PREFACE

B.B.A. is professional course, which helps the students to develop their

knowledge in the field of an industrial environment and business by the of
management of the company. One needs both practical as well as theoretical
knowledge become sharp in any field. With the help of practical knowledge
received from the industrial visit, we get a clear idea about management and
other aspect of the business environment

The main purpose of practical training is to gain knowledge of and study about
the organization. To become sharper in the field of management, one needs both
practical as well as academic knowledge

During this training period, student can get a chance to meet the senior
executive and learn something from their experience. Practical studies prove to
be very important and necessary as it helps a student to enter into practical field
and get an idea about the exact position of an entrepreneur.

1
 ACKNOWLEDGEMENTS

Preparing a project of this nature is an arduous task and we were fortunate to

get enough support from a large number of persons to whom we share always
remain grateful. We would like to record our gratitude to Mr. D. Souza & Mr.
Nikhil Pandya for allowing us to this project.

We are also desirous of placing on record profound indebtedness to Miss.

Rachna Druva (I/C Principal), for the valuable advice, guidance, precious time
and support that she offered.

Last but not the least, we would also like to thanks all the respondents for giving
us their precious time and relevant information and experience, we require which
this project would have been a different story.

2
 CHAPTER -1

INFORMATION ABOUT
INDUSTY

3
 RAMDEV HISTORY

India, the Queen of Spices, has always attracted the world with her exotic
masalas. In fact, the connection goes back many centuries. To the time when
travellers like Vasco da Gama and Columbus were still exploring the geography
of the Earth. Even then, the mystique of Indian spices magnetised them to India
and paved the way for a new chapter to be written in the annals of time.

The lure of the unknown', which repeatedly brought visitors to the Spice Land,
was the presence of nature's rich elements in those fresh and highly aromatic
spices. Spelling magic and carrying an enviable aura, they left people
spellbound.

Ramdev has preserved the same values in all our products ever since we
started as a small unit in 1963, in Ahmedabad, India. A small step became a
giant leap in no time. But there was a binding force, a commitment that helped us
keep our promise of purity and freshness in our products for all these years. Our
immense belief in the philosophy of 'reaching a customer's heart through quality'
has enabled us to spread the rich Indian heritage to millions of homes all over the
globe. And that’s our pride. Indian food. The Indian way.

Today Ramdev is a very familiar name in Gujarat as well as in other States of the
country.

4
PHASES OF DEVELOPMENT

Phase 1

In1963,Mr Rambhai patel installed a grinder at Madhupura where he used to

grind the whole spices into powder for customers.

Phase 2

In 1967, he started to offer whole spices like chill, turmeric and coriander seeds
also. He also started selling their own grinned masalas in loose packs.

Phase 3

In 1989, Ramdev Food Products Pvt. Ltd. Was incorporated. At that time they
started selling their spices in boxes and poly pouches. They were the pioneer in
selling the spices in polypouches as they were the first to do that in the country.
Spices such as chili, haldi were introduced in poly pouches.

Phase 4

In 1991, company launched Blended spices i.e. Mixed Masala and then Ready
To Eat i.e. instant Mix in the market.

Phase 5

In 1992, Hing was launched which added to the product range.

5
Phase 6

Launched Whole Masala In 1998

The factory is located at Changodar. This location was ideal because of sales tax
benefit and also due to nearness of the Ahmedabad city.

Ramdev sells its masala and spices under three category:

1. Whole Spices
2. Basic Powder Spices
3. Blended Spices

According to the opinion of Ramdev Basic Powder Spices have the huge market

At present company sells its products in Gujarat and 14 other States of the
country. Southern Region is not catered because these people prefer mainly
homemade masala. All the products except Instant Mix and Blended Spices are
Agmark.

The company has its own Quality Control and Research and Development Lab
where all the ingredients and finished goods have to undergo strict and through
examinations. Due to this reason Ramdev Products have maintained the highest
quality standards.

6
 CHAPTER -2

THEORITICAL PART

7
What is Manpower Planning ?

Manpower planning or HR planning are synonymous. HR planning is more

broad-based. Hereinafter, we will call it Man Power Planning or HRP in short.
Man Power Planning is the process of anticipating and carrying out the
movement of people into, within, and out of the organization. Human
resources planning is done to achieve the optimum use of human
resources and to have the correct number and types of employees needed to
meet organizational goals.
We also can say that, Man Power Planning is the process of systematically
reviewing human resource requirements to ensure that the required numbers of
employees with the required skills are available when and where they are
needed.

