Reliance HR Project
Reliance HR Project
PROJECT REPORT
ON
AT
RELIANCE COMMUNICATION
BY
ANANYA DUBEY
PGDM
SUBMITED
TO
INSTITUE OF MANAGEMENT EDUCATION
1
CERTIFICATE
PLACE: KANPUR
Date:
(HR Manager)
( RELIANCE COMM.)
2
ACKNOWLEDGEMET
ANANYA DUBEY
3
PREFACE
A project research is a systematic & scientific in investigation
for identifying a specific problem or study in a particular area in the
organization & thereby analyzing the same to give the best solution.
For the fulfillment of any organizational goal it is necessary that
the training and development should be well planned & conveyed to the
employees in order to have transport & steady flow of the different
mechanisms of the organization.
This project is also an attempt to study the functions of personnel
department specifically with the training & development policies &
procedures in reliance communication.
The objective of doing the project is to collect all the necessary
information with respect to the working procedures specifically with the
recruitment, selection training & development procedures of the personnel
department & thereby to get the maximum exposure in the related field. The
different information about the organization in different fields has given me
a wider exposure.
I have applied the concepts & gained knowledge learned during the
course at IME in the practical business situations & thus have understood
these concepts in a better way. The research work really has poured of
immense learning for me.
I would like to whole heartedly thank Reliance communication &
IME for giving this exposure.
ANANYA DUBEY
4
INDEX
RESEARCH DESIGN
1. INTRODUCTION
Company Selected
5
INTRODUCTION
TO THE SUBJECT
6
RECRUITMENT & SELECTION PROCEDURE.
7
TRAINING AND DEVELOPMENT
8
SCOPE OF THE PROJECT
9
OF
STUDY
10
OBJECTIVES OF THE PROJECT
The project report is based on the topic “training & development” at reliance
communication. The following are the objectives of the project report:
company.
11
RESEARCH METHODOLOGY
12
Secondary Data: - Referring to
• Company Manual
• Company Brochures
• Website of the company
• Balance sheet of the Company
• Induction Handbooks.
Sample Size:
Questionnaire was filled up by 75 employees of Reliance communication
doing permanent & temporary kind of job at the company.
Analysis:
Interpretations of the questionnaire are given ahead in this project in the
form of graphs, tables & percentages.
INFORMATION ANALYSIS:
The data collected from Reliance communication. Is put before you in
theoretical form. The data collected through questionnaire is compiled & put
in form graphs, tables & percentage form.
13
THEORY RELATED TO
THE TOPIC UNDER
STUDY
14
THEORETICAL FRAME WORK OF THE STUDY
• PROSPECTIVE
• RECRUITMENT
• SELECTION
• SELECTION PROCEDURE
15
HUMAN RESOURCE PLANNING
16
human resource planning – the process of human resources planning is one
of the most important managerial functions which embraces organizational
development, management development & carrier planning,
d. Job Analysis:
Job analysis assesses “What employees are doing.” From job analysis
specific details of what is being done and the skill utilize in the job, is
obtained. Job analysis enables managers to understand jobs and job structure
to improve the productivity. It also involves job design, coordinating
demands on available time, individual psychological needs, technical
procedures and desired performance.
Job analysis is a procedure by which pertinent information is obtained
about a job it is detailed and systematic study of information relating to the
operation and responsibility of specific job.
The details of training, skills qualifications, abilities experience, and
responsibility can be given with the help of job analysis supported by job
description and job specification. Job analysis is very important for effective
functioning of recruitment and selection procedures. By indicating the
specific requirements for each job are solid base is made available for taking
some important decisions regarding hiring, placement, training, transfer and
promotion of personnel. Every job description and job specification must
have the following details:
19
A THEORITICAL PERSPECTIVE
21
3. Screening
a) Eligibility
b) Suitability
c) Methods used in screening
4. Selection
a) Application blanks
b) Testing techniques
c) Interviews
d) Medical Tests
e) Sending of letters
5. Placement
6. Induction and orientation.
22
RECRUITMENT
23
RECRUITMENT
24
Placing the individual by:
1. Merit basis.
2. Considering the persons interest, backgrounds & physical capacities.
3. Examining the job available.
4. Matching the available job recruitments with individual capacities.
e- recruitment:
Managers now use emails & te web to bypass campus career centers
an email, news letter to the student to get them interested in the firm the
manager can take the complete responsibility for all the recruiting. Doing
their own recruiting also put them in better touch with the market & their
needs.
