RESEARCH REPORT On

THE STUDY OF RECRUITMENT & SELECTION IN MUDRA LIFESTYLE LIMITED

Submitted in partial fulfillment for the award of the Degree MASTER IN BUSINESS ADMINISTRATION (Batch 2010-2012) Under Guidance of:
Mr.Prashant Singh

Submitted By:
Harsh kathuria 10101268 3rd Semester

GURU JAMBHESWAR UNIVERSITY OF SCIENCE & TECHNOLOGY,HISAR (HARYANA)

CONTENTS
1. Preface 2. Acknowledgement 3. Declaration 4. Introduction 5. Executive summary 6. Industry profile 7. Company profile 8. History of textile 9. MUDRAs products 10. My Job Profile Recruitment 11. Research Methodology 12. SWOT Analysis 13. Conclusion 14. Recommendations 15. Bibliography

PREFACE

As research report is an integral part of MBA Program for the partial fulfillment of the course. I got the opportunity to undertake my research report in MUDRA LIFESTYLE LIMITED. I have done The study of Recruitment & Selection procedure of staff & workers at BOISAR(MAHARASHTRA) . As such I hereby Present my research report for evaluation, which gives an insight over the current potential, prevailing in MUDRA LIFESTYLE LIMITED. Harsh kathuria sem. S&T,HISAR 10101268 M.B.A 3rd GJU Roll No.

ACKNOWLEDGEMENT
I wish to express my deep sense of gratitude to MR. PRASHANT SINGH (Regional Manager) MUDRA LIFESTYLE LIMITED, BOISAR for his valuable guidance, advise and suggestion, during the course of this study. Positive thinking, hopeful attitude and optimistic outlook and indispensable qualities that are developed by an instructor to his students. He enables them to face the problem in different ways for success. I feel great pleasure to express my cordial thanks to MR.SANJAY PANDEY (CLUSTER HEAD) for his Expert guidance and encouragement for my research work. And finally but immensely I express my gratitude to my parent and faculties who inspired me all the time with their love and support, also my friends who always help me in the course of study.

HARSH KATHURIA

CANDIDATE DECLARATION
I hereby declare that the resarch report prepared and submitted by me is the original work, the report is based on the data collected by me during the research work.

During my research I worked under the able guidance of Mr. PRASHANT SINGH (Area Manager) MUDRA LIFESTYLE LIMITED (BOISAR).

(HARSH KATHURIA)

INTRODUCTION

REPORT TITLE: The study of recruitment & selection procedure in

MUDRA LIFESTYLE LIMITED.

OBJECTIVE: To understand the procedure of recruitment and

selection in MUDRA LIFESTYLE LIMITED.

INTRODUCTION OF THE COMPANY: MUDRA

LIFESTYLE LIMITED is an India-based integrated textile company. The Company is mainly engaged in the business of manufacturing of textiles consisting of fabric and garments. It operates in a single segment: textile products. The Companys product portfolio consists of finished fabric, processing and garments, which include shirts, tops, skirts and kids wear.It started its operations in 1997 with name of BOMBAY FINE FABRICS Pvt. Ltd...,, bt w.e.f DECEMBER 2005, it bears the name tag of MUDRA LIFESTYLE LIMITED. .

EXECUTIVE SUMMARY

Executive summary

The textiles and garments industry is one of the largest and most prominent sectors of Indian economy, in terms of output, foreign exchange earnings and employment generation. The textile Industry is crucial to the Indian economy in terms of contribution to GDP and employment. It contributes about 4% to the GDP, accounts for over 14% of total industrial production, generates 8% of the Central excise revenue and contributes around 35% of gross export earnings in trade and 16% of gross export earnings. The sector is the 2nd largest employment provider after the agriculture sector, employing over 35 mn people directly.

