A

PROJECT REPORT
ON

“Recruitment & Selection (HR Department)”

In the
INDIA GLYCOLS LIMITED, Kashipur
For partial fulfillment of degree of
Bachelor of Business Administration (B.B.A)

Submitted By:
Submitted To:
Sundeep Kumar singh Mr. Rajan
Shri Kumar Lecturer
B.B.A 4th Sem., Management
Roll No. 61446 Depertment

__________________________________________________
________

Shriram Institute of Management & Technology

(Affiliate to Kmaun University, Nainital)
Corbett Sun City, Ramnagar Road, Kashipur.
 2008

PREFACE

The idea of project has been done by the completion of the

B.B.A fourth sem. It must necessary for all the candidates
of 4th sem. This project has been prepared by the help of
Indian Glycols Limited. The main object of the project is to
enable the students to develop this awareness about
company’s recruitment and selection programmes.

The salient features of the project are:

 The language of the project is clear and to put the

proper word in the proper place.

 I have tried my best to make this project has much

interactive and entertaining as possible.

Sundeep kumar
singh
 ACKNOWLEDGEMENT
I avail this opportunity of expressing my immense sense of
thankfulness
Toward all the persons who have been instrumental in the
completion of this structured compilation.

I am falling short of words for expressing my feeling

of gratitude towards the persons who are directly involved
in this project. Their inquisitive and highly hortative nature
has maneuvered me to achieve this goal.

I am grateful to my project guide Dr. S. Devaranjan for

his moral support and continuous encouragement. This
project would not have been successful without the
support of my friends who provided me the zeal to carry
on this project to completion.

Lastly, I would like to thanks every person who has

directly or indirectly helped me without the guidance and
support of whom this goal would not have been achieved.

Date: ……………… sundeep

Kumar Singh
…………………….. …………………………….

STUDENT DECLARATION

I here by declare the project report entitled “RECUITMENT

& SELECTION” of Human Resource (H.R) written &
submitted by me under the guidance of “Mr.Rajan Shri
Vastav”my original work.

This project has been undertaken as a partial fulfillment of

the requirement and for the award of the degree of master
in business administration of Kamaun University, nainital.

The finding is in the report are based on primary &

secondary data while prepared this project I have not
copied any thing firm the source or other project
submitted for similar purpose.

I take my external training from the Indian Glycols Limited

Mr. S. Devarajan was my external trainer. The senior
manager of the H.R.Department Mr. s. Devarajan helped
me well. I declared that this report is my original work and
the analysis and finding are for academic purpose only.
This project has not been presented in any seminar or
submitted else where far the award of any degree or
diploma.
Counter Signed By:- (Name and
Signature of the Student)

..................................
………………………………..
CONTENTS

Chapter-1 Introduction of the Project

 Objectives
 Research Methodology
 Limitation
 Period of Study

Chapter-2 Company Profile

 Profile of India Glycols Ltd.
 SWOT analysis
 Vision & Mission
 Business discription
 HR at India Glycols Ltd
 Core activity of India Glycols Ltd

Chapter-3 Project/ data objective method

 Concept of Recruitment
 Future of Recruitment
 Factor affecting Recruitment
 Sources of Recruitment
 Method of Recruitment
 Systematic Selection & Recruitment
 Concept of Selection
 Meaning of Selection
 Selection Process

Chapter -4
 Data Analysis
 Conclusion
 Recommendation
 Bibliography

STUDENT DECLARATION

I here by declare the project report entitled “RECUITMENT &

SELECTION” of Human Resource (H.R) written & submitted by me
under the guidance of “Mr.Rajan Shri Vastav”my original work.

This project has been undertaken as a partial fulfillment of the

requirement and for the award of the degree of master in business
administration of Kamaun University, nainital.

The finding is in the report are based on primary & secondary data
while prepared this project I have not copied any thing firm the
source or other project submitted for similar purpose.

I take my external training from the Indian Glycols Limited Mr. S.

Devarajan was my external trainer. The senior manager of the
H.R.Department Mr. s. Devarajan helped me well. I declared that
this report is my original work and the analysis and finding are for
academic purpose only. This project has not been presented in
any seminar or submitted else where far the award of any degree
or diploma.
 Counter Signed By:- (Name and Signature of
the Student)

..................................
………………………………..

OBJECTIVES OF RECUITMENT &

SELECTION POLICIES IN INDIA GLYCOLS LTD.

 The foremost objectives of recruitment policies in India

Glycols Ltd. Are to find and employ the best qualified person
for each job.
 To provide facilities and opportunity growth on the job.

 To provide transparency in rules and regulation.

 To provide equality.

 To eliminate imbalance of employees among planning

activity.
 To smoothly carry on the human resources planning
activity.

RESEARCH METHODOLOGY

Research methodology is the way to systematically solve

the research problem. It may be understood as a science
of studying how research is done scientifically. It is the
study of the various steps that a researcher generally
adopts while studying his research problem along with the
logic behind them.
It is necessary for the researcher to design his
methodology for his problem as the same may differ from
 problem to problem. The researcher is conducted using
the following techniques:

 Direct experience of the workers

 Interviews
 Questionnaire
 Statistical studies

The methodology adopted to conduct the study on

recruitment & selection of employees is as follows:

(a) Preparation: define the objective of the study.