Man Power Planning includes four factors:

Quantity: How many employees do we need?

Quality: Which skills, knowledge and abilities do we need?
Space: Where do we need the employees?
Time: When do we need the employees? How long do we need them?

8
Definition of Man Power Planning

MPP can be defined as the task of assessing and anticipating the skill,
knowledge and labor time requirements of the organization, and initiating
action to fulfill or ‘source” those requirements. Thus, if the organization as
a whole or one of its subsystem is not performing to the benchmark, in other
words, it is declining, it may need to plan a reduction or redeploys its existing
labor force. On the other hand, if it is growing or diversifying, it might need to find
and tap into a source of suitably skilled labor.

Let’s look into some definitions of MPP as given by different experts.

Coleman has defined HR/MP planning as “The Process ofdeterminingmanpower

requirements and the means for meeting those requirements in order to carry out
the integrated plan of the organization.”

Stainer
definesmanpowerplanningas“Strategyforacquisition,utilization,improvement and
preservation of an enterprise’s human resources.”

Vetter opines that it is the process by which management determines how

the organization should move from its manpower positiontoits desired
manpower position to carry out integrated plan of the organization.

9
 RECRUITMENT AND SELECTION

As mentioned earlier that manpower policy is entirely need based. And any
need felt by the department head is communicated to the personnel head who
tries to source and help in identifying and choosing right candidate.

1 Sources of Recruitment

1. Through Advertisement

The vacancy is advertised in newspapers. This is common source both for

Sales Representative and for manager level recruitment. The job description, age
limit, qualification, expected salary, is mentioned in the advertisement. The
advertisement is generally published in the local newspaper where the branch is
situated and requires new employees to be recruited. The through mention of
the job requirement reduce the possibility of unqualified people to be selected.
Though this source is used for all level recruitment, still it is mostly used for Sales
Representative post. The sourcing through advertisement in newspaper is also
important owing to the fact that the organization is relatively new and it is difficult
to find experienced persons in-house to fill the vacancies occurring at managerial
level.

2. Present Employees
Present employees are an important source of filling vacancies. This source
offers many advantages like higher motivation, less training needs, Less
administration for interview, etc. It is even more important at RAMDEV because
this is only major motivational contributor apart from monetary towards.
But according to the personnel manager it is difficult to find managers for new
openings from in-house because most of the employees are hardly 4 – 5 years
old. But still at RAMDEV preference for recruitment is from in-house only.

10
 3. Word of Mouth

By world of mouth we mean sourcing from acquaintance of present employees.

This source is the major one at RAMDEV and applicants from this source are
given preference also. Generally this source is used for peons and clerks. This
is cost advantage and it is also suitable for this cadre of posts.

4. Contracts for Factory Workers

RAMDEV gets its factory workers from contractors only. And this is the main
reason that there is no strikes or lockouts in the factory, according to the
Personnel Manager. There is no union at factory because contractors are fully
responsible for providing the workers with temporary and permanent employees.
They are also responsible for the absenteeism problems.

5. Other Sources

Others sources like campus recruitment, consultants, employment exchange and

agencies have never been used for variety of reasons. And according to HR
manager, RANDEV is doing well with present sources and there is no need to
bother about other sources.

11
 Selection Method

In case of outsourcing of recruits, the following method is used. (Except for

sales representative, peons and factory workers).

 The application is prepared according to job specification of the post. The

aspirants will apply for the post and on that basis they are scrutinized for the
preliminary call.

 Then calls are send to aspirants. The interview is taken by the to be

immediate superior. In case of manager level recruitment a special
committee is formed comprising Personnel Manager, General Manager
Finance and the concerned department head. This committee choose the
candidate after interview. In case of sales representative the decision is
passed to the Personnel Manager for approval.

 After interview merit cum waiting list of selected employees is prepared. In

case one doesn’t join the job next candidate can be given chance.

 At manager level recruitment the candidate after being selected by the

Committee, he is sent to the Managing Director for the final interview.
He is selected only if the M.D. approves such a candidate.

12
 TRAINING

Job fit is important performance on the job. It is also source of motivation. Every
job ahs its unique requirement. Choosing a suitable candidate is just The first
step in fulfilling the job requirement. Training is important to give insight about the
intricacies of the job and matching the skills with job requirement.
At RAMDEV only fresh candidate are given training and there is no
Developmental training for those who have been promoted. Any training required
for developing particular skills for requirement of the job is imparted out of the
organization by suitable organization involved in inculcation of particular skill in
trainees. No training system is there for the manager level employee except that
there is a acclimatization system included in induction procedure where the new
recruits are taken all over the organization to make them familiar with different
persons in the organization.
The following is the broad area of training imparted to employees at RAMDEV.