INDUSTRY PROFILE

The Indian industry is amongst the very few in the world that is truly vertically integrated from raw material to finished products. It contains within itself, fibre-production, spinning, knitting and weaving, as well as apparel manufacture. Indian industry has consistently remained flexible in terms of production quantity and lead time. While typical production runs are governed by fabric colour minimums, India presents the possibility of producing quantities as low as to a few hundred

pieces. This capability is especially critical in an unpredictable market where retailers and brands are looking to source even smaller quantities of product, increasingly closer to the season. The policy environment that was unfavorable to large-scale manufacturing in the past has also created an unintended strength - a base of design, product development and merchandising capability. A major gap in Indian industry is its fragmented industry structure with a dominance of small scale industries. Small scale also brings with it the problem of productivity. Smaller companies often do not have the resources to invest in appropriate technology or retraining, or in the re-engineering of processes. While skilled Indian labour is inexpensive in absolute terms, due to lower productivity levels, much of this advantage is lost by small firms. The fragmentation of supply base also creates barriers in achieving true integration between the various links in the supply chain. This creates issues of lack of control and lack of consistent or

reliable performance. The huge geographical spread further complicates this issue. There are certain macro-level disadvantages that India faces as a country. For one, it has a global logistics disadvantage due to its geographic location. Unlike its competitors Mexico (for the US), Turkey (for the EU), and China (for Japan and the US West Coast), India is distant from all the major markets. Therefore, the cost of shipping is high and shipping time adds to the disadvantage. Cost of shipping is also affected by the fact that inbound freight traffic has been low - therefore, container movement is not at its most costefficient. This is changing as India imports more products and inbounds freight traffic increases.

COMPANY PROFILE

Companys profile India-based integrated textile company. The Company is mainly engaged in the business of manufacturing of textiles consisting of fabric and garments. It operates in a single segment: textile products. The Companys product portfolio consists of finished fabric, processing and garments, which include shirts, tops, skirts and kids wear.It started its operations in 1997 with name of BOMBAY FINE FABRICS Pvt. Ltd...,, bt w.e.f DECEMBER 2005, it is bearing the name tag of MUDRA LIFESTYLE LIMITED.

MUDRA LIFESTYLE LIMITED

One of the biggest Textile indusrty in India.

Broad spectrum for export & local market are settled.

 Multiple units exists.

VALUES Experience of our promoters. Integrated production facilities. Flexibility in production facilities. Designing capabilities.
Respect & team spirit.

Coordination.

HIERARCHY OF MLL

CHAIRMAN BOARD OF DIRECTORS JOINT DIRECTOR

EXECUTIVE DIRECTOR CEO VP ASST. MANAGER

OBJECTIVE OF THE STUDY

Objective Of Study
To understand the procedure of recruitment and selection of Mudra lifestyle limited.

To know about Textile industry, its oprations and management.

To find the suitable person for the recruitment of staff & workers.

HISTORY OF TEXTILE

History of Textile
The story so far

The term 'Textile' is a Latin word originating from the word 'texere' which means 'to weave' Textile refers to a flexible material comprising of a network of natural or artificial fibers, known as yarn. Textiles are formed by weaving, knitting, crocheting, knotting and pressing fibers together. Textile Museum is that specialized category of museum which primarily preserves different types of textile and textile products. The history of textile is almost as old as that of human civilization and as time moves on the history of textile has further enriched itself. In the 6th and 7th century BC, the oldest recorded indication of using fiber comes with the invention of flax and wool fabric at the excavation of Swiss lake inhabitants.In India the culture of silk was introduced in 400AD, while spinning of cotton traces back to 3000BC. In China, the discovery and consequent development of sericulture and spin silk methods got initiated at 2640 BC while in Egypt the art of spinning linen and weaving developed in 3400 BC.The discovery of machines and their widespread application in processing natural fibers was a direct outcome

of the industrial revolution of the 18th and 19th centuries.The discoveries of various synthetic fibers like nylon created a wider market for textile products and gradually led to the invention of new and improved sources of natural fiber.