(b) Sampling method: in this research I choose the
random sampling method.
(c) Sampling size: The larger the sample, the more
accurate the results would be but practically it is not
feasible to survey the entire population. The major criteria
for deciding the sample size was that these people should
be from manufacturing department as the study is based
on the recruitment & selection of the lower level workers in
the company. Hence I have taken a sample size of 50
workers i.e. 300 of the workforce.

(d)Data collection:

 Primary data- the task of knowing the effectiveness of

the recruitment & selection policy of the company was
only possible when the workers could be collected. I
started the study by using the structured questionnaire to
get the response of the employees (lower level) keeping in
mind their inability to understand the integrity of complex
questionnaire.
 A part from that the technique of unstructured in Hindi
was also used by keeping in mind the inability to
understand the English.

 Secondary data is collected by the manager and the

Internet or company files.

 Secondary data- References was made to various

journals, websites, books to understand the concept of
recruitment & selection. I refered to the documents of the
company which carried the recruitment & selection policy
of the company. The magazines published by the
company.

 Data is collected by the secondary data.

LIMITATIONS

1) Inability & Unwillingness of the respondent to

provide information.
2) The information provided by respondent’s can’t
termed as accurate in all cases

3) The time period for training was too short to

collect the required information.

PERIOD OF STUDY

This Project has been undertaken by me because it

has challenges.
The companies is producing it products Bio-Gas and
view of people about the Bio-Gas of the India Glycols
Ltd are very good. Its Bio-Gas is accepted in all over
world as a good quality Bio-Gas.
We have started our training 26th June, 2008 and
completed it till 31th july, 2008under the guidance of
Mr. S. Devrajan who is the Sr. H.r. manager in I.G.L

This period of on month was very beneficial for me

because of cooperation of whole India Glycols Ltd
more and more knowledge about job satisfaction is
provided to me by India Glycols Ltd.
 CHAPTER 2

COMPANY PROFILE

PROFILE OF INDIAN GLYCIOLS LTD

INTRODUCTION ABOUT COMPANY

INDIAN GLYCOLS LTD is the most reputed enterprise

Uttarakhand. Company was registered on 19th Nov, 1983,
its commercial activities started in1989. It is a chemical
industry which products Ethanol,Bio-Gas
(Fuel),Oxygen/Nitrogen, MEG,DEH4 TEM,EO Derivates,Specialty
Chemicals,Guar Gum Powder,INFL country Liquor,Rob,ASU.It
suppliers its production in all over India. It comes on 2nd
rank in all over chemical Industries.

The company had initially set up the manufacturing

facilities at kashipur for manufacturing Mono Ethylene
Glycol, Diethylene Glycol and Triethylene Glycol from
Molasses as against the conventional petro-route with an
investment of Rs. 90 crore. The commercial production
started in April, 1989. Subsequently, it diversified in to
Ethoxylates in January, 1995, Formulation/Speciality
chemicals in September, 1997, Guar Gum in July, 2001,
Glycol Ether in August, 2001 and portable Alcohol and
Liquor bottling in april, 2002. In between, the company has
expanded its production capacity of Alcohol, Glycols,
Ethoxylates, formulation and Glycols Ether plants. They
have recently set up a Rab manufacturing unit in their
campous at kashipur to supplement their raw material /
feed stock Molasses. They are also setting up a distillery at
Gorakhpur, U.P to supplement their raw material / feed
stock Alcohol.

The company has technical collaboration with

scientific design inc. U.S.A. for M.E.G, E.O.P. and E.O.
Derivatives, Sanyo, Japan for Formulation / Speciality
Chemicals and sulzer Chem. Tech., Switzerland for Glycol
Ether, HRDI, Government of Uttranchal, Selaqui for
medicinal and Aromatic products. The company has set up
a state-of-the-art center to cater the requirement of
speciality chemicial / application business. The plant and
the lab are equipped with highly sophisticated equipment
 such as digital distributed control system (DCS), On-line
Analyzers, Mass Spector-Meter and G.C., HPLC, FTIR etc.

• NUMBERS OF WORKERS =1000

• STAFF =3000

INDIA GLICO LTD TODAY

• To increase its production &to provide best quality to the

customers.

• Offer customer specific products to meet their

performance / technical requirement.

• Customer base includes large MNCs, Public Sector

undertaking and large as well as medium and small Indian
organizations.

• To maximize creation of wealth & satisfaction for the

shareholder

• To foster a culture of participation & innovation for

employee growth &contribution.
• Largest ethoxylate, Glycol Ether producer and thus leader
in Ethylene Oxide Derivatives/Surfacetant business in India.

• To help pressure ecological balance.

PRODUCTS

The company is manufacturing and marketing chemicals

like Glycols, Glycol Ether Ethoxylates, Sulphates,
Phospates, Succinates, performance chemicals, Ester, CO-
polymer etc. and Guar Gum and potable Alcohal. These
products are used in Textiles, Polyester, Agro-chemicals,
Brake Fluid, Cement, EP/Paints, Paper, Explosives,
Fertilizers, Oil Field, Personal Care Products, Detergents,
Pharmaceutials & Food Industrises.

SWOT ANALAYSIS

S - Strength

W - Weakness
O – Opportunity

T – Threat

The over all evaluation of a company’s strength,

weakness, opportunity & threats is called SWOT
ANALYSIS. Every company has some strength, weakness,
opportunity & threats they should not & then try to
improve in the areas where it is weak threats and full
advantage of the opportunities.

On the basis of my survey I have done a small

swot analysis of the company.

STRENGTHS

• The company’s prices of products are very relevant.

