recruitment and selection

CHAPTER 1

INTRODUCTION
“Human Resource Management may be defined as a process which aims at developing human resource for optimizing organizational performance as measured in terms of efficiency, effectiveness and health by making correct diagnosis of the situation and providing leadership”. Human Resource Management may be defined as a series of integrated decision that from the employment relationship, their quality contributes to the ability of the organization and the employee to achieve their objectives. It is concern with the people dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating their higher level of performance and ensuring that they continue to maintain their commitment to organization are essential for achieving organizational objectives. HRD being an integral part of HRM has many instruments to facilitate the entire process of organizational development and functioning. This instrument called as subsystem or method or technique. Each subsystem focuses on same aspect of HRD. To have a comprehensive many of these instruments may be needed to use simultaneously. The most frequently used sub-system is. ? ? ? ? ? ? ? ? ? Man power planning Recruitment and Selection. Induction and placement. Training and development. Career planning and potential appraisal. Performance appraisal. Reward system. Quality of work life. Counseling and feedback.

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CHAPTER 2

LITERATURE REVIEW
Staffing is one of the main functions on Human Resource Management, refer to International Human Resource Management perspective, staffing will be more important on the managing by the headquartered company to their subsidiaries in order to gain more competitive advantage for them. As a company want to achieve the mind of globalization, they must choose a suitable staffing approach in order to doing business successfully not only in the domestic also in the international environment. Maral Muratbekova-Touron (2008) stated that “One of the main issues facing the development of the global companies has always been to find the right balance between the local autonomy between subsidiaries and the control of the corporate headquarters.”, it related to how the company recruit and select their staffs in their subsidiaries. In the present paper will concentrate on the international staffing Recruitment and selection forms the foundation of the core activities and processes underlying human resource management and such activities include the acquisition, training and development, and rewarding performance of workers (Gilmore, and Williams, 2009). The success and sustainability of most organizations is directly proportional to skills and competencies of the employees. Equally, the entry point into any organization is dependent on the effectiveness of the recruitment and selection practices of the hiring team within the organization. In light of this, competition in the UK employment market has increased tremendously over the past few decades. This can be attributed to the inability of the employment market to absorb the growing pool of graduates from institutions of higher learning. According to Mohamed Branine, (2008, p. 497), graduate recruitment is one of the leading and toughest challenges facing the majority of potential employers. Mohamed (2008) argues that the causes of this phenomenon can be in part due to the complexities associated with the selection of the most qualified individuals and as well, due to the availability a several graduates in different disciplines from Ivy League institutions. To that purpose, the demand for quality graduates will remain highly competitive the most advantaged recruiters will be those with strong recruitment policies, coupled with exceptional training and development policies. In some instances,

2

financial abilities of potential recruiters will play a substantial role in future graduate recruitment and selection processes. Varied researches and studies have been carried out and written up regarding the aspect of graduate recruitment, the attitudes of graduates, and the attitudes of recruiters with respect to choosing their employers, and as well, the perceptions of graduates towards their formative years in the employment sector. Covered in past researches also includes the influences of management executives on recruiting activities, the strategies and methods used to conduct and communicate information regarding the recruitment process, and reliability and accuracy of the recruiting tools and instruments. Much of this research has, however, concentrated on different aspects within the recruitment and selection process in different organizations across the work. According to survey findings undertaking to determine the causes of variations in recruitment methods used by employers in UK each year, 91 per cent of employers and potential graduate recruits preferred the internet as the ideal method for large organizations (Mohamed, 2008, p. 504). Closely behind the internet at 89 per cent was the use of career literature such as Prospects, Prospects Today, and GET directory ((Mohamed, 2008, p. 504). Other methods such as milk rounds and career fairs were less popular after the survey findings estimated its popularity at 45 per cent each while recruitment agencies was the least popular at 15 per cent (Mohamed, 2008, p. 504). Reference List Carless, S.A., 2007. Graduate Recruitment and Selection in Australia. International Journal of Selection and Assessment, Vol.15 Iss. .2, p.153-166 Gill, J.D.H. Banks, 1978, “Assessment of Management Potential in Graduate Recruitment,” Personnel Review, Vol. 7 Iss: 3, pp.56 – 61 Gilmore, S. and Williams, S. 2009, Human Resource Management, Oxford: Oxford University Press. Keenan, T. 2005. Graduate recruitment in Britain: A survey of selection methods used by organizations. Journal of Organizational Behavior, Vol. 16 No. 4, 303-317

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Mohamed Branine, 2008 “Graduate recruitment and selection in the UK: A study of the recent changes in methods and expectations”, Career Development International, Vol. 13 Iss: 6, pp.497 – 513 Raybould, J., and Sheedy, V. 2005, “Are graduates equipped with the right skills in the employability stakes?” Industrial and Commercial Training, Vol. 37 No. 5, pp. 259-63. Roberts, G. 2005, Recruitment, and Selection, 2nd ed., Chartered Institute of Professional Development, London. Sackett, P.R. and Lievens, F. 2008, “Personnel selection,” Annual Review of Psychology, Vol. 59, pp. 419-50. Shiona C., 2010 “Degrees of fit? Matching in the graduate labor market,” Employee Relations, Vol. 32 Iss: 2, pp.156 – 170 Silvestre, J., Anderson, N., Haddleto, E., Cunningham-Snell, N., and Gibb, A. 2000. “A CrossModal Comparison of Telephone and Face-to-Face Selection Interviews in Graduate Recruitment” International Journal of Selection and Assessment. Vol. 8. No. 1. Pp.16-21 Tineke C, & Maddy J, 2008. “Global managers’ career competencies”, Career Development International, Vol. 13 Iss: 6, pp.514 – 537

4

CHAPTER 3

RESEARCH METHODOLOGY
3.1 SPECIFIC OBJECTIVES OF THE STUDY ? ? ? ?

To understand various recruitment and selection practices and procedures.

To identify the factors that affect recruitment and selection procedures.

To examine various sources of recruitment and selection. To find out the recruitment process of the organization….

?

To find the mission and vision related to the recruitment…

? ?

To know the recruitment policy of the organization.

To focus on major elements of Recruitment process and recruiting personnel.

5

3.2 IMPORTANCE OF THE STUDY:
With the strong and gusty winds sweeping the major parts of the world, it is highly impossible for any nation to remain unaffected by their choice. India with its large population in the world, The Indian industry is facing a competitive air, which is to be achieved through people. Human assets are the most important from all the assets. People are the key factors in any industry. It becomes very important for any industry to pick up right people for right job. Hence Recruitment and Selection play key role in Human Resource Department. Recruiting is also like a sales function (selling your organization to the applicant.) It is important for the recruiter to know the skills, knowledge, capabilities, attitude, and need of the applicant. Wrong selection effects whole organization. Thus it is very complicated job of searching right person for right job. The study and understanding of various systems of recruitment and selection as a HR subsystem in various industries and co-operative sectors.

3.3 RESEARCH DESIGN
3.3.1 MEANING:-

The research design is a comprehensive master plan of the research study to be undertaken, giving a general statement of the methods to be used. The function of a research design is to ensure that requisite data in accordance with the problem at hand is collected accurately and economically. Simply stated, it is the framework, a blueprint for the research study which guides the collection and analysis of data. The research design, depending upon the needs of the researcher may be a very detailed statement or only furnish the minimum information required for planning the research project.