Textile History of Various Countries: India Indian textile enjoys a rich heritage and the origin of textiles in India traces back to the Indus valley Civilization where people used homespun cotton for weaving their clothes.Rigveda, the earliest of the Veda contains the literary information about textiles and it refers to weaving. Ramayana and Mahabharata, the eminent Indian epics depict the existence of wide variety of fabrics in ancient India. These epics refer both to rich and stylized garment worn by the aristocrats and ordinary simple clothes worn by the common people. The contemporary Indian textile not only reflects the splendid past but also cater to the requirements of the modern times. Japan In 1869 the capital of Japan was shifted from Kyoto to Tokyo and from this time onwards the Nishijin weaving tradition seemed threatened with

extinction. The industry again started to grow along with Japan's new capitalist economy by 1890 when the Nishijin weavers embraced and applied modern technology to their own ancient and original textile art. The textile art of Japan particularly reached an epitome of excellence by exhibiting a cultural distinction and remarkable artistic skill in the Edo and succeeding Meiji periods (1868 - 1912). China Chinese textiles enjoy an excellent heritage in textile sector and occupy a prominent position in the global textile market. Chinese textiles are world famous and extraordinary for their fine quality and profound symbolic meanings. Textiles in china often form an integral aspect of its heritage and symbolically reflect its tradition and culture.In China, textile is often closely associated with prosperity and involved in the process of elaborate rituals. Parents' spontaneous love for their children is most visibly reflected through the excellent clothes they provide on festive occasions to their children.These clothes are made up of expensive materials and excellent craftsmanship.

MLLS PRODUCTS

 Deals in FABRICS READYMADE CLOTHES MENS WEAR LADIES TOPs SKIRTS

RECRUITMENT AND SELECTION PROCESS

RECRUITMENT
Recruitment is the process of exploring the sources of supply of the required personnel and stimulating the prospective employee to apply for job in the organization. Recruitment is the first employees process, which aim to developing and maintaining manpower resources for the organization. Recruitment is a positive process because it attracts a large number of qualified people from which the final selection can be made. According to E. MC Farlan it is the process of attracting the potential

employees to the company. The aim of recruitment policy should be to attract good quality applicants and to undertake reliable and cost effective selection decisions. According to Flippo , recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. Recruitment needs are of three typesPlanned Anticipated Unexpected

SOURCES OF RECRUITMENT

RECRUITMENT

INTERNAL SOURCES 1.Transfers 2.Promotions

EXTERNAL SOURCES 1. Press Advertisement 2. Educational Institutions 3. Placement Agencies 4. Employment Exchanges 5. Labour Contractors 6. Recommendations 7. Unsolicited Applicants

INTERNAL SOURCES Internal sources consist of the following

1. Permanent, temporary and casual employees already on the pay of the organization are a good source. Vacancies may be filled up from such employees through promotions, transfers, and upgrading and even demotion. 2. Retired and retrenched employees who want to return to the company may be rehired. 3. Dependents and relatives of deceased and disabled employees.

EXTERNAL SOURCES

External sources of recruitment lie outside the organization. These are as follows:

1. EDUCATIONAL AND TRAINING INSTITUTIONS

Various institutes provide facilities for campus interviews and placement. Good institutions have placement cells/officers to serves as liaison between the employers and the students. This source is known as campus recruitment.

2. RECRUITING AGENCIES
Several private consultancy firms e.g. A.F. ABC consultants etc. these agencies are particularly suitable for recruitment of executives and specialists. They perform all the functions of recruitment and selection so that the client is relieved of this burden. But the cost of recruitment through these agencies is quite high.

3. EMPLOYMENT EXCHANGES
Government of India has established public employment exchanges throughout the country. These exchanges provide information about job vacancies to the jobseekers and help employers in identifying suitable candidates. They contain a data bank of candidates for different types of jobs.

4. CASUAL CALLERS
Due to widespread unemployment in the country, many jobseekers visit the offices of well-known companies on their own. Such caller is 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 level jobs. It is very expensive source of recruitment.

5. LABOUR CONTRACTORS
Manual workers can be recruited through contractors who maintain close links with the sources of such workers. This source is often used to recruit labour for construction jobs.