• The company has an established network in India.

• INDIAN GLYCOLS LTD is one of the few companies in

UTTRAKHAND, which owns and operates a large no of
products services such as ---

• It has rich experience over the last ---year in its

execution and possesses abundant data associate with
these project.

• INDIAN GLYCOLS LTD contributes a big amount of

Indian ---- production.
• INDIAN GLYCOLS LTD is only --- company
manufacturing – in its particular area.
Another area of strengths of INDIAN GLYCOLS LTD is its
commitment and quality of maintenance management.

WEAKNESS

• The purchase procedure of INDIAN GLYCOLS LTD does

not lead to past purchase designs.

• There has been no major discovery in the past.

• INDIAN GLYCOLS LTD do not have any -----

OPPURTUNITIES
• INDIAN GLYCOLS LTD has a big portion of market. It can
take advantage of it.

• It can take orders ----

THREATS
• INDIAN GLYCOLS LTD has a lot of exposure to the group
companies in the form of cross holdings. This is
hampering the financial soundness of the company.
Company is doing well but if a well established company
like TATA comes then it can face troubles.

• Dealers provide the products of the company to the

customers which given them maximum profit margin.

EMPLOYMENT

The company has employed about qualified and

competent persons viz Ph.d’s Post graduate & graduates
in Technology / Science / Management / Diploma & I.T.I’s in
various disciplines. Apart from this company has
provided indirect employment to about 2000 persons
working in different allied / incidental processes. Most of
the employes on company’s rolls had started their career
as apprentices / trainees in the companies and have gromn
with the organization.

CONTRIBUTION TO SOCIAL CAUSE

The company as its social commitment has been taking
various welfare measures in the areas of education,
medical, drinking water, community welfare etc. for the
welfare and development of the people of uttaranchal. A
brief of the same is as under :

• Indian Glycols Limited has sponsored a chair in Herbal

research & development institute, Government of
Uttranchal situated at selaqui, Dehradun in the name of
Shri M.L. Bhartia, chairman & managing director for
promoting research & development in the field of herbal,
medicinal and Aeromatic plants to promote the
development of medicinal & aromatic plants in
Uttaranchal.

• The company is providing industrial training to the

students of various technical and professional institutes
from the state.

• The company also distributes blankets to the poor

people every year in the rural area and has been helping
generously in the hours of natural calamity in any part of
the country. The company is also providing financial
assistance to various organizations for promoting social,
welfare, cultural and religious activities.

The company has been honoured with Parvat Jan Samman

in view of its expectional contribution in the industrial
sector in Uttaranchal. The award was conferred by H.E. the
Governer of Uttaranchal Shri Sudarshan Agarwal.
 HUMAN RESOURCES (HR) IN INDIAN GLICO
LTD

A. Today, INDIAN GLICO LTD is the flagship company of

UTTRAKHAND; and making this possible is a dedicated team of
nearly 2000 professional who toil round the clock. It is this toil,
which amply reflects in the performance figures and aspiration
of INDIAN GLICO LTD. The company has adapted progressive
policies in scientific planning, acquisition, utilization, training
and motivation of the team. At INDAIN GLICO LTD everybody
matters, every soul counts.

B. INDIAN GLICO LTD has a unique distinction of being a

company with in-house service capabilities in all the activity
area of production of Bio-Gas

C. Product to emphasize, this was made possible by the man

behind the machine. Over –experienced and technical
components executive, engineers and managers from
distinguished Universities/ Institutions of India from the core of
INDIA GLYCOLS LTD man

HR in INDIA GLYCOLS LTD related with:

1. MGMT. PRIENCIPAL
2. ORGANISATIONAL BEHAVIOUIR

3. LABOUR WELFARE

4. INDUSTRIAL RELATION & LEGISLATION

HR OBJECTIVES

• To enhance the quality of life of employees and their

family.

• To develop and sustain core values.

• To develop business leader for tomorrow.

• To fosters a climate of creativity, innovation and

enthusiasm.

• To inculcate high understanding of ‘services’ to a greater

cause.

• To provide business job contentment through

empowerment, accountability and responsibility.

• To build and upgrade competencies through virtual

learning, opportunities for growth and providing challenges in
the job.
HR VISION, MISSION

INDIAN GLICO LTD VISION

“To attain organization excellence by developing and
inspiring the true potential of company’s human capital
and providing opportunities for growth, well being and
enrichment”

INDIAN GLICO LTD MISSION

“To stimulate, continue, and accelerate production efforts

to develop and maximize the contribution of chemical to
the economy of the country.
 BUSINESS DISCRIPTION

Company profile: Indian Glycols Limited

Ticker: 500201

Exchange: BOM

2008 Sales: 13,439,000,000

Sub Industry: Miscellaneous Chemicals

Country: India

Employees: 1170

Business Description

The group’s principal activity is the manufacture and sale

of chemicals. It operates in three segments: Chemicals,
Liquor $ Others. Chemicals comprise glycols (MEG, DEG $
heavy glycol ), potable and extra natural alcohol. Other
segment includes high sulphur alcohol, hydro choleric
acid, guar gum, industrial gases etc. The group is in the
process of further diversifying in the field of
manufacturing and marketing of carbon di-oxide (Co2 ).

CORE ACTIVITIES OF INDIAN GLYCIOLS LTD

INDIAN GLYCIOLS LTD is mainly involved in the process

“Training, development & Production”

• Establishing commercial accumulation of ----&--- in

sub surface at depth and at a given cost.