25
Sources of Recruitment:
There are a great number of recruitment sources available the most
prominent of these sources are:
Current Employees: Many companies have a policy of informing current
employees about job openings before trying to recruit them from other
sources, internal job postings give current employees the opportunity to
move into the forms more desirable jobs however; an internal promotion
automatically creates another job opening that has to be filled.
Channels of Recruitment :
- Recruitment through intermediaries
- Recruitment through contractors
- Direct Recruitment
- Recruitment through employment exchange
- Other Methods
- Through Trade Union
- Through Labour Office
- Through referee
- Recruitment through the web
27
This kind of recruitment is called e-recruitment, the company
sends the newsletter to the candidates, regular job updates to target the right
candidate. The company selects the candidate from the data base available
this helps the company to directly contact the candidate. Once a firm has
prepared a job description & person specification. It will be time to advertise
the vacancy. They can do this internally or externally.
Internal Recruitment:
28
External Recruitment:
External Recruitment means looking outside the company for candidates for
vacancy.
29
RECRITMENT
PROCEDURE
30
RECRUITMENT PROCESS
31
External Sources:
External Recruitment is conducted when there is no internal force to fill up
the vacancy & the company is looking out for new candidates. The external
sources are used for recruiting permanent employees or who are higher up in
positions.
32
RECRUITMENT & SELECTION POLICY OF
OTHERS
Scope: It covers the hiring policy & procedures for all levels.
Causes:-
1) Policy should be in conformity with its general personnel policies &
should be flexible.
2) The company shall always keep its business objective & the
33
6) The HR Manager/ Department shall assess the credibility of each &
every recruitment agency with whose the company may associate for
its human resources sourcing association starts only after a contract is
signed on agreeable terms & conditions.
7) The HR department shall ensure that all the candidates those who
come for the interview are attended properly & promptly.
34
SELECTION- THE ULTIMATE OBJECTIVE
35
The process continues in three stages, & each stage is as
important as the previous one it starts with recruitment followed by
screening & finally ends with selection. Recruitment is concerned with the
discovery of potential to locate the sources of manpower & attract them
insufficient numbers so as to facilitate better selection with a wider choice to
meet the job requirements & job specifications.
Selection is choosing a few from those who have applied. The
process consists of many stages in which every information decides if the
candidate will go to the next stages or fall out. It is the choice making
process in which those meeting the minimum requirement keep going to the
next stage & those falling go out of the race.
After a candidate is found to be most suited, he is offered
placement in the organization at a price scientifically arrived at by the
process of job evaluation. The terms & conditions of employment are
explained to him & finally he is inducted to the new work environment.
36
SELECTION PROCEDURE
1. Prelimnary interview:
It is the first step after receipt & scrutiny of the applications forms in the
Selection process .The purpose of this type of interview is to eliminate ,’
The unqualified or unsuitable candidates .It should be quite brief just to have
an idea of general education ,experience ,training,appreance,personality etc.
of the candidate & to obtain his salary requirements.If the application
appears to have some chance of being selected ,he is given the application
blank to fill.
37
2)Application Blank:
A blank application or application blank is the next important weeding out
device
in the selection procedure .The successful candidates in prelimnary
interview supplied with the application blank to get a written record of the
following information .
Identify information such as family background date & place of birth ,age,
sex, height ,citizenship,marital status etc.
Information recording education .It include information about his academic
career ,subject taken at various levels ,school certificate & degree
level,grade, division or place awarded in school & college,technical
qualification etc.
Expected salary,allowance & other fringe benefits
3.Employment test
Psychological& other test are becoming increasingly popular even in India
as a part of the selection process.However their utility is controversial .The
personnel department can guide & help in the selection of type of tests
appropriate for a particular position .
4.Employment Interview:
Perhaps this is the most complex & difficult part of the selection process.
The purpose of interview is to determine the suitability of the applicant for
the applicant for the job & job for the applicant. Interview must be
Conducted in a friendly atmosphere & the candidate must be asked the Basis
of job specification. Unwanted questions should be avoided.