6

3.3.2 TYPE OF RESEARCH DESIGN: The study makes an effort to define the different aspects of recruitment and selection. It also explores the various factors which affect the success and failure of this system and it’s probably advantageous and beneficial to the industry. Hence the study is descriptive cum explorative in nature. ? Exploratory research is a type of research conducted for a problem that has not been clearly defined. Exploratory research helps determine the best research design, data collection method and selection of subjects. It should draw definitive conclusions only with extreme caution. Given its fundamental nature, exploratory research often concludes that a perceived problem does not actually exist. Exploratory research often relies on secondary research such as reviewing available literature and/or data, or qualitative approaches such as informal discussions with consumers, employees, management or competitors, and more formal approaches through in-depth interviews, focus groups, projective methods, case studies or pilot studies. The Internet allows for research methods that are more interactive in nature. For example, RSS feeds efficiently supply researchers with up-to-date information; major search engine search results may be sent by email to researchers by services such as Google Alerts; comprehensive search results are tracked over lengthy periods of time by services such as Google Trends; and websites may be created to attract worldwide feedback on any subject. The results of exploratory research are not usually useful for decision-making by themselves, but they can provide significant insight into a given situation. Although the results of qualitative research can give some indication as to the "why", "how" and "when" something occurs, it cannot tell us "how often" or "how many". ? Descriptive research design is a scientific method which involves observing and describing the behavior of a subject without influencing it in any way. Descriptive research deals with everything that can be counted and studied. But there are always restrictions to that. Your research must have an impact to the lives of the people around you. For example, finding the most frequent disease that affects the children of a town. The reader of the research will know what to do to prevent that disease thus, more people will live a healthy life.
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3.4 SAMPLE: The sample includes HR managers, executive HR managers, non HR. Employees as well as supervisors.

3.5 SAMPLING: Selective sampling method and random sampling methods were used to select the companies and respondents.

3.6 SAMPLE SIZE:
Sample size is 100 respondents.

DETERMINATION:-

2 2 n = ? (a/2)

………………………... = 1.5626(3.8416)

E2

…………………………………

(0.245)2

=

100.041662

As per above, formula I am select the no. of respondents.

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CHAPTER 4 INDUSTRY PROFILE
4.1 INTRODUCTION
Ceramics is one of the most ancient industries on the planet. Once humans discovered that clay could be dug up and formed into objects by first mixing with water and then firing, the industry was born. As early as 24,000 BC, animal and human figurines were made from clay and other materials, and then fired in kilns partially dug into the ground.

Almost 10,000 years later, as settled communities were established, tiles were manufactured in Mesopotamia and India. The first use of functional pottery vessels for storing water and food is thought to be around 9000 or 10,000 BC. Clay bricks were also made around the same time.

Glass was believed to be discovered in Egypt around 8000 BC, when overheating of kilns produced a colored glaze on the pottery. Experts estimate that it was not until 1500 BC that glass was produced independently of ceramics and fashioned into separate items.

Fast forward to the Middle Ages, when the metal industry was in its infancy. Furnaces at that time for melting the metal were constructed of natural materials. When synthetic materials with better resistance to high temperatures (called refractoriness) were developed in the 16th century, the industrial revolution was born. This refractoriness created the necessary conditions for melting metals and glass on an industrial scale, as well as for the manufacture of coke, cement, chemicals, and ceramics.

Another major development occurred in the second half of the 19th century, when ceramic materials for electrical insulation were developed. As other inventions came on the sceneincluding automobiles, radios, televisions, computers-ceramic and glass materials were needed to help these become a reality, as shown in the following timeline.

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4.2 Timeline of Selected Ceramic and Glass Developments
Year 24,000 B.C. 14,000 B.C. 9000-10,000 B.C. 5000-8000 B.C. 1500 B.C. 1550 A.D. Mid 1800’s 1920’s Development Ceramic figurines used for ceremonial purposes First tiles made in Mesopotamia and India Pottery making begins Glazes discovered in Egypt Glass objects first made Synthetic refractoriness (temperature resistant) for furnaces used to make steel, glass, ceramics, cement Porcelain electrical insulation Incandescent light bulb High-strength quartz-enriched porcelain for insulators Alumina spark plugs Glass windows for automobiles Capacitors and magnetic ferrites Alumina insulators for voltages over 220 kV Application of carbides and nitrides Introduction of high-performance cellular ceramic substrates for catalytic converters and particulate filters for diesel engines High temperature superconductors

1940’s 1960’s 1970’s 1980’s

Source:- company internal manuals..
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4.3 CERAMICS INDUSTRY IN INDIA:INTRODUCTION
The industry report serves to give an overview of the sector and capture the basic characteristics of the sector in term of its overall size, present status and future potential. The regulatory aspect of doing business in India as the well relevant tax and fiscal environment governing business in India in India are also discussed here.

BACKGROUND
THE ceramic industry in India was started in the late 1950s with H&R JOHNSON setting up its plant for the manufacture of wall tiles at thence near Mumbai, Sparta ceramic joined in 1985. The booming demand for floor tiles promoted the entry of other player like regency ceramic, Kajaria ceramic, Murudeshwar ceramic, bell ceramic. By basic product variation the tiles market has three component segments (A) MOSAIC (B) ceramic and (C) natural stone. Mosaic tiles claim a 70% share. The ceramic tiles and natural stones share the rest almost equally. Natural stone in turn three segments; grants, marbles and other stones including quota stone.

SIZE OF THE INDUSTRY
Ever since liberalizations process was initiated in 1991, the excise duty for the industry has been on the slide down. From as high as 55% in 1993-94, it was reduced to 40%in 1994, to 30% in 1995-96 and to 25% in the budget of 1997-98. The chelliah committee had recommended even less, 15%by 1997. The cuts reduced the price differential between. Ceramic and mosaic tiles. This rejected in a store of which in the industry compendious excellent there practice and a few new player inters refilled. In1994-95theindustyr capacity expended by 40% and in 1995-96.it expended further why 32%. The capacity has consisted to expend why a similar jump in 1997-98.

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The floor tiles segment growing faster, living only limited dial capacity bathe wall market has been growing at store living large utilized capacity. The growth has scolded down due to both endogenous and exogenous factor, while costs are spiraling up .the demand growth, however, romance at relative lawyer level (15%). This has laid to lower presses and lower mergence of profit. The principles factor for the change was the full in demand lad by a decline in the construction activity. This was aggravated by increases in infrastructure cost- freight, energy and petroleum product- high interest reds accompanied by financial stringency. The competition was synchronized with low margins, in of scenario dominated by a buyer market; the credit in period has gone up to 90 to 100 days as again 30to 35-ear liar. With a diverse variety of the product in term of size, colors and design, inventory levels have inordinately high.