• Introducing the established--&-- optimally as a

economic viable.

TRAINING & DEVELOPMENT

LEARNING DIMENSION TRANINIG DEVELOPMENT

Who? Non-managerial
management
Personal
Personal
What? Technical & mechanical
theoretical conceptual
Operation
ideas

Why? Specific job related

general knowledge
Purpose

When? Short term

Long term

Training is a process of learning a sequence of

programmed behavior. It is a application of knowledge
which gives people an awareness of the rules and
procedure to guide their behavior. It attempts to improve
their performance on the current job or prepare them for
intended jobs,

Development is a related process. It covers only those

activities that job performance but also those, which bring
about growth or personality, help individual in the
progress towards maturity an actualization of their
potential so that they become not only good employee but
also better men & woman. In organizational terms, it is
intended to equip person to earned per motion and hold
greater responsibility.

Training person for a bigger and higher job is development

and this including not only imparting specific skills and
 knowledge but also inculcating certain personality and
mental attitudes.

An organization can and does make use of such institution

in order to support and supplement its internal training
and development efforts.

PRODUCTION

This is the production of the chemical, which leads to

actual production of Bio-Gas. Its primary function is to
process and supply the produced Bio-Gas to the
industries. As in the case of Bio-Gas it is also directly
supplied to the customer. This is supported by

• Production People

• Chemistry People

• Instrumentation
• Cementation

• Construction and maintenance (C&M)

CORE VALUES

Task force was constituted to identify values in INDIA

GLYCOLS LTD along with their attributes and desired
behavior associate with them.

S C Attributes and Desired Behavior on the

. ore job
N values
o
.
Commitment, loyalty, sense of ownership of
the job and company properties,
Sense improvements in personal work area as a self
1 of starter, ensuring quality in individual work
. Belon and value addition.
ging
Personal/ professional integrity by strictly
Int abiding by rules & regulations,
2 egrity processing/deciding cases in an
. unbiased/dispassionate way, sense of ethics
in behavior.
Working in groups, trust & openness,
cooperation, communication, sharing
Tea knowledge and information, collective
3 m learning, target consciousness cost and
. spirit quality consciousness
Punctuality, work ethics, dress code, self
Disc discipline as model to others, enforcing
4 ipline discipline in a fair and firm manner.
.

Social Caring of society and environment,

5 Respo projecting a lofty image of INDIA GLYCOLS
. nsibilit LTD to society.
y

INDIA GLYCOLS LTD ACADEMY

INDIA GLYCOLS LTD Academy at KASHIPUR accredited with

ISO 9001, ISO 14001, OHSAS 18001, ISO 22000,
Quality Certification has been developed as a center of
Excellence for imparting training and for enhancing overall
managerial capabilities of work face. It is functionally
under the control of Director (HR) and is the nodal agency
for formulating guidelines relating to Human Resources
development and its execution.
 ORGANIZATIONAL SET UP
Indian glycols ltd is working all over India. It has its
headquarters at New Delhi and registered office at New
Delhi. Prior to August 1990 INDIA GLYCIOLS LTD was
organized on the concept of business group based on
activities and divided into two groups namely:

• Production Group (PG)

• Operational Business Groups (OBG)

• This business group was supported by the services

consisting of personal and administration, finance and
accounts

INDIAN GLYCIOLS LTD OFFICES IN INDIA

Head Quarters : New Delhi

Registered Offices : New Delhi

Plants
A-1 Industrial Area
Bazpur Road, Kashipur-
P.O. Kashipur- 244713
Dist. U.S.Nagar (Uttarakhand )
Phone: (05947) 275320 (Hunting), 262313-314
Fax:05947 - 275315

Head office

C-124, Okhla Industrial Area

Phase- 1,
New Delhi-110020
Phone:26815772 (Hunting), 26815185
Fax: 011-26810390 & 011-26819410

CHAPTER 3
 PROJECT/DATA OBJECTIVE
METHOD

CONCEPT OF RECRUITMENT

Recruiting is the discovering of potential applicants for

actual or anticipated organizational vacancies.

In other words, it is linking activity bringing together

those with jobs and those seeking jobs.
Recruitment had been regarded as the most important
function of personnel administration, because unless the
light type of people are hired, even the best plans,
organization , charts and control system would not do
much good.

According to Yoder:- “ recruitment is a process to

discover the sources of manpower to meet the
requirement of the stuffing schedule and to employ
effective measure for attracting that manpower in adequate
numbers to facilities effectives selection of an efficient
working forces.

According to Flippo: - “Recruitment is the process for

prospective employee and stimulating and
encouraging them to apply for jobs in an organization”.

FEATURE OF RECRUITMENT
 1. Recruitment is the process of surveying all sources of
manpower, inside and outside the enterprise, to
locate and attract needed talent.

2.Recruitment is a process or a series of activities rather

then a single act or event.

3. Recruitment is a linking activity as it brings together

those with jobs (employer) and those seeking jobs
(prospective employees).

4. Recruitment is a positive function.

5. The basis purpose is to locate the sources of people

required to meet job requirements and attracting such
people to offer them for employment in the organization.
6. Recruitment is as pervasive functions as all
organizations engage in recruiting activity.

7. Recruitment is a 2-way process. It takes a recruiter and a

recruitee.