6. GATE RECRUITMENT
Unskilled workers may be recruited at the factory gate. In some industries like jute a large number of workers works as badly or substitute workers. These may be employed whenever a permanent worker is absent. More efficient among these badly worker may be recruited to fill permanent vacancies.

7. SIMILAR ORGANISATION
Experienced employees can be recruited by offering better benefits to the people working in similar organizations. Newly established organizations of well-known business houses often lure experienced executives and technical experts from the public sector.

1. RECOMMENDATIONS
Office bearers of trade unions are often aware of suitability of candidates. Management can enquire these leaders for suitable jobs. In some organizations there are formal agreements to give priority in recruitment to the candidates recommended by the trade union.

2. PRESS ADVERTISEMENTS
Advertisements in newspapers and journals are a widely used source of recruitment. The advantage of this method is that it has a very reach. One advertisement in a leading daily can cover millions of persons throughout the country. Cost per person is very low. This method can be used for clerical, technical and managerial jobs.

STEPS IN RECRUITMENT PROCESS

The recruitment process consists of the following steps 1. Recruitment process generally begins when the personnel department receives requisitions for recruitment from any department of the company. 2. Locating and development the sources of required number and type of employees. 3. Identifying the prospective employees with required characteristics. 4. Communicating in the information about the organization, the job and the conditions of service. 5. Encouraging the identified candidates to apply for jobs in the organization. 6. Evaluating the effectives of recruitment process.

METHODS OF RECRUITMENT
Recruitment methods are the means by which an organization establishes contact with potential candidates, provide them necessary information and encourages them to apply for jobs. Various methods employed for recruiting employees may be classified into the following categories

1. DIRECT METHODS
Under direct recruitment scouting, employee contacts, manned exhibits and waiting lists are used. These include sending traveling recruiters to educational and professional institution; employee contact with public and manned exhibits. Most college recruiting is done co-operation help in attracting students, arranging interviews furnishing spaces, and providing student resumes. Other, direct method include sending recruiters to conventions and seminars, selling up exhibits at fairs, and using mobile offices to go to the desired centers. Some organizations use waiting lists of candidates who have indicated their interest in jobs in person, through mail or over telephone.

2. INDIRECT METHODS
Advertisements in newspapers, journals, on the radio and television are used to publicist vacancies. This method is appropriate when the organization wants to reach out of a large target group scattered geographically. Local newspaper can be a good source of blue-collar worker, clerical employee and low-level administrative employee. According to advertisement tactics and strategy in personal recruitment, three points need to be born in mind before and advertisement is inserted. FIRST, to visualize the type of application one is trying to recruit.

SECOND, to write a list of the advantages of the company offers in the other word, why the reader should work for the company. THIRD, to decide where to run the advertisement, not only in which area but in which newspaper having a local, state or nation wide circulation.

3. THIRD PARTY METHODS

Various agencies can be used to recruit personnel. In addition, friends and relations of existing staff and deputation method can also be used. These include the use of commercial or private employment agents, state agencies, placement office of school colleges and professional association, casual labor or application at the gate etc.

SELECTION PROCESS
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 a series of steps so as to evaluate their stability for the job to be filled. Selection is the process of matching the qualifications of applicants with the job requirements; selection divides all the applicants into two categories Suitable Unsuitable The purpose of selection is to pick up the right person for every job. Selection is an important function as no organization can achieve its goals without selecting the right people. Faulty selection leads to wastage of time and money and spoils the environment of an organization. Scientific selection and placement personnel can go a long way in building up a stable work force. It helps to reduce absenteeism and labour turnover. Proper selection is helpful in increasing the efficiency and productivity of the enterprise. The selection process can be successful if the following conditions are satisfied. 1. Some one should have the authority to select. This authority comes from the employment requisition as developed through an analysis of the workload or work force.

2. There must be some standard of personnel with which applicant can be compared. 3. There must be a sufficient number of applicants from whom the required number of employees may be selected.