4.4 CURRENT STATUS OF THE INDUSTRY
The ceramic tiles industry in India has followed similar trades internationally which have also been characterized by excess capacities and foiling margins. Countries like malaise, Thailand, Indonesia, Srilanka, Vietnams are setting up there on plants. Carina in emerging as measure competitor. Producer from Spain & Italy have the advantage of lower transportation cost while sporting to U.S.A & Germany. In India the per capita consumptions visas low as point zero five sq. m. compare to point six & five sq. m. in chain& Europe respectively. Rising deposal income of the growing class 40 million units of hoarsely shortage however hold out a great potential. A major change which took over the ceramic tiles industry was the introduction of wall tiles for bathrooms and kitchen floors n offices and for decorative hangings The domestic market size by value of ceramic tiles in 1996-97 is estimated at a title over rs.11 billion. The Indian industry has developed and export t market all the at throw lower and. in volume it constitutes only about half a percentage of the glower market. The export is rising at the rate of 8 %. The upper in market is dominated by Italy and Spain. The industry has a total production capacity of a proxy mightily one minute TPA in the organize sector and 200000tpa in the small and informal sector. Some 10% of the capacity in the organized sector is none operational. The informal sector has relatively variable capacity profile.
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Apart from the 6 mature players at the top there are 29 smaller player in the organization with total production 6, 50,000 tons in 1996-97 the capacity utilization in the organization sector by 65%. H&R JOHNSON SOMANY CERAMIC and Kajaria dominate the wall tiles segment. In the floor tiles Murudeshwar, bell and sparked account for 60% of the ton over the organized sector. The institutional to retail sale ratio 40:60. H&R JOHNSON are wall tiles and spared in floor tiles have attend high brand values. Floor tiles segment is anticipated to grow faster and the wall tiles as the conception ratio shifts from 2:1 to almost 1:1 as is in the developer counters. The industry is capital intensive although there is a sizeable presence of the informal sector, which operator on, smaller capital inputs. With new technology and large economic size, the capital costs are high. So are the capitals working requirements because of the need to store a wide variety of the product and long credits? Kajaria and SOMANY CERAMIC dominate the north while H&R Johnson, Bell and SOMANYs CERAMIC rule the west; Murudeshwar and Sparta share the southern markets. H&R Johnson (India) has the largest market share in the wall tiles. Johnson International of the UK holds 40% of its equity. It is setting up a 93; 000 TPA plant (30; 000 TPA of wall and 63; 000 TPA of floor tiles) in Raigede district of Maharashtra, which could be the largest in SouthEast Asia. Kajaria Ceramics is second largest player in the industry. In has maintained a fast growth amongst the industry majors with a 30% growth in turnover and 50% in net profit. SOMANY CERAMIC, the erstwhile SOMANY CERAMIC limited Pilkington Ltd, with a long prese3nce in the country along with H&R Johnson, commands the second largest market share (19%) in the wall tiles segment. It is further expanding the capacity from 110,000 TPA to 130,000 TPA. Among the other established players are Deora ceramics, Diamond Ceramics, Diamond Ceramics. These apart, there are new entrants like EID party, Abramabad Asbestos and Nitco.

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CHAPTER 5

COMPANY PROFILE

5.1 INTRODUCTIONecorating home today would be easier if one could see into the future. This is exactly what SOMANY CERAMIC limited tiles does to facilitate your decision. From a modest beginning of 1500sqm a day in 1972, SOMANY CERAMIC limited entered into the world of ceramic tiles in collaboration with Pilkington’s tiles o.k. three decades later today we stand proud as the first Indian ceramic company to have both tiles per year. MR. SHREEKANT SOMANY CERAMICS LIMITED… In this 32 year, we have been closely associated with the evolution of tiles in the building industry and progressively we have nurtured our producer to suit the needs of our clients. Once again SOMANY CERAMIC limited proudly presents a complete new range of “A tile with a difference” born out of our R&D our new floor tiles with anti ageing VC shield

protection made by revolutionary veil craft technology bring you closer to nature and ensures timeless elegance. AT SOMANY CERAMIC limited, we continue to build our competitive advantage with a series of carefully charted our strategy of alliances, innovative product launches and quality service from our family of dealers add value to your home.

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Founder of the company MR.H.L.SOMANY:A visionary and the grounder direction of SOMANY CERAMIC limited, (formerly known as SOMANY CERAMIC limited Pilkington’s) he is also credited with setting up mega brands like Hindustan sanitary ware & industry limited and m\s Hindustan national glass limited. With more thorn 60years experience in business, Mr. SOMANY is member of institute of ceramics. During the illustrious career, he has held various positions with the government and nongovernmental agencies and was the chairman of capelin in 1969, and a member of the eastern regional committee of IDBI. His social committee and saw him being instrument in setting up and running several schools and colleges in Rajasthan and harridan. His faced personality makes him a keen patron of arts and the chairman of the sangeet kalamandir trust & samagam.

Source:- from the company internal manuals…

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Board of directors:
MR. SHREEKANT SOMANY Chairman and managing director was trained at foundry practices and machine shop, Geneva. He set up soma bumbling and fixtures in 1975. Later, he moved on to head the glass division of Hindustan sanitary ware, a turnaround venture. Two year after joining SOMANY CERAMIC limited in 1992, he took over as managing director. Since, he has spearheaded the company growth and foray into the future. He is the chairman of the Indian council of ceramic tiles and sanitary (ictus) and holds key position with managing and committees of ASSOC HAM and the PHD chamber of comers and industry and also a member of national council of confederation of Indian industry

Source:- www.somanycermaics.com

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MR. ABHISEK SOMANY
An MBA from Richmond University with specialization in accounts and Finance, he is joint managing director of SOMANY CERAMIC limited. Before charting a new success coerce for the company: which has taken SOMANY CERAMIC to new heights, he has undergone intensive training at M\S Pilkington’s tiles U.K. Manchester plant in manufacturing of glazed ceramic wall & floor tiles and has attended advance management course at Ridge Park, o.k. In course of his association with the c company in various capacities, Mr. SOMANY CERAM,ICS limited has gained wide knowledge and experience e in all aspects of ceramic and tiles industry and also acquired valued experience and knowledge in varied aspects of corporate affairs.

Source:-

www.somanycermaics.com

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Directors:Mr. Shrikant Somany, chairman and managing director Mr. Abhishek Somany, joint managing director Mr. G.g. trivedi, executive director Mr. Ravi Mohan, director Mr. G.l.sultania, director Mr. R.l.gajjar, director Mr. R.k. dagha, director Mr. Sail singhal, director Mr. Raminder nath, director Mr. Sunil trikha, nominee director

G.l. sultania has been with the company for over 28 years and has been a director since 1997.
Mr. Sultania is a fellow member of the institute of chartered ac content and company secretary of India. He is the executive director and secretary of Hindustan sanitary ware and industry limited.

R.K.daga is postgraduate in business management from England. He has his own engineering
firm in Kolkata, engaged in precision tailor-made jobs and also in the business of financial service and training.

Management team:
Mr. R.k. bijawat, president of sales and marketing Mr. T.k. Jena, vice president of sales and marketing Mr. R.k. lakhotiya, vice president of finance Mr. Dave, vice president of technical
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5.2 HISTORY OF THE ORGANISATION ? SOMANY CERAMIC limited, original SOMANY CERAMIC’S LIMITED, was started by sheer hire Somany (founder and c Harman) on20th January 1968. ? The name of the said company changed Somany ceramic limited on 13th October 1995. In 1971, first unit of Somany ceramic limited was established of kassar, Haryana, in technical collaboration with Pilkington’s tile holdings. UK. Considering the ever-growing demand of SOMANY CERAMIC limited tiles in south and west region, a second unit of SOMANY CERAMIC limited was set up in Gujarat in 1981.

?

The year 1990 saw a new floor tile plant at kassar.