38
4. Reference Check:
Employers generally provide a column in the application blank for
Reference. If the applicant crosses all the above hurdles an investigation
May be made on the reference supplied by the applicants regarding his Past
employment, education, character, personal reputation etc. Reference may
be called upon on telephones or may be contracted Through mail or
personal visit. Additional information can also be Recorded by asking the
questions from references.
5. Medical Examination:
In almost all the companies even in India medical examination is a part of
The selection process for all suitable applicants. It is conducted of the final
decision has been made to select the candidate. This is very important
because a person of poor health may generally be absent from work & the
training given to him may go waste. A person suffering from any disease
nay spread it amongst others & all this effects the working of the concern.
6. Final Selection:
If a candidate successfully overcomes all the obstacles or tests given above
he would be declared selected. An appointment letter will be given to him
mentioning the terms of appointment, pay scales, post on which Selected,
when be joins the organization etc. It Is the primary duty of the HR manager
to introduce him to the company & his job.
In the selection of the candidate whatever may be the procedure the
personnel department plays an important role. It should be kept in the mind
that the decision to recruit the personnel is not taken by the personnel
Department. It however assist the top executives in selecting the candidate
by devising the application from preparing the job description & setting the
job specification.
39
SELECTION PROCESS AT DAWNAY DAY AV
PVT. LTD.
40
• Personal Interview:
The interviews are often best carried out by panel consisting of a specialist,
HR Manager, a manager from the department concerned & an indepent
member, this would allow an all round picture of the candidate be arrived at.
After the personal interview the candidates undergo through various test
which are conducted by the personnel department.
• Reference Check:
For the recruitment of persons in higher positions the reference check of that
Person is done with the previous employer or company the person was
working with to know his reliability, character etc.
• Selection:
After the interview & other steps if the candidate is found fit for the
particular job & is the right person for the job, then the candidates are short
listed.
• Appointment Letter:
A formal letter of appointment is sent to the candidate who is selected he is
offered the job. It contains date of joining, terms of job etc.
41
42
2. Before a person joins prior approval of concerned head is invariably
obtained.
3. After the approval of the authority is taken, candidates are given offer
letter as per procedure.
43
.
SCREENING OF THE
EMPLOYEE
44
SCREENING
In over all process of selection, screening comes once the recruitment is
over. Screening is a process of reducing the number of applicants to few
who have a better chance of getting selected than those screened out. This is
Also called the process of short listing. Screening is generally done by the
HR department on the basis of:
a) eligibility
b) suitability
job specification must be referred to while screening candidates on the basis
of these two criteria. Methods used in screening.
a) Preliminary application
b) Screening Interview
While screening dose help reduce large numbers to manageable proportions,
It also has a risk of losing those who could have performed well in the
Subsequent selection. With more dear understanding of job description, the
risk could be reduced.
45
♦ PLACEMENT ♦
Once an after of employment has been made & it is accepted, the final stage
In procurement function & is concluded it maybe defined as the
determination of the job to which an accepted candidate is not be assigned
And his assignment to that job.
46
Joining Formalities:
On the day of joining, all the necessary documents are verified against the
application blank filled by the candidates earlier. Documents verified are:
• Education Qualification & certificates.
• Experience Certificates
• Clearance or no objection certificate from the previous employer
• Resume
• Acknowledged copy of offer letter.
On joining the organization the candidate has to sign the joining report:
• Fill the CV in the company format
• Fill the induction feedback form
• Fill the PF form
• Fill the investment declaration form
A perfect placement can lead to low labour turnover, higher productivity,
high morale, low rate of absenteeism & excellent work culture.
47
CHAPTER- 4
COMPANY PROFILE
48
INTRODUCTION
49
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50
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51
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53
CHAPTER NO – 5
54
♦ PROJECT ANALYSIS ♦
• -DATA ANALYSIS
• -FINDINGS & SUGGESTIONS
• -PROBLEMS & LIMITATIONS
55
DATA ANALYSIS
Data Analysis was carried out in Dawnay Day AV Pvt. Ltd. for the subject
of “Recruitment and Selection Procedure” for the candidates of trainee
in the company.