SELECTION PROCEDURE
The selection procedure consists of a series of steps. Steps involve in employee selection may be described as under:

1. PRELIMINARY INTERVIEW
First of all, initial screening is done to weed out totally undesirable/unqualified candidates at the outset. Preliminary interview is essentially assorting process in which prospective candidates are given the necessary information about the nature of job and the organization. Preliminary interview saves time and efforts both the company and candidate. It avoids unnecessary waiting for a rejected candidate 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 application form. Preliminary interview is the first contact of an individual with the organization.

APPLICATION BLANK
Application from is a traditional and widely used device for collecting information from candidates. Small firms design no application from and ask the candidates to writ details about their age, marital status, education, work experience, etc. On a plain sheet of paper. But big companies use different types of application forms for different jobs. Generally, an application form contains the following information:
2. Identifying information name, address, telephone no, etc 3. Personal information- age, sex, place of birth, martial status, dependents,

etc
4. Physical characteristics- height, weight, eye sight, etc

5. Family background
6. Education- academic, technical and professional 7. Experience- job held employers, duties performed, salary drawn, etc.

8. References
9. Miscellaneous- extra curricular activities, hobbies, games and sports,

membership of professional bodies, etc.

SELECTION TEST
Psychological tests are being increasingly used in employee selection. A test is a sample of some aspect of an individuals attitudes, behavior and

performance. It also provides a systematic basis for comparing the behavior, performance and attitudes of two more persons. Test are based on assumption that individual differ in their in their job related traits which can be measured. Test helps to reduce bias in the selection by serving as a supplementary screening device. Tests are useful when the number of applicants is large.

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. A selection interview serves three purposes Obtaining information about the background, education, training, work history and interests of the candidate, Giving information to candidates about the company, the specific job and personnel policies Establishing a friendly relationship between the employer and the candidate so as to motivate the successful applicant to work for the organization.

MEDICAL EXAMINATION

Such examination serves the following purposes It determines whether the candidate is physically fit to perform the job. Those who are physically unfit are rejected. It reveals existing disabilities and provides a record of the employees health at the time of selection. It prevents the employment of people suffering from contagious diseases.

REFERENCE CHECKS

If an applicant is declared successful, some personal information is collected about the candidate from those persons who have been entered in the form as reference. This information is chiefly connected with the character of the applicant, his social relations background etc. The opinion of referees can be useful in judging the future behavior and performance of a candidate.

FINAL APPROVAL
The final interview is usually conducted in two stages. FIRSTLY, the personnel manager gets a detailed information about the applicant and after they are found competent after his assessment, they are send to department manager concerned for interviews. SECONDLY, the department managers satisfy themselves after a tete-a-tete in detail about the nature of work and then they are declared successful.

PSYCHOLOGICAL TESTS
Psychological tests are being increasingly used in selecting employees. These tests provide a systematic procedure for sampling human behavior. Psychological tests are based on assumption that no two individual are equal in term of intelligence, attitudes, personality and other traits. Psychological tests help to predict the success of a candidate on the jobs. They help to reduce bias and subjective judgment in the selection process. They are more useful for identifying and screening out unsuitable candidates. Tests are also critised for invading the privacy of candidates.

TYPES OF TESTS

1.APPTITUDE

OR POTENTIAL ABILITY

These tests measure the latent ability or potential of a candidate to learn a new job or skill. Such tests are of the following types:

A. MENTAL OR INTELLGENCE TESTS

The assumption behind this test is that a more intelligent person can easily and quickly learn any job and the enterprise do not have to spend more on their training.

B. MECHANICAL APTITUDE TEST

These tests are measure a persons capacity to learn a particular type of mechanical work. Capacity for spatial visulation, perceptual speed etc. these are useful for selecting apprentices maintenance workers and mechanical technicians.

c.SKILL TEST
These tests measure a persons ability to perform a specific job. These are primarily used for selecting worker who has to perform semi-skilled and repetitive jobs.

1. ACHIEVEMENT OR PROFICIENCY TEST

These teste are measure what a person can do. Their tests are of two types

A. JOB KNOWLEDGE TEST

Such tests are useful in the selection of stenographers, typist, office worker etc.