8. Recruitment is a complex job because too many factors

affect it. Example: nature of the job, image of the
organization, organizational policies, government’s
policies etc.
 FACTORS AFFECTING RECRUITMEN

The internal factors are:

1. Recruiting policy of the organization;

Human resources planning strategy;

2. Size of the organization and the number of employees

employed;

3. Cost involved in recruiting employees, and finally;

4. Growth and expansions plains of the organization.

SOURCES OF RECRUITMENT
Various sources of recruitment may be classified into two
broad categories, namely internal sources and external
sources.

Internal sources: Internal sources consist of the following.

(a) Present employees- Permanent, temporary and

causal employees already on the pay of the organization
are a good sources. Vacancies may be filled up from such
employees through promotions, upgrading and even
demotion.

(b) Retired and retrenched employees who want to return

to the company may be required.

Dependents and relatives of deceased and disabled

(c)
employees. Internal sources have the following merits:

(i)Morale and motivation of employees improve when they

are assured that they would be preferred in filling up
vacancies at higher levels. A sense of security is created
among employees.

Suitability of existing employee can be judged better as

(ii)
record of their qualifications and performance is already
available in the organization chances of proper selection
are higher.

(iii)It promotes loyalty and commitment among

employees due to sense of job security and opportunity
for advancement. Stability of employment is improved.
(iv)Present employees are already familiar with the
organization and its policies. There fore’s time and cost of
orientation and training are low.

(v) The time and expenditure of recruitment are reduced

as there is little need for advertising vacancies, or
arranging rigorous tests and interviews.

(vi)Relations wit trade unions remain good because

unions prefer internal recruitment particularly through
promotions.

Filling of higher level jobs through promotions within

(vii)
the organization help to retain talented and ambitious
employees.

Labour turnover is reduced.

Internal sources, however suffer from some

demerits. First, it may lead to inbreeding. Secondly, it
discourages flow of new blood in to the organization.
Thirdly, if promotion is based on seniority, really capable
person may be left out. Fourthly, the choice in selection is
restricted. More talented outsiders may not be employed.
mobility of labour is restricted. Chances of favouiritism are
higher growth of business is restricted by the limited talent
of insiders. Fifthly, all vacancies can not be filled up from
within the organization. Lastly, this source of recruitment
is not available to a newly established enterprise.
RECRUITMENT

_____________↓______________
↓ ↓
Internal sources External
Sources
(i) Transfers (1) Press
Advertisement
(ii) Promotions (2) Educational
Intuition
(3) Placements
Agencies
(4) Employment
Exchanges
(5) Labour contractors
(6) Unsolicited
Applications
(7)
Recommendation

External sources: External sources of recruitment lie

outside the organization.

These are follows:

(a) Educational and Training Institutions: Various institutes

like IIMs, IIts, engineering colleges, medical colleges. it is
and universities are good sources for recruiting well
qualified executives, engineers, medical staff,
pharmacists, chemist, etc. they provide facilities for
campus interviews and placement.

(b) Good institutions have placemen cells/officers to serve

as liaison between the employers and the students. This
source known as campus recruitment.

(c) Recruitment Agencies: Several private consultancy

firms e.g. A.F. Ferguson Associate, Price Waterhouse,
ABC consultants, etc. perform recruitment function on
behalf of client companies by charging fee.

(d) These are particularly suitable for recruitment and

selection so that the client is relived of this burden. But the
cost of recruitment through these the agencies are quite
high.

(e)Employment Exchange: Government of India has

established public employment exchange throughout the
country. These exchanges provide information about
vacancies to the jobseekers and help employers in
identifying suitable candidates.

(f) Casual Callers: Due to widespread unemployment in

the country, many jobseekers visit the offices of well
known companies their own. Such callers are generally
considered a nuisance to the daily work routine of the
enterprise. But a waiting list of such unsolicited visitors
can be prepared to fill temporary and lower levels jobs. It
is a very inexpensive source of recruitment.
(g) Labour Contractors: Manual workers can be recruited
through contractors who maintain close links with the
sources of such workers.

(h) Gate Recruitment: Unskilled workers may be recruited

at the factory gate.

(i)Similar Organization: Experienced employees can be

recruited by offering better benefits to the people working
in similar organization. Newly established organizations of
well known business houses often

Recommendations: relatives and friends of employees

(j)
are given priority in recruitment in some companies;
public sector undertakings give preferences to local
people (sons of the soil) in recruitment particularly at
lower and middle levels jobs. In this source, some sort of
preliminary screening takes place by the employee/union
recommendation the candidate.

Press Advertisements: Advertisements in newspapers

(k)
and journals is a widely used source of recruitments.
 METHODS OF RECRUITMENTS

Various methods employed for recruitment employees

may be classified into the following categories:

1. Direct Methods: Under direct recruitment scouting

employee contacts, manned exhibits has waiting lists are
used. In scouting representatives of the organization are
sent to educational and to training institutions. These
traveling recruiters exchange information with the
students, clarity their doubts, stimulate them to apply for
jobs, conducts interviews and short list candidates for
further screening.

2.Indirect Methods: Advertisements in newspaper,

journals, on the radio and television are used to policies. a
well through out and clear advertisement enables
candidates to assess their suitability so that only those
 possessing the requisite qualifications will apply. This
method is appropriate when the organization wants to
reach out to a large target group scattered geographically.
Whenever necessary a blind advertisement can be given in
which only box no is given without identifying the firm.
Considerable details about jobs to be filled and
qualifications required can be given in the advertisement.
But a large number of applicants may be unsuitable.