 Training in company policy and procedure (Induction Training) only to

Persons from and above cadre of sales representative.

 Training in particular skill only to check level staff e.g. in typing, reception
work, computer training etc. this training is mostly carried outside the
premises of RAMDEV.

 Management development programmed is also carried at RAMDEV as itis

a member of Ahmedabad Management Association. RAMDEV takesactive
parts in the programs organized by this institution.

 RAMDEV does not have any employee development in place to enhance

intellectual and emotional abilities needed to handle greater responsibility
through formal or informal means, which is one of the limitations of
theHuman Resources Management at RAMDEV.

13
Objectives of Man Power Planning

■ Man Power Planning fulfils individual, Organizational & National goals.

■ Estimating future organizational structure and MP requirements

■ To better recruit employees who possess the necessary skills and

Competences.
■ To achieve more effective equal opportunity planning.

■ To achieve more effective and efficient use of employees / human

Resources.

14
 Need / Importance of Man Power Planning

HRP is a double-edged weapon.

If used properly, it leads not only to proper utilization, but also reduces excessive
labor turnover & high absenteeism, improves productivity and helps to achieve
organizations goal.
On the other hand, faulty use leads to Disruption in flow of work, lower
productivity, less job satisfaction, lower production & high cost of production.

Manpower Planning (HRP) is a needed for following reasons:

To ensure optimum use of manpower and capitalize on the strength of HR. The
organization can have a reservoir of talent at any point of time. People skills are
readily available to carry out the assigned tasks, if the information is collected
and arranged beforehand with the help of effective HR Planning.

To forecast future requirements (this is done by keeping track of the employee

turnover.) and provides control measures about availability of HR labor time. If,
for example the organization wants to expand its scale of operations, it can go
ahead easily. Advance planning ensures a continuous supply of people with
requisite skills who can handle challenging jobs easily.

To face the challenges the business is facing due to turbulent and hostile
environmental forces (e.g. technology, social, economic and political upheaval)
impinging on single one of them. Although planning has always been an
essential process of management, increased emphasis on HRP becomes
especially critical when organizations consider mergers, relocation of plants,
downsizing, or the closing of operating facilities.

15
To face Rapid Technological Changes. The myriad changes in production
technologies, marketing methods and management techniques have been
extensive and rapid. Their effect has been profound on job contents and job
contexts. These changes cause problems relating to redundancies, retraining
and redeployment. All these suggest the need to plan manpower needs
intensively and systematically.

To face Organizational Changes. In the turbulent environment marked by

cyclical fluctuations and discontinuities, the nature and pace of changes in
organizational environment, activities and structures affect manpower
requirements and require strategic considerations means perfect HR Planning.

To determine recruitment/induction levels. We may explain this with an

example: manager wants to determine what kind of induction the organization will
require at such and such date. If we have a ready HR plan, we will have fairly
good idea what kind of people are being recruited and at what position. Thus we
can successfully plan our induction level.

To determine training levels and works as a foundation for management

development programmes

To know the cost of manpower if there is a new project is being taken up,
example: in cases of expansions or a new factory, one would naturally requires
more human resources, hence a budgetary allocation can be made in advance
for this upcoming corporate strategic move.
To assist in productivity bargaining. For example, if a firm is going fully
automated, it can negotiate for lesser workers as required for the same amount
of the job by using the manpower predictions regarding the same. It can offer
higher incentives to smoothen the process of voluntary layoffs.

16
To assess accommodation requirements. We may have a question, how that
can be related to HRP? A good HRP can assist in solving many problems of the
firm, from day to day ones to very strategic ones, too. For example: an
organization decides to establish its production center in a remote area, an
accurate HR plan can help it to decide how many people will be required there,
and thus start the process of establishing a township for them in advance. The
physical facilities such as canteen, school, medical help, etc., can also be
planned in advance.

An organization may incur several intangible costs as a result of inadequate HRP

or, for that matter, the lack of HRP. For example, inadequate HRP can cause
vacancies to remain unfilled. The resulting loss in efficiency can be costly,
particularly when the lead-time is required to train replacements. Situations also
may occur in which employees are laid off in one department while applicants are
hired for similar jobs in another department. This may cause over hiring and
result in the need to lay off those employees to make effective plans for career or
personal development. As a result, some of the more competent and ambitious
ones may seek other employment where they feel they will have better career
opportunities.