?

In 1996 the R&D department of SOMANY CERAMIC got government re cognition. This was a great ac divalent considering that SOMANY CERAMIC ltd. was the first in tile in the industry to achieve this.

?

In 1998, SOMANY CERAMIC limited got ISO 9002 certification for its manufacturing facilities. 1999 witnessed a huge demand for vitrified tiles in the Indian market and the company decided to put up a new lent to cater to it.

?

The same year verified tiles plant, kassar, was established in technical collaboration with Leonardo ceramic 1502 and GRAVITY – v certified was launched. In the same year, SOMANY CERAMIC LTD. Was awarded ISO14001 c certification for its environment friendly manufacturing facilities and thus become the tiles company in the tile industry to have both ISO 9002AND 14001 TO ITS CREDIT.

?

In 2000, continuing expansion spree, a new floor tile was set up at Kadi.

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?

To manufacture product as peer the market demand and to up-grade the manufacturing units, ratified line was added to the plants for making them most energy efficient.

?

With a turnover of Rs. 245 corer for the year 2005-2006, SOMANY CERAMIC limited floor and wall tiles is the umbrella brand of SOMANY CERAMIC ltd. And the leading manufacturing of quality floor and wall tiles in Indian.

5.3 MISSION OF THE ORGANISATION:"Achieving customer delight through business innovation and cost effectiveness while pursuing latest fashion trends in ceramics & allied products for creating stakeholders values”

5.4 VISSION OF THE ORGANISATION:"Most sought after tile and allied product in India and be the best employer in the tile industry".

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5.5 UNIT AT A GLANCE
UNIT AT KADI….GUJARAT SOMANY CERAMIC LIMITED 14, G.I.D.C. INDUSTRIAL ESTATE. DIS: MEHSANA, KADI-382715 GUJARAT Contact person: Mr. K.c shah Tel: 02764-242153\54 Fax; 263011 Email: marketing@ Somany ceramic Kadi. Com Marketing officer: Somany ceramic limited 302-3 sakar-1 Opp. Gandhigrame railway station. Off. Ashram road Ahmadabad- 380009 Contest person: Mr. Dhwani sheth Tel: 079-26576140\443 Fax: 26576444
21

Email[email protected] email:[email protected] Registered officer: Somany ceramic limited 82\19, bhakarwara road mundka, New delhi-110041. Phone no: 011-28345049. Email:[email protected]

Source:-

www.somanycermaics.com

22

UNIT AT KASAR, HARIYANA This unit was set up in 1972 with an installed capacity of 5400 tap for the production of ceramic glazed wall. Company raised production to 21600 TPA by 1956. in 1956 the company under a diversified scheme for the manufacture of 1500 tons per annum of ceramic glazed floor tiles in technical collaboration with Pilkington’s tile holding Limited, United Kingdom Today aggregate Production Capacity of Wall, Flore & vitrified tiles at Kasseri is 7.02 million square meter. Somany ceramics, kassar Haryana Po :- kassar 124507 Contact person:- Mr. shyam Tel: 01276-24001-005 Fax no:- 241006\1011 Email – [email protected] Address :Somany ceramics ltd, M – 41/2, speed bird house, Middle circle New delhi-110001 Contact person: - Mr. Sanjay Sharma Tel no:- 011-23417222\23\25

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5.6 CORPORATE MILESTONES 2012
? Somany has again set a new benchmark by earning INDIAN POWERBRANDS AWARD-2011-12. Indian Power brands is a research driven anthology of India's most powerful companies, which are successfully taking on and beating their global competitors in their own unique ways. The award function was held on 12th Dec at Grosvenor square, London. The event was held in order to felicitate those Indian cult brands which are globally recognized and appreciated for their strong brand equity. 2011 ? Green Building Certification: We are the first one to get the membership to the Indian Green Building Council. Somany Ceramics’ membership to the IGBC, reassures that each manufactured product is eco friendly. Green building is a model of sustainable building world. This approach ensures the health and comfort of the building occupants through the use of sustainable building material. IGBC’s Green homes is the first rating program developed in India, exclusively for the residential sector. It is based on

accepted energy and environmental principles and strikes a balance between known, established practices and emerging concepts. Green buildings are the practice of creating structures and using processes that are environmentally responsible and resource efficient throughout a building’s life cycle. 2010 ? Somany became India’s first tile company to be felicitated with the BIS mark license for its products, manufactured at the Kassar manufacturing unit. ? 2009 ? Somany earned the patent for its innovative VC Shield technology.

Won the Power Brands Award.

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2000 ? ? 1999 ? ? 1998 ? 1996 ? Somany’s in-house R & D department became the first department in the Indian tile industry to get approval/recognition from the Govt. of India. ISO 9002 certification awarded ISO 14001 certification awarded Awarded Export House award. Capexil award for three consecutive years

ISO 9001 certification awarded

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CHAPTER 6 CONCEPTUAL FRAMEWORK
6.1 Introduction of Recruitment
The primary function of recruitment and selection process is to achieve one desired and – selecting right people for right job. Human resource planning helps to determine the number and types of people and organizational needs. Several stages occur before the final decision is made. To start the process leading to selection of the rights person, suitability qualified and experienced applicants must be attracted, but what, “suitably qualified and experienced means has to be determined. The use of job description and specification has to be made for this purpose. This means that skills, traits and aptitudes should be describe precisely and indicators included. So assessments can be based on evidence. A well designed job can be motivate an individual and provides opportunities for their personal and career development In simple term “Recruitment can be understood as the process of searching for an obtaining applicant for jobs, from among whom the right people can be selected A formal definition of “recruitment is a process of finding and attracting capable applicant for employment. The process begins when new recruits are sought and ends when their application are submitted. The result is a pool of potential qualified job candidates.

6.1.1 Nature of Recruitment
Recruitment refers to the process of receipt of applications from job seekers. In reality, the term is used to describe the entire process of employee hiring. There are special recruitment department in every organization. Recruitment is understood as the process of searching and obtaining applicants for jobs, from among who the right people can be selected. Recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job.
26

6.1.2 The purposes of recruitment and selection:? Determine the present and future requirement of the organization in conjunction with it personnel planning and job analysis activities ? ? Increase the pool of job candidate at minimum cost The increase the success rate of the selection process by reducing the number of visibly under qualified or over qualified job applicant ? Help to reduce the probability that job applicant ones recruited and selected, will leave the organization only after a short period of time ? Meet the organization legal and social obligations regarding the composition of its work force. ? Begin identifying and preparing potential job applicants who will be appropriate candidate. ? ? Increase organizational and individual effectiveness in short and long term. Evaluate the effectiveness of various recruiting technique and source for all type of job applicants. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individual will come to know a company and decide whether they wish to work for it. A well planned and well managed recruiting effort will result in high quality applicants; where as a haphazard and piecemeal effort will result in mediocre ones The recruitment process should inform qualified individual about employment opportunities, create a positive image of the company, provide enough information about the job so the applicant can make comparison with their qualification and interest, and generate enthusiasm among the best candidate so that they will apply for the vacant positions.

27

6.1.3 Recruitment process:-

IDENTIFY VACANCIES

APPLICATION BLANK

INTERVIEW

TEST

SELECTION

Source:-company internal manuals….