3.Third party methods: Various agencies can be used to

recruit personal. Public employment exchanges,
management consulting firms, professional societies,
temporary help societies, trade unions, labour contractor
are the main agencies. In addition, friends and relations of
existing staff and deputation method can also be used.

SYSTEMATIC SELECTION & RECRUITMENT

Proper selection of employes is pre-requisite for

development of effective work force in an organization.
The need for proper selection arise from the fact that no
two persons are alike. Every individual has a different set
of interests, talents and traits.

SELECTION PROCESS

1. Projection of position vacant.

2. Job specification.

3. Man specification.

4. Attracting candidates.

5. preliminary shoft listing.

6. Screening the applicants.

7. Final selection.

8. Job offer.

SOURCES OF MANPOWER:

• Staff and operating elements of the enterprises.

• State, local and private employment and placement

agencies, community organizations.

• School and collage recruiting.

 STEPS IN RECRUITING:

• Build the image of the department as dynamic and

effective organization and as a true equal opportunity
employer.

• Formulate bio-physical norms for selecting the new

comer for each available position.

• Establish criteria for assessment and selection.

ASSESSMENT & SELECTION:

- Screening nomination and applications to eliminate

obviously unqualified candidates.

- Do preliminary short listing after screening and

assessment by following methods
♦ Review of his background
♦ Past achievement
♦ Personal interview

Send all candidates for medical examination so as to

eliminate medically unfit candidates.

Administer, Aptitude test, analyse and interpret test score

& result.

Determine the relative sections/departments of candidates

on the basis of ability and fitness.

Inform all candidates immediately after the decision is

made.

CONCEPT OF SELECTION

MEANING:
Selection is the process of choosing the most
suitable persons out of all the applicants. In this process
relevant information about applicants is collected through
the serious of steps so as to evaluate their suitability for
the job to be filled. Selection is a process of matching of
weeding out unsuitable candidates and finally identified
the most suitable candidate. Selection divides all the
applicants into two categories – (a) suitable, and (b)
unsuitable. Selection may be described as processes of
rejection because generally more candidates are turned
away then are hired.

According to Yoder,
“The hiring process is one of or many
‘go no-go’. Candidates are screened by the application of
these tools. Qualified applicants go on to the next hurdle,
while the unqualified are eliminate”.

Selection procedure:

The selection procedure consists of a

series of steps.

Steps involved in employee selection may be described as

under:
1. Preliminary Interviews:
First of all, initial screening is
done to weed out totally undesirable/unqualified candidate
is the out sets. Preliminary interview is essentially a
sorting process in which prospective candidates are given
the necessary information about the nature of the job and
the organization. Necessary information is also elicited
form the candidates about their education, skills,
experience, salary expected, etc. If the candidate

is found suitable, he is selected for further screening.

Preliminary interview saves time and efforts of both the
company and the candidate. It avoids unnecessary waiting
for the rejected candidates and waste of money on further
processing of an unsuitable candidate. Preliminary
interview helps to determine whether it is worthwhile for a
candidate to fill up the application form. Some of the
jobseekers may be totally experience.

Preliminary interview is brief and generally carried out by a

junior executive across the counter or at the reception
office. Care should be taken to ensure that suitable
candidates are not turned down in a hurry. Preliminary
interview is the first conduct of an individual with the
organization. Therefore, the interview should be
courteous, receptive and informal particularly when the
candidate is being turned down.

2. Application Bank:
Application form is a traditional and
widely used device for collecting information from
candidates. small firms design no application form and the
candidates to write details about their age, marital status,
education, work experience, etc. on a plain sheet of paper.
But big companies use different type of application form
for different jobs. The application form should provide all
information relevant to selection. But reference to castes,
religion, birth place may be avoided as it is regarded an
evidence of discrimination. Generally, an application form
contains the following information.

Identifying information- Name, address, telephone no,

etc

Personal information- age, sex, place of birth marital

status, dependents, etc.

Physical characteristics - Height, weight, eye sight, etc.

Family background

Education- academic, technical and professional.

Experience- jobs held, employee, duties perform salary

drawn, etc.

Reference

Miscellaneous- extra curricular activities, hobbies, games

and sports, membership of professional bodies, etc.

Application form helps to serve several objectives. First

security of the form helps to weed out candidates who are
lacking in education, experience or same other eligibility
traits. Secondary, it helps in formulating questions to be
asked in the interview. Thirdly, data contained in
application forms can be stored for future reference. An
application form duly filled in is also called bio-data or
curriculum vitae. It provides factual information required
for evaluating the candidate.

It is also used as a basic record of personal data for those.

Finally selected.

3. Selection Test:
Psychological test are being
increasingly used in employee selection. A test is a sample
of some aspect of an individual’s attitudes, behavior and
performance. It also provides a systematic basis for
comparing the behavior, performance and attitudes two or
more persons. Testes are based on the assumption that
individual differ in their job related traits which can be
measured. Tests help to reduce bias in selection is serving
as a supplementary screening device. Testes are helpful in
better matching of and candidate and the job. Tests may
also reveal qualifications which remain converged in
application form and interview. No test however is fool
proof. At best it reveals that the candidates who have
scored above the predetermined cut off points are likely to
be more successful than those scoring below the cut off
point. Tests are useful only when they are properly
designed and administered.

4. Employment Interview:
 An interview is a conversation
between two persons. In selection it involves a personal,
observational and face to face appraisal of candidates for
employment. Interview is an essential element of selection
and no selection procedure is complete without one or
more personal interviews. The information collected
through application and test can be cross-checked in the
interview.