17
 CHAPTER-3
RESEARCH
METHODOLOGIES

18
 RESEARCH METHODOLOGIES

Research Methodology is way to systematically solve the research problem.

Any types of research can be done scientifically and it has a specific
framework of methods to getting the information related to research problem.
The plan for research work is the most important steps to enter in to real
situation problem of the company for doing research we have to design the
research work and go through step by step.

In short the research for knowledge through objective and systematic method
of finding solution to a problem is research. The systematic approach
concerning generalization and the formulation of theory is also research.

19
 3.1 RESEARCH DESIGN;

The analysis contains the data, which are provided by the respondents. The
method, which I used to collect the data, is by the questionnaire that is my
primary data and as secondary data I used the magazines, and Internet
websites.

A research design is the arrangement of conditions for collection

and analysis of data in manner that aims to the researcher purpose with
economy in procedure. The formidable problem that follows the task of defining
the researcher problem is the preparation of the design of the research project,
popularly known as the “Research design”. Decision regarding what, where,
when, how much by what means concerning inquiry or a research study
constitute research design.

Research design is needed because it facilitates the smooth sailing of the

various research operations, thereby making research as efficient as possible
yielding maximal information with minimum expenditure of effort, time and
money. preparation of the research design should be done with great care as any
error in it may upset the entire project. The design help researcher to organize
his idea in a form whereby it will be possible for him to look for flaws and
inadequacies.

20
 3.2 Types of Research

Different types of research can be conveniently described if we categorize them

as:-

1. Exploratory research studies

2. Descriptive and diagnostic research studies.

This research study is exploratory research. Because this research based on

primary data

Exploratory research studies are also known as formulative

research studies. Exploratory research study’s main purpose is that of
formulating a problem for more precise investigation or of developing the working
hypotheses from an operational point of view. Exploratory of formulative research
study which merely leads to insight or hypotheses, whatever method or research
design outlined above is adopted, the only thing essential is that it must continue
or remain flexible so that many different facets of a problem may be considered
as and when they arise and come to the notice of the researcher.

21
 3.3 Objectives of the study

The objectives of a research project summaries what is to be achieved by the

study. Objectives should be closely related to the statement of the problem. The
general objective of a study states what researchers expect to achieve by the
study in general terms.

The main aim of research is to find out the truth which is hidden and which
has not been discover yet.

The main objectives of this research study are as under: -

■ Man Power Planning fulfils individual, Organizational & National goals.

■ Estimating future organizational structure and MP requirements

■ To better recruit employees who possess the necessary skills and

Competences.

■ To achieve more effective equal opportunity planning.

■ To achieve more effective and efficient use of employees / human

Resources.

22
 3.4 Research instrument

Research instrument means in which tools the data are collected. Normally, there
are two types of data which are

1. primary data
2. secondary data
1. Primary data: -

In primary data collection, researcher collects the data itself using

methods such as interviews and questionnaires. The key point here is that the
data researcher collect is unique to researcher.

There are many methods of collecting primary data and the main methods
include:

 Questionnaires

 Interviews

 Focus group interviews

 Observation

 Case-studies

 Schedule method

 Telephonic method

23
 As far as my research is concern I used primary data collection
method of questionnaire. It is very popular and very easy method to collect the
data while in case of big enquires. It is being adopted by private individuals,
research worker, private and public organizations and even by governments. A
questionnaire consists of a number of questions printed or typed in a definite
order on a form or a set of forms. The questionnaire is send to the responder
who are expected to read and understand the question and write down the reply
in the space meant for the purpose in questioner it self. The respondents have to
answer the question on their own.

24
 3.5 Topic of the study

To study the Man power planning at RAMDEV MASALA

3.6 Significance of study

To study the effectiveness of man power planning to choose right person for a
right job at Ramdev Masala. As a part of project work.

The objective of project was find out effective selection process and to get most
suitable and appropriate person for a particular job.

■ To better recruit employees who possess the necessary skills and

Competences.

■ Estimating future organizational structure and MP requirements

■ To achieve more effective and efficient use of employees / human

Resources.

25
 3.7 Hypothesis

▬ May a Proper Manpower Planning helps to choose the right person for
right job

▬ May a Proper recruitment process helps in providing more qualified and

efficient employees.