28

IDENTIFY VACANCIES:First step of any recruitment process is to identify the future requirement of the employees in to the organization. According to identified vacancy in the department need of requisition form arises which is filled by the HOD and attested by top managers and sent to HR department. For identifying the vacancies for every department the hr department will collecting the

requirement data from every department. Which includes the several information like, position, skills, abilities and many more information contain.

APPLICATION BLANK
Application blank is the other step of the recruitment process in which the organization get the application from the job seekers. applications are get from the various sources. The sources which are used by the SOMANY CERAMICS LIMITED are as under:? ? ? ? Internal sources Walk in interview Reference Naukari.com

As mentioned above are the main sources are used by the SOMANY CERMAICS for recruiting the employees.

INTERVIEW:Interview is one of the most important steps in recruitment process. Interview means a detail conversation with the candidates to know the real information of them, their skills, abilities, knowledge and many more matter which are imported in company point of view. There are several types of interviews which are used for the know the candidates at various levels. In SOMANY CERAMICS while recruiting the employees the some types used which are mentioned below:29

? One to one interview ? Written interview ? Panel interview

One to one interview
This is a 'One-To-One' Interview. It is a verbal and visual interaction between two people, the interviewer and the candidate, for a particular purpose. The purpose of this interview is to match the candidate with the job. It is a two way communication.

Panel Interview
Panel means a selection committee or interview committee that is appointed for interviewing the candidates. The panel may include three or five members. They ask questions to the candidates about different aspects. They give marks to each candidate. The final decision will be taken by all members collectively by rating the candidates. Panel interview is always better than an interview by one interviewer because in a panel interview, collective judgments are used for selecting suitable candidates.

Written interview
Written interview is one type of interview in which candidates provides the information in to the written from. Now, a days in every organization it’s became a very popular and easy for the conducting.

30

TEST
In recruitment process there are various test are taken by the several organization. In SOMANY CERAMICS for higher post THOMAS PROFILE named test is taken. Their detail mentioned below:Thomas profile is one of the most popular test in organization. It’s not very easy to conducting in small organization. Thomas profile test have a various aspects which measured the different side of candidates. Thomas profile test contain the many aspect of the candidates. It’s mostly used for to measured the employee skills, abilities, knowledge and etc. some primary information related to the Thomas profile mentioned below:-

BASIC CHARACTERISTICS:John Thomas is a forceful, creative individual who uses both assertiveness and persuasion to achieve his goals. Initially he tends to adopt a persuasive approach in order to convince others and gain their assistance in achieving goals. However, if persuasion does not have the desired effect, he will adopt a direct, assertive approach. John Thomas is a versatile, competitive selfstarter who acts and reacts quickly to the demands of a situation. He enjoys challenge, variety, a wide scope of operations and independence. John Thomas expects reward for effort, advancement and commitment negotiated on a one-to-one basis. He can show impatience and intolerance if things move too slowly or fail to go his way. Thomas Sample is an amiable, friendly, non-aggressive individual who is normally both accurate and organized. He tends to dislike conflict and confrontation. However, Thomas Sample enjoys discussion and debate and is quite a competent communicator. He is usually a good team member who prefers to support rather than direct or lead others. Thomas Sample can become anxious when faced with change, particularly if it is unplanned or unexpected. He has the ability to apply himself to both detailed and routine work. His approach to decision making tends to be one of suggesting rather than directing. Thomas Sample is naturally a relaxed individual despite being rather anxious to please.

31

MOTIVATORS AND FEARS
John Thomas is motivated by tangible goals, authority, prestige, a variety of tasks, pace, public recognition and the opportunity to advance. He seeks responsibility with authority to act and take decisions. John Thomas works best for a direct leader who is willing to delegate authority and with whom he can discuss issues on a one-to-one basis. He seeks result orientated colleagues who respond quickly to a challenge and are willing to accept personal responsibility. John Thomas has An innate fear of failure and loss of public face. Thomas Sample is motivated by a sense of belonging, open democratic relationships, public recognition, harmony and trouble-free environment. He prefers team roles that afford him the opportunity to counsel, coach, advice and negotiate with others. Thomas Sample works best for a democratic mentor who is sincere, explains "why" as well as “what" is required and then allows time for discussion, questions and clarification. He responds well to colleagues whom he can trust, converse and associate with on a social as well as a work basis. Thomas Sample has an innate fear of insecurity, rejection and making errors.

COMMUNICATION AND INTERACTION

John Thomas is an active, direct, demanding and fluent communicator. His style is energetic, goal orientated, quick-paced And challenging. John Thomas's vigorous verbal approach can be seen by Thomas Sample as impatient, lacking in explanation and consequently inhibiting .Thomas Sample is an open, friendly and relaxed communicator with good listening skills. His style is non-aggressive, patient, explanatory and gently persuasive. This tutorial approach to communication can be seen by John Thomas as lacking focus and goal orientation. How well John Thomas and Thomas Sample communicate depends on John Thomas's self-awareness. Although Thomas Sample is the more natural communicator, John Thomas is the more dominant and thus will control the degree of interaction. To achieve optimum interactive communication, John Thomas must moderate his approach and listen more actively, whilst Thomas Sample needs to adopt a more assertive and goal orientated style of communication.

32

GENERAL COMPATIBILITY
The common trait of social interaction should provide the base for an acceptable level of general compatibility. However, the difference in assertiveness, pace and detail emphasis could give rise to significant dissonance in the workplace.

WORK COMPATIBILITY
As John Thomas will want to assert his influence and independence he will seek roles that allow him to lead, persuade and take decisions. This should not cause Thomas Sample undue concern as he tends to prefer roles that offer him the opportunity to advice and support rather than direct. However, he needs time to think through and check out the available options before making a suggestion or proffering an opinion. Thus, he will resent and resist attempts to pressurize him into making quick decisions or giving an instantaneous response. John Thomas may find Thomas Sample's approach unnecessarily hesitant, slow and frustrating. Thomas Sample could find John Thomas's more assertive and urgent approach inconsistent and intimidating. Their ability to effectively reconcile their differences will be influenced by what each perceives as the intention of the other.

PERSONAL PERCEPTIONS
If John Thomas perceives Thomas Sample's slower, less assertive and more detailed approach as stubbornness or an attempt to use specifics and rules to avoid commitment and safeguard his own position, the opportunity for an effective working partnership will be significantly diminished. On the other hand, should John Thomas view these same attributes as an ability to explain in detail so that others can understand exactly what is required and as a consequence reduce the chance of costly error, then co-operation and competence will increase .Likewise, should Thomas Sample view John Thomas's more assertive and urgent approach as the use of persuasion and influence to enhance personal popularity, rather than carry others with him to secure a successful result to the benefit of all, there will be little chance of cohesion. As mentioned above Thomas profile test is one of the most important test which is conducted for the know the whole abilities , skills, knowledge and many more things of the candidates which are higher for the senior post in to the organization. One of the example of Thomas profile test.
33

Sample Personality Profile Test
Thomas Personal Profile Analysis
? ? ? ? ?
Gentle

Think of yourself in a work situation In each line select the word that MOST describes you in the work situation and place an M in the box Chose a word from each line which LEAST describes you in the work situation and place an L in the box Each completed line must contain an M and an L

Persuasive

Humble

Original

Easily led

Bold

Loyal

Charming

Sociable

Patient

Self-reliant

Soft spoken

Talkative

Controlled

Conventional

Decisive

Aggressive

life of the party

Soft touch

Fearful

Confident

Sympathetic

Tolerant

Assertive

Respectful

Pioneering

Optimistic

Accommodating

.