A selection interview serves three purposes: (a) obtaining

information about the background, education, training,
work history and interests of the candidates, (b) giving
information to candidates about the company, the specific
job and personal policies; and (c) established so as a
motive the successful applicant to work for the
organization. In practice, however, interview becomes a
one side affair serving only the first purpose.

Further details on interview are given later.

5. Medical Examination:
Applications who have crossed the
above stages are sent for a physical examination either to
the company’s physician or to a medical officer approved
for the purpose. Such examination serves the following
purpose:

It determines whether the candidate is physically fit to

perform the job. Those who are physically unfit are
rejected.

It reveals existing disability and provides a record of the

employee’s health the time of selection. This record will
help in setting company’s liability under the Workman Act
for claim for an injury.

It prevents the employment of people suffering from

contagious diseases.

It identifies candidates who are otherwise suitable but

requires specific jobs due to physical handicaps and
allergies.

6. Reference Checks:
The applicant is asked to mention in
his application from the names and address of two or three
person who know him well. These may be previous
employers, heads of educational institutions or pubic
figures. The organization contacts them by mail or
telephone. They are requested to provide their frank
opinion about the candidates without incurring any
liability. They are assured that all information supplied will
be kept confidential. In government and public sector
organizations, candidates are generally required to route
their application thought their present employers, if any.
The opinion of reverence can be useful in judging the
future behavior and performance of candidate. But it is not
advisable to rely exclusively on the referees because they
are generally biased in favour of the candidates.

7. Final Approval: in most of the organizations, selection

process is carried out by the human department. The
decisions of this department are recommendatory. The
candidates short-list by the department are finally
approved by the executive of the concerned
departments/units. Employment is offered in the form of an
appointment letter mentioning the post, the rank, the
salary grade, the date by which the candidates should join
and other terms and conditions in brief. In some
organizations a contracts of service in judicial paper is
signed by both the candidates and the representative of
the organization. Appointment is generally made on
probation of one or two yeas. After satisfactory
performance during this period the candidate is finally
confirmed in the job on permanent basis or regularized.

CHAPTER 4
 RECRUITMENT IN INDIA GLYCOLS LTD
Method they are using for recruitment Process
Internal Sources
External Sources

In internal sources they use these sources

(i) Employee Referral
(ii)Previous Training
(iii) Promotion

1. Employee Referral:- It means an individual working in

an organization make an effort to get the vacancy in the
organization for his friend on any relative. this type of
recruitment affects the quality of organization. India
glycols ltd, used this type of recruitment.

2. Previous Training: - India glycols ltd provides training to

their employee for some higher designation. It is because,
their employs are well aware of the atmosphere and
working conditions of the organization. They recruit their
employee’s n the bases of previous training.

3. Promotion: - India glycols ltd frequently uses the

technique of promotion. in the process of promotion first
the transfer the location of iob and increase the
designation and salary as well.

It improver the motivation of employees and make

them able to work with their full enthusiasm.

4. External Sources of recruitment.:- The most commonly

techniques used by him is the street boarding
While they use all the type of print media i.c.
newspaper, hoarding, in local area they also uses
electronic strips and T.V.

SELECTION PROCESS IN INDIA GLYCOLS LTD

1. Method they use in selection of workers

i. They don’t take any formal interview of workers.

ii. They select workers on the based of their skills.

iii. Education and personality don’t matter in the

selection of workers.

2. Method they use is selection of middle mat.

 i. For the selection of middle mgmt. they take formal
interview of candidate.

ii. They vacant intelligence, aptitude, ability,

knowledge and experience pay major role in their
selection.

iii. They also use some written test for the selection
of middle management.

CONCLUSION

Effective recruitment and selection as plays a vital role in

the index of process and product quality, timely
achievement of target. External and internal customer
satisfaction, overall company image and growth.
 Without recruitment and selection no organization can
survive and complete with the global challenge. This
project provide me an opportunity to understand the
company’s strategies and various program launched by
the company.

Recommendation

• Before the appointment offer is issued pre-appointed

formalities are to be completed including medical test and
verification of character to ascertain that candidate is of good
character.

It was found that communication is issued to the

concerned employee only in case of adverse remarks or
the overall assessment being not satisfactory. However it
is very essential to communicate positive feedback also,
which the management can use as a motivating tool.

New starters should know about company policy and

standards job related procedures techniques method and
workplace.

In the PAR form, there should be an opportunity for the

employee to express their views and do a type of self-
assessment on all parameters to make it more effective
and acceptable.

it was noticed that many employee feel that the PAR is not
fair and hence a need for 360 degree appraisal system is
felt in which the employees performance can be judged by
superior and subordinate so that appraiser’s biases (if
any) can be avoided.

The PAR form should be modified such that there are two
sections-one where employees himself is able to identify
the areas where he feel he is lacking and needs training
and the other sections where appraiser identifies the
employee’s training needs.

Market survey of EO/EG based products having export

potential be undertaken for exporting value added
products.

BIBLOGRPHY
BOOKS REFFERED

1. Prof. P.A Noronha- Human Resources Management.

2. Kothari, C.R –Research management, Vishwa

Prakashan.

3. Tripathi P.C, Human Resource Development

Solution Chandson’s New
Delhi.

4. Mamoria CB and Gankar personnel management

1999, Himalaya
publishing House Delhi.