B. WORK SAMPLE
In these tests a candidate is given a piece of work to how efficiently he does it.

2. PERSONALITY TEST
These tests are used to select supervisors and executives and for counseling people. These are widely used in industry as these provide an all round picture of a candidates personality. These are of three types

A. OBJECTIVE TESTS
These tests measure neurotic tendencies, self-sufficiency and self-confidence.

B. PROJECTIVE TESTS
The way in which he responds to these stimuli reflect his own values and motives and personality.

C. SITUTATION TESTS
Group discussion and basket methods are used to administer these test these test measure a candidates reactions when placed in a particular situation.

3. INTEREST TESTS
These test are inventories of a candidates like and dislikes in relation to work. There are used to discover a area of interest and to identify the kind of work that will satisfy him.

DATA ANALYSIS AND INTERPRETATION

RECURITMENT AND SELECTION PROCESS AT MUDRA

WHEN VACANCY ARISES IN ANY DEPARTMENT

In ICICI the procedure of selection and recruitment starts by the availability of vacancy in any department. The head of the related department consult with the HR Manager in case of vacancy and than process starts.

FIND OUT EXTERNAL OR INTERNAL MEMBER

The nature of vacancy is main aim of dependence an internal and external source of member. The internal members are those members who are already on the payroll.

First preference should be given to internal employees. After that external should be taken if internal not find out suitable. If the post is vacant promotion is done or the post is merged and the power and duties of that post are given to its relative post holder.

ADVERTISING IN THE NEWSPAPER OR CONSULTANT

After that the advertising for vacancy is given in the newspaper or some consultant by the permission of general manager (HR and ADM.) the no of vacancies, qualification, and work experiences are mentioned in the advertisement and the last date for submission of the application.]

RECOVERY OF APPLICATION
When the advertisement is published in the newspaper, the applications are received against the advertisement and against some private agencies. Unconsolidated applications are also received from the applicants, who mark direct esquires from the company time to time for the vacancies. These applications are put up into the live bio-data bank for consideration.

SUITABLE APPLICATION OF CANDIDATE

A pool of application is received and then suitable application of the candidate is selected. Only those applications are selected who satisfy all the requirement of the desired vacancies end other are rejected by the panel, left applications are put into application blank.

CALL FOR INTERVIEW

After selection of applicant the selected applicant informed to face the interview. They are informed about the data, time and venue of the interview and they are asked to bring their qualification certificate and additional certificate if needed. The candidate who applies for the post of managers and above is given traveling allowances by the company.

INTERVIEW PANEL
The candidates who are selected for the interview have to face the panel of members. This panel includes HR Manager

G.M (manufacturing) G.M (HRD& ADM.) HOD If the vacancy is some technical job then the panel includes G.M (engg.) for technical job G.M (fin.) for commercial job Each member of penal has an assessment sheet containing 100 marks and these are as follows

S.NO particulars Academic record Subject knowledge General knowledge Overall personality Overall suitability

total marks obtained 20 40 20 10 10 100

Date Name Designation

signature

After passing the panel interview if the panel member thinks the candidate is suitable for the job he is send to MD for final interview.

OFFICE LETTER
After the selection of candidate the offer letter is provided to the candidate, which includes all the rules and regulations of the company. The salary is also mentioned in offer letter.

APPOINTMENT LETTER

The appointment letter is given to the candidate, which mentions the post and date of meeting with the GM regarding the joining date.

JOINING LETTER

When the candidate go in the company after getting the appointment letter and satisfy all the terms and condition of the company, he gives a written letter that I have joined the post from this particular date and time.

MY JOB PROFILE RECRUITMENT OF STAFF & WORKERS IN MLL

Recruitment and Selection of Staff & workers in MLL

As we know that Recruitment involves seeking and attracting a pool of people, from which qualified candidates for job vacancies can be chosen. Recruitment sets out the necessary stages to clarify what kind of person is required, where he/she might be found and how to make the right choice.