34

Trusting

Contented

Positive

Peaceful

Accurate

Outspoken

Restrained

Companionable

Restless

Neighborly

Popular

Faithful

As mentioned above is one type of personality test which measure the various aspects of the personalities. In, Thomas profile there are various types of test are included.

35

6.2 Selection
6.2.1 Introduction
Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job.

36

6.2.2 Selection Process
INVITING APPLICATION

RECEPTION OF APPLICATIONS

PRILIMINARY INTERVIEW

INTERVIEW

INVISTIGATION OF REFFERALS

FINAL APPROVAL

PLACEMENT AND INDUCTION

Source:- from company internal manuals…
37

Inviting Application: First step in the selection process is inviting applications from prospective candidates. A carefully devised application from is in itself an effective selection device. For this reason, application forms are specially designed for each principal class of jobs to be filled. The main purpose of application is to obtain information in the applicant own handwriting regarding his suitability for employment. Application form should be as simple as possible and must incorporate question having bearing on the fitness of applicant in job. Reception of Applicants: On the fixed date of selection, the applicants are required to present themselves in the office on the company. There they must be given proper reception. Preliminary Employment Interview: The preliminary interview is usually quite short and has its object the elimination of the obviously unqualified candidates. Lack of certain requirement in education, age, experience etc. might determine unfitness. Hence, it is distinctly directive. It does not prob deeply into the applicant’s special specifications, interests and experience etc. on the other hand, the interview seek to move rapidly from one of them eliminates the candidate or he is cleared from further investigation. If an applicant is eliminated in the early part of the selection procedure, the company is saved the expenses and time of processing him through remaining step of the procedure. Interview: After going through test, the successful candidates are interviewed. Although application blanks and tests provide much valuable information about the candidates yet they do not provide the complete set of information required of the applicant. In much current practice principal dependence is placed on determinative interviews. But however, unplanned, casual interviews at this stage involve many hazards and are likely to be misleading and unreliable. They give only a general impression. Hence, carefully planned or, “Patterned” interviews should be conducted. Various outlines and guides are available now a days to assist in these patterned employment interviews.
38

Investigation of Reference: A request for reference is commonly made in the application form. Candidates are required to give at least two or three references so that their previous history, character and behavior etc. may be investigated. Available evidence indicates, however, that actual use of these reference is not made most current practice. And much of the use is made is ineffective because the confidential nature of such inquiries is not assured. If any dependence is to be placed on the information secured form reference special cause must be used in soliciting information and assuring its secrecy. Final Approval: When all tests, interview and physical examination, etc are passed by a candidates he becomes eligible for appointment. Sometimes, more candidates are selected, so that a waiting list can be prepared. If the selection is equal to the number of actual vacancies, they are called for training or joining, as case may be. Placement and Induction: It is a controversy over whether placement and induction is the part of selection process or not. But as a matter of fact, it must be there. The new employee must be shown his job, introduced to his fellow employees and supervisor and assisted in making such personnel adjustment as are necessary to his effective performance in the work team. Plant tour can be arranged for them, printed hand book that describe the employer, products, rules and regulation, privileges enjoyed by them etc. can be given to them if the number of new employees is too large, orientation classes can be arranged for them. But according to need some provision for induction must be.

39

CHAPTER 07

SWOT ANALYSIS
STRENGTH ?

Consistent growth of 12-15 percent in spite of slowdown in economy. The Indian ceramic export market is rising at the rate of 15 percent per annum.

? ?

The top management enjoys a tile industry experience of more than two decades Somany is India’s largest ceramic floor and wall tile manufacturer; its expanded capacity and improved capacity utilization provides attractive economies of scale.

?

Somany is present across the entire value chain, from glazed ceramic tiles to polished porcelain tiles to glazed porcelain tiles.

?

Somany R&D team creates around 8-10 designs every month and was credited with a number of pioneering initiatives

?

Somany multi-layered distribution channel (owned showrooms and dealer/sub-dealer network) in India and 20 nation footprint enhance reach.

?

Somany institutional clients in India,

WEAKNESS ? ?

Low per capita consumption (0.15 sq.mt. p.a.) as compared to developed nations.

Not much importance given on brand building and network thus c r e a t i n g hindrance for export growth.
40

OPPURTUNITY ? ?

The construction and Housing Boom to provide bolstering demand for ceramic tiles.

The untapped rural market supported by a strong growth witnessed by Indian A g r i c u l t u r e p r o v i d e s t r e m e n d o u s p o t e n t i a l f o r t h e d o m e s t i c c e r a m i c manufacturers.

THREATS ? ?

Freight, supply of power and gas remains the key cost-related issues impacting the industry.

Basic Customs Duty on import of ceramic tiles from China and r aw materials imported from abroad should be corrected to prevent dumping of tiles from China.

41

CHAPTER 08 DATA ANALYSIS & INTERPRETATION

42

Q.1

which levels do you belong into the organization? A. B. C. Tableption Junior level Middle level Senior level No. of respondents 36 49 15 Junior level Middle level Senior level

Chart Title
60% 50% Axis Title 40% 30% 20% 10% 0% Series1 junior 36% middle 49% senior 15%

INTERPRETATION: As per the above table the majority of the people who are belong to middle level employee i.e. 49%. And the minorities of the people who are belong to senior level employee i.e. 15%.The portion of the junior level is 36% which is the 2nd high portion of the respondents.

43

Q.2 ? ? ? ?

What are the sources used for Recruitment by your company? Naukari.com Internal sources Walk in interview Reference

TABLE :OPTION Naukari.com Internal sources Walk in interview Reference NO OF RESPONDENTS 20 55 15 10

TABLE :- NO OF RESPONDENTS
Reference , 10

Walk in interview, 15

Naukari.com , 20

Naukari.com Internal sources Walk in interview

Internal sources, 55

Reference

INTERPRETATION : In to the above diagram mention the four option of recruitment sources. The highest portion of the recruitment source is internal source which has a portion of 55%, while other has 20% of naukari.com, 15% of walk in interview and 10% of references.

44

Q.3 what are the important things you link while, screening resume of the candidates? qualification Attitude Experience Common skill Personal skill Reference Option Reference Personal skill Common skill Experience Attitude Qualification No of respondents 20 08 08 31 13 23

responds
35 30 25 20 15 10 20 5 0 8 8 31 23 13 responds

Interpretation:As mentioned above the experience is the most important things in recruitment. The portion of experience is 31%, while qualifications have 23%, reference is 20%, attitude is 13%, and personal skill and common skill both are 8%.

45

Q.4

Which type of test usually conducted during the Selection process? ? ? ? ? ? ? ? Written test Group discussion Typing test Interview Attitude test Intelligent test Personality test

Option
Written test Group discussion Typing test interview Attitude test Intelligence test Personality test

No.fo respondents
15 30 10 10 15 10 10

Interpretation
As mentioned below the graph represents the portion of test while selection process. The highest portion of the test is group discussion which has portion of 35%, written, and attitude test has same portion of 15%, while other have test have a 10% portion like, typing test, interview, intelligence and personality test.