▬ May a good Training programmed helps to increase efficiency, productivity

and skill of Employee.

26
 3.8 Limitation of the study

1) Getting the views and opinion of the interviewee (HR Manager) was a
difficult task.

2) To get contacts of HR Mangers for interviews was difficult.

3) Negative incidents are generally more noticeable that positive ones.

4) Some employees were not interested in giving any information.

5) Research are based on the information given by the employee of Ramdev

Masala.there may be possibility of getting wrong information.

27
 CHAPTER - 4

DATA ANALYSIS AND

INTERPRETATION

28
4.1.AGE

AGE IN YEARS

70
60
50
40
30 60
20
30
10
10
0
20-30 30-40 40-50

Interpretation:

From the above graph shows that most of the 60% (20-30 Years), 30% (30-
40Years), 10% (40-50Years) respondents are in the age group.
The majority of the respondents are in the age group of 20-30 years.

29
4.2.EDUCATION

EDUCATION

70
60
PERCENTAGE

50
40
30 60
20
30
10
10
0
Graduation Post Graduation Any Other Specified

Interpretation:

From the above graph shows that most of the 30% (Graduation) and 60%
(Post Graduation) 10% (Any Other Specified Degree Like Diploma )
respondents are educated in the organisation.

30
4.3 EXPERENCE

WORK EXPERIENCE

80
70
PERCENTAGE

60
50
40
70
30
20
10 25
0 5
UP TO 5 6-10 YEARS 11-15 YEARS ABOVE 16
YEARS YEARS

Interpretation:

From the above graph shows that most of the 70% respondents are having
work experience of up to 5 years. 30% respondents having work experience
between 6-10 years. 5% respondents having the work experience within 11-
15 years. While 16 years and more do not having work experience in
employee.

31
4.4. Manpower Planning helps to increase in efficiency of business.

10%

Yes
No

90%

Interpretation:

From the above graph that shows that 90% respondents said that ,an power
planning helps to increase in efficiency of business. And remaining 10% said
No. it can not be.

32
4.5.Recruitment process provides qualified and efficient employees.

100

80

60
Percentage 92
40

20

0 8
Yes No

Interpretation:

By showing the above graph indicates that most of the respondents 92% are
Believe in recruitment process provides qualified and efficient employees.
And very small part said No. that is 8%.

33
4.6.Manpower Planning is necessary for company.

88
90
80
70
60
50
Percentage
40
30
20 12
10
0
YES NO

Interpretation:

In this question most of the 88% respondents said manpower planning is

necessary for company. And remaining employees said that it is not needed.

34
4.7.Which method is use for selection of candidates?

80
70
60
50
Percentage 40 75
30
20
10 20
0 5
Interview Written exam Reference

Interpretation:

By showing the above graph which indicates that 75% respondents said
interview method, 20% respondents by written exam and only 5% by
reference this above respondents are said about selection process.

35
 4.8.Which sources mostly uses for recruitment process?

100
80

60
Percentage
40 85

20
15
0
Internal External

Interpretation:

Research of this question shows in above chart that is most of the 85%
respondents said internal sources of recruitment are mostly apply for
motivation of present employee. And 15% said external source.

4.9.Training programmed helps to increase efficiency, productivity and skill of

36
Employee.

Yes No

20%

80%

Interpretation:

From the above chart that clearly indicates that 80% respondents said that
training programmed helps to increase efficiency, productivity and skill of
Employee. Only 20% respondents said negative.

4.10. I am satisfied with my job, which is provided me by management.

37
 Satisfied with job

80

60

Percentage 40 70
20 30
0
YES NO

Interpretation:

In this question above chart indicates that 70% respondents are satisfied with
his job and 30% respondents said that they do not satisfied with his job.

38
 4.11.Manpower Planning helps to choose the right person for right job.

100

80

60
Percentage
90
40

20
10
0
YES NO

Interpretation:

This above chart shows that most of the 90% respondents said YES
Manpower Planning helps to choose the right person for right job. And only
10% respondents said No.

4.12.I am satisfied with my salary for my work related qualification and

experience

39
that I have.

Satisfied with salary

35%

65%

YES NO

Interpretation:

In this question above chart indicates that 65% respondents are satisfied with
his salary and 35% respondents said that they do not satisfied with his salary.

