Communicate HR Policies to All Employees: It is the responsibility of

7) To be Ethically and Socially Responsive to Needs of Society: HRM must

Individual Level Professional Level

Social Level Corporate Level

INDO ASIAN WOMEN’S DEGREE COLLEGE Page5

1) Individual Level: Effective management of human resource help employees

 Promoting team work and team spirit among employees.

2) Professional Level: By providing healthy working environment, it promotes

 Maintaining the dignity of the employees as a ‘human-being’.

3) Social Level: Proper management of personnel enhances their dignity by

4) Corporate Level: HRM is useful in helping business organisations to attain

 HRM effectively utilises all available human resources.

5) National level: HRM plays a very important role in the development of

INDO ASIAN WOMEN’S DEGREE COLLEGE Page6

i. Efficient exploration and utilisation of natural, physical and financial

MANAGERIAL FUNCTIONS OPERATIONAL FUNCTIONS

Managing people is the essence of being a manager. Managerial functions of

1) Planning: Planning may be defined as deciding in advance what is to be

INDO ASIAN WOMEN’S DEGREE COLLEGE Page7

programmes and changes in advance that will contribute to the organisational

2) Organising: Organising is the process of arranging people and other

3) Directing: Directing means telling people to do a particular work and

4) Coordinating: Organisational objectives will be achieved only if group

5) Controlling: Controlling is the act of checking, regulating and verifying

INDO ASIAN WOMEN’S DEGREE COLLEGE Page8

The operational functions of human resource management are related to specific

1) Employment: it is the first operative function of Human Resource

 Job Analysis: It is the process of study and collection of information

 Human Resources Planning: It is the process of getting the number of

INDO ASIAN WOMEN’S DEGREE COLLEGE Page9

2) Human Resources Development: It is the process of improving, moulding

 Career Planning and Development: It is the planning of one’s career

3) Compensation: It is the process of providing adequate, equitable and fair

 Job Evaluation: It is the process of determining relative worth jobs:

INDO ASIAN WOMEN’S DEGREE COLLEGE Page10

 Wage and Salary Administration: This is the process of developing and

4) Human relations: It is the process of interacting among human being.

 Motivating the employees.

INDO ASIAN WOMEN’S DEGREE COLLEGE Page11

Recruitment is the process of attracting individuals on a timely basis, in

According to Edwin B. Flippo, “Recruitment is the process of searching for