46

35 3, 30 30 25 20 1, 15 15 5, 10 10 5 0 1 2 3 4 5 6 7 8 9 10 11 12 13 7, 10 10, 10 12, 10 8, 15 Series1 Series2

47

Q.5

Do you find E-Recruiting a suitable for Recruitment? A. B. Yes No

Option

No of respondents
70

yes
30

No

No of respondents
80 70 60 50 40 30 20 10 0 yes No 70 No of respondents

30

Interpretation:As above chart shown the portion of the respondents who are agree and disagree with the option of e- recruitment. In answer, 70% respondents give yes answer, while 30% give no in answer.

48

Q.6 what is the average time to get adequate pool of candidates for conducting interviews?

Junior level Less than a month One month Two month 58 32 10

Middle level 30 48 22

For junior level:
70% 60% 50% 40% 30% 20% 32% 10% 10% 0% less than a month one month two month 58% Series1

Interpretation:As per the above chart we can analyze the average time to get adequate pool of candidates for conducting interview, the majority of the people who told for junior level conducting the interview average period of less than a month. i.e.58%. While minorities of the people who told for junior level conducting the interview average period of two month i.e.10 %.

49

For middle level:

Chart Title
30%

two month

one month

48%

Series1

less than a month 0% 10% 20%

22%

30%

40%

50%

Interpretation:As per the above chart we can analyze the average time to get adequate pool of candidates for conducting interview, the majority of the people who told for middle level conducting the interview average period of one month. i.e.48%. While minorities of the people who told for middle level conducting the interview average period of less than a month i.e.22 %.

50

Q.7

How many rounds of interviews are conducted before a candidate is given offer letter? A. B. C. One Two Three

Option One Two Three

No of respondents 15 40 35

40% 35% 30% 25% 20% 15% 10% 5% 0% one two three 15% 40% 35% Series1

Interpretation:The above chart gives an idea about the no. of rounds of interview are conducted before candidate is given offer letter. Majority of the respondents i.e. 40% is of two rounds of interview and minority of the respondents i.e. 15% is of one rounds of interview.

51

Q.8

Do you find bond is compulsory for junior level employee? A. B. Yes No No of respondents 27 73

Option Yes No

80% 70% 60% 50% 40% 30% 20% 10% 0% yes no 27% 73% Series1

INTERPRETATION: As per the above chart which gives an idea about the no. of respondents who are agree with Bond. The majority of the respondents i.e. 73% who are not agree with bond is compulsory for The junior level and 27% respondents who are agree with same.

52

Q.9

The duration of probation period of a new trainee in your organization is of? A. B. C. 3 months 6 months 1 year No of respondents 22 34 44

Option 3 months 6 months 1 year

3 months, 22%

1 year, 44%

3 months 6 months 6 months, 34% 1 year

INTERPRETATION: As per the above chart the majority of the organization i.e.44% consists 1 year of probation Period of a new trainee. And the minority of the organization i.e. 22% consists 3 Months of Probation period.
53

Q.10

What is the interval for Recruitment & Selection procedure to be repeated at your organization? A. B. C. Every six month As per the requirement Yearly basis No of respondents 32 48 20

Option Every six months As per the requirement Yearly basis

Yearly basis, 20% Every six month, 32% Every six month As per the requirement Yearly basis

As per the requirement, 48%

INTERPRETATION: As per the above chart the majority of the organization i.e. 48% consists of the interval For recruitment and selection procedure is to be repeated as per the requirement. And the minority of the organization i.e. 20% consists of the interval for recruitment and selection procedure is to be repeated as on yearly basis.

54

Q.11

Which Factors are affecting the selection of source in the organization? o Image of the company o Details provided on internet o Union requirement o Attractiveness of the job Option Image of the company Details provided on internet Union requirement Attractiveness of the job No of respondents 32 25 05 38

38% 40% 30% 20% 10% 0% 5% Series1 32% 25%

Interpretation:As per the above chart we can shows that the majority of the people who are agree with the Attractiveness of the job which Factors are affecting the selection of source. i.e.38% and the Minorities of the people who are giving preference to the union requirement which Factors are Affecting the selection of source. i.e.5%

55

Q.12

internal source of recruitment should be used for filling higher level vacant position rather than external source? A. B. C. D. E. Strongly agree Agree Neutral Disagree Strongly Disagree No of respondents 19 28 35 12 06

Option Strongly agree Agree Neutral Disagree Strongly disagree

strongly disagree, 6% disagree, 12%

strongly agree, 19%

strongly agree agree neutral

neutral, 35%

agree, 28%

disagree strongly disagree

Interpretation
As far as level is concern from the above chart we can interpret that from 100 people 19 % are strongly agree with 28 % are agree 35 % are neutral 12 % are disagree 6 % are strongly disagree.
56

Q.13

Age factor play important role in the job? A. B. C. D. E. Strongly agree Agree Neutral Disagree Strongly Disagree No of respondents 15 38 18 20 09

Option Strongly agree Agree Neutral Disagree Strongly disagree

strongly disagree, 9% strongly agree, 15%

disagree, 20%

neutral, 18%

agree, 38%

Interpretation :-As far as level is concern from the above chart we can interpret that from 100
people 15 % are strongly agree with 38 % are agree 18 % are neutral 20 % are disagree 9 % are strongly disagree
57

Q.14Is pays for performance more beneficial for the Organization? A. B. C. D. E. Strongly agree Agree Neutral Disagree Strongly Disagree

Option Strongly agree Agree Neutral Disagree Strongly disagree

No of respondents 22 36 14 19 09

showing % of pay performance benefit
strongly disagree 9% strongly agree 22%

disagree 19%

neutral 14% agree 36%

58

Interpretation:
As far as level is concern from the above chart we can interpret that from 100 people 22 % are strongly agree with 36 % are agree 14 % are neutral 19 % are disagree 9 % are strongly disagree.

59

CALCULATION OF Z TEST:Q.12 Internal source of recruitment should be used for filling higher level vacant position rather than external source? Test: Z-test 1. Hypothesis Null Hypothesis Ho: µ>3 Alternate Hypothesis: Ha: µ?3
2. Z-statistics:
? ?

3. ? value

?= 0.05 Since our test is one tailed test we will take ?= 0.05
4. Z ? value

=0.5-0.05=0.45= (-1.645). An observed test statistic must be less than (-1.645) to reject the null hypothesis. 5 &6. Z Value & data collection ? ? X= 3.42, µ =3, ?= 1.117, n= 100

? ?

= 3.76 As Z calculated (3.76) is not less than Z ? (-1.645). it lies in acceptance area. Hence, we fail to reject the null hypothesis.

60

Interpretation Hence, from the above hypothesis testing we can see that most of employees are agree or neutral with internal source of recruitment rather than using external source. There are also employees who are somewhat strongly agree or disagree or strongly disagree with the internal source of recruitment rather than using external source.

Q.13 Age factor play important role in the job? RESEARCH METHODOLOGY: Test: Z-test 1. Hypothesis Null Hypothesis Ho: µ>3 Alternate Hypothesis: Ha: µ?3
2. Z-statistics:
? ?

3. ? value

?= 0.05 Since our test is one tailed test we will take ?= 0.05
4. Z ? value

=0.5-0.05=0.45= (-1.645). An observed test statistic must be less than (-1.645) to reject the null hypothesis. 5 &6. Z Value & data collection ? ? X= 3.3, µ =3, ?= 1.21, n= 100 = 2.479

? ?