4.13. Training program helped me to develop my career.

40
 100

80

60
Percentage
40 85

20
15
0
YES NO

Interpretation:

From the above graph 85% respondents said that training program helped me
to develop my career. And 15% said it did not helped me to develop my
career.

4.14.Candidates are select on the bases of any following criteria.

41
 Candidates are selected

50
40
30
45
20
30
10 15
10
0
Education Experience Personal Skills
characteristics

Interpretation:

By showing above graph we can say that selection of the candidates are on
the basis of 45% respondents said education and qualification, 30% said work
experience.10% on the basis of personal characteristics, and 15% are on the
basis of skills and abilities.

42
CHAPTER ~ 4 FINDINGS

43
 FINDINGS

This research study is done on the manpower planning process of

the Ramdev Masala Manpower planning is very necessary for any organization
for the development of the business. The manpower planning process of
Ramdev Masala is proper and appropriate. Through effective manpower
planning, they can improve their business activity of the organization.

During the research period, some facts about manpower planning

of Ramdev Masala are found. They are as under:

⇒ Manpower planning process carried out in Ramdev Masala is very good

and proper.

⇒ They get the qualified and appropriate candidate In required number by

their recruitment process. And they give more emphasis to the fresher for
the recruitment.

⇒ The qualification required for doing different job in Ramdev Masala are
graduate, I.T.T., post graduate and required higher education like M.B.A
for the post of manager.

⇒ They give more emphasis to education and qualification and experience

for the selection of candidates and give relatively lower emphasis to the
candidate’s skills and personal characteristics.

⇒ In Ramdev Masala, training is given to their employee regularly. They

maintain the training calendar for giving training to the candidates. First
they give induction training to the new candidates and after that they give

44
 other training to the candidates after the specific period. In short, they
gives training to their employee regularly.

⇒ The most of the employees are satisfied with their job which is provided by
management and they feel that the job is proper and related with their
education and qualification. While only some of employees are not
satisfied with their job.

⇒ Manpower planning process helps to the manager of Ramdev Masala to

develop the proper wage structure. In Ramdev Masala, most of
employees are satisfied with pay system.

⇒ Induction process of Ramdev Masala is also very nice. They are doing
warm welcoming of their new employee and they give introduction about
the whole organization to employee. The managers, supervisors and
employees are behaving like friend with the new employee.

The above main facts are found during this research period.

SUGGESTIONS

This research study is on manpower planning at Ramdev Masala.

However the manpower planning process of Ramdev Masala is proper but by
putting some improvement they can get more loyalty from their employees and

45
also by improving the manpower planning, they can get more qualified employee.
In short, there are some improvement are needed in manpower planning process
at Ramdev Masala.

There are some employees who are dissatisfied with their job
because they believe that they have qualification for higher post. Company can
reduce the dissatisfaction if this kind of employees by giving them some authority
and responsibility. Some of employees are also dissatisfied with their salary paid
to them, therefore company can give satisfaction to these employees giving them
extra bonus or benefits to their employees.

Some employees of Ramdev Masala are not able to be comfortable

with the environment of the organization so the company they to develop the
induction process in the way that employee are being comfortable with
environment.

In Ramdev Masala they give more emphasis on education and

qualification and give relatively lower emphasis on personal characteristics while
selecting the candidates. They can also get higher qualified candidate who have
skills and personal characteristics.

46
CONCLUSION

47
ANNEXURE

Questionnaire

48
1. AGE

□ 20-30 years □ 30-40 years

□ 40-50 years

2.Education

□ Graduation □ Post Graduation

□ Any Specified Mentioned Degree.

3.Experience:

4. Manpower Planning helps to increase in efficiency of business.

□ Yes □ No

5.Recruitment process provides qualified and efficient employees.

□ Yes □ No

6.Manpower Planning is necessary for company.

□ Yes □ No

49
7.Which method is use for selection of candidates.

□ Interview □ Written Exam

□ References □ Other

8.Which sources mostly uses for recruitment process?

□ Internal □ External

9.Training programmed helps to increase efficiency, productivity and skill of

Employee.

□ Yes □ No

10. I am satisfied with my job, which is provided me by management.

□ Yes □ No

11.Manpower Planning helps to choose the right person for right job.

□ Yes □ No

12.I am satisfied with my salary for my work related qualification and experience
that I have.

□ Yes □ No

13. Training program helped me to develop my career.

50
 □ Yes □ No

14.Candidates are select on the bases of any following criteria.

□ Education & Qualification □ Experience

□ Personal Characteristics □ Skills & Abilities

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