Recruitment in MLL is also a very impressive criterion because in this process we need to recruit and select those persons who bear some special characteristics, which are very necessary to machines & office work. Formation of fabric is an tangible product and it needs those qualified workers who are able to deal with big machines.

Sequence of recruitment process in MLL The Human Resource symbolizes the main element of any Organization. Due to which recruitment and selection is of prime importance as the vehicle for obtaining the best possible person.

Our Organization gives emphasis on the recruitment system and in order to set up the system we have framed the policies according to their conveniences. Purpose of recruitment is to identify and define the requirements. This involves the preparation of job descriptions, job specification and person specifications and placing a right person in a right place at a right time. MLL. also recognizes to meet its strategic objectives; it must have an appropriate Recruitment Policy. A policy, will demonstrate a high standard of professionalism and provide a systematic and effective recruitment procedure. MLL Recruitment Policy is based on the following: Fair and consistent procedure. No discrimination based on the ground of sex, race, religion or disability.

MLLs Recruitment System is based on the following: a) External Recruitment System Advertisement published through job portals e.g.: print media and consultancy etc.

b) Internal Recruitment System Employee referrals in special cases. Screening/ short listing the CVs of the candidates applied for the post. Formation of Core Committee Members Scheduling the interview. Selection procedure as per MLL norms as follows:

i. ii. iii.

Preliminary interview Filling up employment form Final interview with the Director/ VP HR.

Appointment procedure. Joining Procedure as per MLL norms as follows: i. Back ground check is done with the help of address proof, testimonials and ID proof of the newly recruited employee.

Selection Procedure in MLL The following recruitment procedure is used for recruiting people based on the requirements from the different departments. In MLL, after the approval, the core committees of members are selected by the Director/ HR Head for the recruitment of appropriate staff for filling the vacant position.

MLL. gives the prior preference to the internal staff members whose contract period is on a verge to get over and also who are competent enough for requirement of the post. If the internal staff does not match the requirement then MLL. applies external recruitment system for the external candidates to fill the requirement. The first step in this process is that the job profile is decided by the HR Head with the consultation of Core Committee Members. External Recruitment System:

Advertisements published through the following: Print media: MLL publishes the advertisement through

the local & national level newspaper based on the requirement.

Job portals: MLL Publishes the advertisements through job related websites.

Consultancies: MLL also contacts them for filling the vacant position.

Internal Recruitment System:

Screening/ short listing of the candidates: The CVs of the

candidates are short listed as per the requirements of the Core Committee Members with the consent of Director/ HR Head. After short listing the CVs, the candidates are called for the interview.

Interview by the Core Committee of the selected candidates: Preliminary Interview HR. Written test in Hindi & English (If required). Interview taken by Panel members. Final Interview taken by the Director/ HR Head.

During the preliminary selection process, the candidates are asked to take the written examination in both Hindi & English in order to judge the writing skills of the candidates. The Panel Members are provided with a set of evaluation sheet which the members fill while taking the interview and they give their feedback (score) on the different criteria and comments on the basic weakness & strengths of each candidate. As per the performance of each candidate in the written examination as well as in the personal interview with the Core Committee Members the list is prepared

and submitted to the Director/ HR Head. The final interview of the selected candidates is taken by the Director/ HR Head and the negotiation for the salary is done during the time interview and the result is declared after a day or two. Appointment Procedure: Appointment Letter is designed

and sent to the selected candidate via email with joining date mentioned in the letter. The appointment letter contains the following: a) The Roles and Responsibilities to be undertaken by the candidate. b) Designation c) Scale d) Grade e) Period of probation last but not the least the testimonials are also checked as a part of appointment procedure.

Induction Procedure: The newly recruited members

are formally introduced to other staff members of MLL in the first day of their joining.

RESEARCH METHODOLOGY

RESEARCH METHODOLOGY; The technique of finding fact from the raw data , We use sample technique. SAMPLE:Sampling is simply the process of learning about population on the basis of a sample drawn from it .Under this method , I had taken some group of BOISAR unit as the representative of the whole mass and result is drawn.