WEBSITES

www.indianglycols.com

www.hrtools.com

wwwgoogle.com
 INDIAN GLICO LTD

Dear Respondent,

I am Sundeep Kumar Singh, student of Sri Ram Institute Of

Management &
Technology, Kashipur,. I am working on a project namely
“RECRUITMENT& SELECTION IN INDIA GLYCOLS LTD”. As a
part of this project, I need to collect the views of the
employees of this organization regarding their satisfaction
level with the performance appraisal system being
practiced here. For this purpose I have designed a
questionnaires, which would help me analyze the same.
This questionnaire will be used for academic purpose and
the response will be kept confidential. Your co-operation in
filling up this questionnaire is essential for the successful
completion of my project work.

Thank You

ANAYSIS & INTERPRETATION

Question 1 - Performance Appraisal is an important tools

for Promotion and development of employees in INDIAN
GLICO LTD.

Response No. of % of Response

Response
 Agree 44 67.69

Agree to Some 19 29.23

Extent

Disagree 2 3.07

Agree

Agree to Some
Extent
Disagree

Interpretation -
From the graph, it is clear that Performance
Appraisal meets its Objective of assessment for job promotion
and development of employees.

Question 2 - Performance Appraisal strengthen the

relationship between supervisor and sub-ordinates.
Response No. of % of
Response Response

Agree 29 44.61

Agree to 27 41.53
Some
Extent

Disagree 9 13.84

Agree

Agree to Some
Extent
Disagree

Interpretation -
It was fund out that employee’s feel that
Performance Appraisal system helps in improving the
relation between supervisors & subordinates.
Question 3 - Performance Appraisal system in INDIAN
GLICO LTD is transparent, fair and well communicated.

Response No. of % of
Response Response

Agree 21 32.30

Agree to 30 46.15
Some
Extent

Disagree 14 21.53

Agree

Agree to Some
Extent
Disagree

Interpretation -
By transparent, fair & well
communicated it means that the Performance Appraisal
System is through with the employees & they get to know
the feedback from time to time in a fair & well transparent
manner. The responses show that employees are agree to
extent.

Question 4 - Performance Appraisal System work process

quantitatively and qualitatively.

Response No. of % of
Response Response

Agree 29 44.61

Agree to 24 36.61
Some Extent

Disagree 12 18.46

Agree

Agree to Some
Extent
Disagree

Interpretation –
 According to this it suggests that the
subjective as well as the objective both the factors are taken into
consideration. The performance of any employee cannot be
measured merely in terms of number as a qualitative judgments is
also required fro this. Here almost all the employees are agree that
performance monitors most quantitatively & qualitatively.

Question 5 – Wage remuneration should made on basis of

Performance Appraisal.

Response No. of % of
Response Response

Agree 10 15.38

Agree to 18 27.69
Some
Extent

Disagree 37 56.92

Agree

Agree to Some
Extent
Disagree
Interpretation –
Great variation has seen in this part.
15.38 % employees agreed upon this while 56.92 %
employees disagreed upon that wage decision should be
made on basis of Performance Appraisal.

Question 6 - Rather than evaluation by controlling officer,

it should be 360 Degree Appraisal System.

Response No. of % of
Response Response

Agree 34 52.30

Agree to 16 24.61
Some
Extent

Disagree 15 23.07

Agree

Agree to Some
Extent
Disagree
Interpretation –
There is very strong demand towards
the need for an appraisal system that uses 360 degree
approach. More then 52% people feel that 360 degree
should be present there to judge the performance.

Question 7 - The present Performance Appraisal System

creates motivation to improve performance.

Response No. of % of
Response Response

Agree 34 52.30

Agree to 18 27.69
Some
Extent

Disagree 13 20

Agree

Agree to Some
Extent
Disagree
Interpretation – Most of the respondents to the fact that
PAS creates motivation to improve performance.

Question 8 - Is there any necessary of Performance

Appraisal system in INDIAN GLICO LTD?

Response No. of % of
Response Response

Yes 59 90.76

No 6 9.23

No
Yes
Interpretation – A large no. of respondents feels that
PAS should be there in INDIAN GLICO LTD.

QUESTIONNAIRS
Recruitment & Selection

NAME: ----------
DESIGNATION: ---------
AGE: ------------
DEPARTMENT: ----------
GENDER: --------

Do you feel that the recruitment & selection policies are

well planned & implemented or not?

Well planned
Well implement
Not well planned
Not well planned

With whom you people felt more comfortable during your

selection interview?
Expert
Supervisor
Senior personal of Department

3) What you think which source is best for the recruitment

and selection.

Press advertisements
Recommendation
Gate recruitment
Casual callers

4) On basis recruitment and selection is done.

Experience
Merit
Both

5) Which tests you have to give during selection

procedure.

Mechanical Apt. test

Work sample test
Skill test
All of these

6) Do you need some training after recruitment and

selection (if you get selected) or not?
Yes

No

7) Is any job-security promised by your company, at the

time of selection?

Yes
No

8) During your selection interview which preference did

you give for your job selection?

Abroad
India
Anywhere

9) Are you satisfied with the present recruitment and

selection policies?

Satisfied
Well satisfied
Rather satisfied
Not satisfied

10) What are your reasons for the dissatisfaction, from the
recruitment and selection process?

Biasness
Non-equality
Complex procedure

11) Do you think the recruitment and selection policies

practiced needs changes?

Yes
No

12) In case your answer is Yes to the above question, what

change would you suggest?

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