61

As Z calculated (2.479) is not less than Z ? (-1.645). it lies in acceptance area. Hence, we fail to reject the null hypothesis.

INTERPRETATION:Hence, from the above hypothesis testing we can see that most of employees are agree or disagree with importance of the age factor while recruitment process. There are also employees who are somewhat strongly agree or neutral or strongly disagree with the importance of the age factor while recruitment process. Q.14 is pay for performance more beneficial for the Organization? RESEARCH METHODOLOGY: Test: Z-test 1. Hypothesis Null Hypothesis Ho: µ>3 Alternate Hypothesis: Ha: µ?3
2. Z-statistics:
? ?

3. ? value

?= 0.05 Since our test is one tailed test we will take ?= 0.05
4. Z ? value

=0.5-0.05=0.45= (-1.645). An observed test statistic must be less than (-1.645) to reject the null hypothesis.

62

5 &6. Z Value & data collection ? ? X= 3.43, µ =3, ?= 1.273, n= 100

? ?

= 3.377

As Z calculated (3.377) is not less than Z ? (-1.645). it lies in acceptance area. Hence, we fail to reject the null hypothesis. INTERPRETATION:Hence, from the above hypothesis testing us can see that most of employees are strongly agree or agree with benefit of the pay performance. There are also employees who are somewhat neutral or disagree or strongly disagree with benefit of the pay performance.

63

CHAPTER 09 LEARNING FROM THE PROJECT

The following work I have done in the company and learn from the project.

First of all I have learned the various HR policies from the company report regarding the facilities provide by the company to the employees, juniors and senior manager. Like, compensation policy, leave without pay and leave with pay, transportation allowances etc…..

I have understood the practical work and learn how to recruitment procedure is done. And also know the selection criteria of the company. Like company showing the experience & skill of the candidate.

Understand the various organizational culture of the HR department.

And Also I have learned the different types of labor laws and understand the act of the particular laws.

64

CHAPTER 10 LIMITATION OF THE REPORT As our selected topic is “Recruitment & election”, it is compulsory for us to collect the data personally. It is quite difficult that all persons are available on the right time at their place.

However I shall try my best in collecting the relevant information for my research report, yet there are always some problems faced by the researcher. The prime difficulties which face in collection of information are discussed below Short time period:

The time period for carrying out the research was short as a result of which many facts have been left unexplored.

Lack of resources: Lack of time and other resources as it was not possible to conduct survey at large level.

Small no. of respondents: O n l y 2 0 0 e m p l o y e e s h a v e b e e n c h o s e n w h i c h i s s mall number, to represent whole of the population.

Unwillingness of respondents: W h i l e c o l l e c t i o n o f t h e d a t a m a n y c o n s u m e r s were unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time for them.

65

CHAPTER 11 UTILITIES OF THE REPORT This report is prepared on the topic of RECRUITMENT AND SELECTION AT SOMANY CERAMICS LTD, KADI. In this report I covered the details of recruitment and selection and it’s procedure which is conducted into the SOMANY CERAMICS.

For researcher : Researcher can get the information about the various present processes of recruitment & selection. Researcher also can give extension and corrections from the data.

For student: Student can easily get the secondary data, which is helpful for the making report for the same topic. Student can think innovative idea and doing something new with the help of making change and after reading thoroughly. Student can get information about the quantitative data. And make corrections.

For company: With the help of this project report company can get more benefit such as: Helpful for providing the training for new recruiter. Company can easy to give an idea about the report and facts. Company can make comparison with present scenario

66

CHAPTER 12 FINDINGS & SUGGETIONS

FINDINGS:Majority of the people who are belong to middle level employee i.e. 49%. And the minorities of the people who are belong to senior level employee i.e. 15%.

Organization mostly used the internal sources for recruitment then preferred the naukari.com one type of source for selection of the candidates.

In the matter of screening of resume experience, qualification, reference are the important link.

During the selection process group discussion is more important factor. The other factors are skills, attitude and etc.

Most respondents are agreeing in matter of the e- recruitment.

Attractiveness of the job and image of the company is most important factor from the candidates point of view.

Most respondents are agreeing with statement age factor play crucial part in the job.

Pay on performance is beneficial for the organization.

67

SUGGETIONS:Internal resources reduce the entry of new coming opportunity of fresh employee or new blood candidate in the organization.

Skills and abilities are more important than experience in job performance. Age factor is important at all in the job.

Pay for performance is given by the organization, so that organization can increase level of motivation and enthusiasm for the work.

In the computer era, email method should be used more for recruitment and selection method in the organization

As our questionnaire was objective, different person had different opinion on the same questions. So, it becomes difficult to analyses the data.

68

CHAPTER 13

BIBLIOGRAPHY
Website:1) www.somanyceramics.com 2) www.Wikipedia.com 3)www.ebooks.com Links:http://www.somanyceramics.com/Contactus.aspx http://www.somanyceramics.com/MarketingOffice.aspx http://www.somanyceramics.com/OurBrands.aspx http://www.somanyceramics.com/CorporateMilestones.aspx http://www.cumi-murugappa.com/ceramics/ic BOOKS:1. Kothari C.R., Research Methodology, New Delhi; New Age International Publication, second edition 2. Ashwathapa K., Human Resource Management (third edition), Tata Mc Graw Hill Publication Company Ltd. Page no. 81-136,171,179,267,284

3. Chhabra. , T. N. Human Resource Management, Dhanpat Rai $Co (P) Ltd. India, ninth edition. 4. 4. Monnapa Arun., Human Resource Management, Tata Mc Graw Hill Publication Company Ltd.

69

14

ANNEXURE
Recruitment & Selection Questionnaire
NAME OF RESPONDENT: ……………………………………………………………….. Q.1
which levels do you belong to? Junior level middle level senior level

Q.2

What are the sources used for Recruitment by your company? Naukari.com Internal sources

Walk in interview

Reference

Q.3 What are the important things you link while, screening resume of the candidates?

Qualification

Attitude

Experience

Communication skill

Reference

Presentation skill

Q.4

Which type of test usually conducted during the Selection process? Written test Group discussion Typing test

Interview

Attitude test

intelligent test

Personality test
70

Q.5

Do you find E-Recruiting a suitable for Recruitment? Yes No

Q.6 What is the average time to get adequate pool of candidates for conducting interviews? Option Less than 1 One month Two month More than two month Junior level Middle level

Q.7

How many rounds of interviews are conducted before a candidate is given offer letter? One Two Three

Q.8

Do you find bond is compulsory for junior level employee? Yes No

Q.9

The duration of probation period of a new trainee in your organization is of? 3 months 6 months 1 year

Q.10

What is the interval for Recruitment & Selection procedure to be repeated at your organization? Every six month As per the requirement Yearly basis

Q.11

Which Factors are affecting the selection of source in the organization? Image of the company Details provided on internet

Union requirement

Attractiveness of the job
71

Q.12

internal source of recruitment should be used for filling higher level vacant position

rather than external source? Strongly agree Strongly Disagree Agree Neutral Disagree

Q.13

Age factor play important role in the job? Strongly agree Disagree Agree Neutral

Strongly Disagree

Q.14

Is pay for performance more beneficial for the Organization? Strongly agree Disagree Agree Strongly Disagree Neutral

72



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