It is a method to make social investigation practicable and easy. A statistical sample is a miniature picture or cross section of entire group or aggregate from which the sample is taken. A sample is the reflection of the universe and bears all the characteristics of the universe. I have taken,150 sample from boisar population.+ SAMPLE SIZE Various BOISAR workers are covered in order to fill the questionnaire. I interacted with 150 individuals in order to know about there interest in work in accordance with MUDRA LIFESTYLE. SAMPLE SIZE --- 300.

Instrument used We have used several instruments for this project 1. We have discussed about the advertisement of the job to the various newspaper managers.

2.

Using questionnaire for the target group of the people who want to recruit in the company.

Methods of Data Collection There are three main methods, which we have used in the company for recruitment procedure: 1. Direct Method Mr. SANJAY PANDEY Regional HR Manager of the company acted as a Placement Officer. He sent representatives in many othet companies by the way of business. Traveling recruiters exchange information with the workers to clarify their doubts, conduct & short listing another direct method is to ask employees of the organization to contact the public and tell about the vacancies. 2. Indirect Method They are using Advertisements in Newspapers, Journals. A well though out and clear advertisement enables candidates to assess their suitability so that only those possessing the requisite qualification will apply.This method is appropriate when the company wants to reach out to a large group of people.

 RECUITMENT - 80 % BEING DONE THROUGH REFERENCES. - 10% BEING DONE THROUGH PROMOTION. - 10% BEING DONE THROUGH EXTERNAL SOURCES.

QUESTIONNAIRE
Recruitment
Q1 What is your qualification? a)Graduate b)Post Graduate c)Higher Secondary

Q2

Are you technically or professionally qualified? a) Yes b) No

Q3

Are you having experience? a) Yes b) No

Q4

Have you got registered in Employment exchange? a) Yes b) No

Q5

Do you have faith on consultancy firm? a) Yes b) No

Q6

Do you go through with the employment newspaper? a) Yes b) No

Q7

You have collected information for this job through? a) Newspaper b) T.V. or Radio c) Consultancy Firms -

Q8

What was your past job designation? ________________________________________________________ ________________________________________________________

Q9

Which post do you want to apply? ________________________________________________________

SWOT ANALYSIS

SWOT ANALYSIS
STENGTHS;
STRINGENT QUALITY CHECK DESIGNING CAPABILITIES STRONG BRAND IN THE FABRIC MARKET STRONG CUSTOMER BASE

WEAKNESS
Caters to MID-MARKET brand overseas. LONG WORKING CAPITAL CYCLE. LACK OF EXPERIENCE AS COMPARED TO ITS RIVALS.

OPPORTUNITIES

IMPROVED FOCUS ON GARMENT MANUFACTURING

WILL RESULT IN BETTER MARGINS.

 EXPENSION OF CUSTOMER BASE IN INTERNATIONAL

MARKET.

IT CAN LAUNCH ITS OWN BRAND IN THE MARKET.

THREATS

INCREASED COMPETITIONS IN DOMESTIC MARKETS .

CHEAPER IMPORTS.

CONCLUSION

Conclusion

Textile industry is a biggest move today & it really going on day by day with the upcoming of some modern machineries & latest configurations. I strongly believe that it really be beneficial for MUDRA LIFESTYLE to make their foot more engraved in the business by providing maximum & deals with the greater extent with exports also so that they will be able to maximize their existing strength & potential which ultimately yields in higher returns.

RECOMMENDATIONS

Recommendations

Need to create and effective workers to produce more.

Right prospects identification and thus segmentation, which need to be appropriate.

Design and manage production, which yields high performance. More training of the employees can be done so that they produce best results.

 Recruitment processes need to be slightly fast, so that prospects can retain same confidence as in starting.

BIBLIOGRAPHY

Bibliography

Website: www.mudralifestyle.com MUDRAs brochure of recruitment. HR manual report of mudra lifestyle. TEXTILE web site.