56
SECTION-I
QUESTIONS ASKED TO THE PRESENT
EMPLOYEE OF THE COMPANY
Respondents Total
57
120
100
80
58
OBSERVATION:
FINDINGS:
The procedure of interview was carried out in a very structured
Manner and if any confusion arises the panel use to come together and
Take the proper decision.
SUGGESTIONS:
The decisions taken through panel is a very good policy adopted by
The company and it should be followed through out without biasness.
59
Q2. Are you satisfied by the pay package offered?
Respondents Percentage
Yes 49 65
No 26 35
Total 75 100
Total
Series2
No
Series1
Yes
0 20 40 60 80 100 120
60
OBSERVATION
Most of the employees are satisfied with the pay package offered at the
company 2/3rd or 66% of the employees are satisfied while the rest 34% are
not because there was few terms mentioned in the bond before joining.
company must look forward with the terms and conditions and try to change
it if possible.
FINDINGS:
More than 50% of the candidates were satisfied by the pay package,
might be the rest were expecting to be offered more.
SUGGESTIONS:
The company package is quite god enough as per the training purpose,
but as we can say some people never get satisfied so cant help it.
61
Q3. Are you willing to move UK if you get the opportunity?
Respondents Percentage
Yes 64 85
No 11 15
Total 75 100
Yes 85%
Yes
1
2
No 15%
62
OBSERVATION:
Result is that a few of 15% are not willing to leave their home land where
as 85% employees are willing to as they say thy may get a big
opportunity in their career and will be able o build a bright future.
Company should take care that the rest 15% who are nt willing to
move to us must not be forced to go and some other options must be
kept available for them to develop their great future.
FINDINGS:
Maximum no. Of candidates were wiling to move to us as they found
career opportunity in that, while rest were show unwilling for the
same.
SUGGESTIONS:
The offer given by the company of migrating to us in good in concern
to the further career opportunities of the candidates, but the one who
in not willing to go must be given some other options to enlighten
their career Opportunity.
63
Q4. Is the job analysis (job description and job specification) done before
recruitment?
Respondents Percentage
Yes 65 87
No 10 13
Total 75 100
1
2
64
OBSERVATION:
87 % of the employees says that job analysis is done which have mostly
seemed to be come through external sources of recruitment where is rest
was found to be through internal sources.
FINDINGS:
SUGGESTIONS:
65
Q5. Do you think this job opportunity will prove beneficial from future
point of view ?
Respondents Percentage
Yes 64 85
No 11 15
Total 75 100
100%
90%
80%
70%
60% No
50% Yes
40%
30%
20%
10%
0%
1 2
66
OBSERVATION:
Some of the employees might have been left out due to some reasons.
FINDINGS:
SUGGESTIONS:
Very few candidates did not find any opportunity in their career
through his job might be due to their different plans in futuer. company must
follow the ideas and grab it if any for the betterment of the company as well
the individual.
67
Q6. Does all the candidates judged truly and fairly?
Respondents Percentage
Yes 69 92
No 6 8
Total 75 100
100
90
80
70
60
Yes
50
No
40
30
20
10
0
68
OBSERVATION:
FINDINGS:
Biased decisions were observed at few points in the company.
SUGGESTIONS:
Biasness must be fully avoided for the purpose of goodwill of the
company, for the proper decision making is necessary in the panel.
69
Q7. How did you come to know about the vacancy?
Respondents Percentage
ADVERTISEMENTS (AD) 60 88
EMPLOYMENT EXCHANGE
2 2
(EE)
INTERNALLY (INT) 5 4
90
80
70
60
50
40
30
20
10 S e rie s 1
0 S2 S e rie s 2
S1
ADVERTISEM
ENTS (AD)
INTERNALLY
(INT)
70
OBSERVATION:
FINDINGS:
SUGGESTIONS:
71
Q8. Is your recruitment procedure centralized or decentralized ?
Respondents Percentage
CENTRALISED 75 100
DECENTRALISED 00 00
Total 75 100
100
80
60
40
20 S eries 1
S2
0 S eries 2
S1
CENTRALISED
DECENTRALIS
Total
ED
72
OBSERVATION:
FINDINGS:
SUGGESTIONS:
Various centers must be made available for the purpose of interview
to avoid inconvenience of the candidates.
73
Q9. What were the weight age given to the sources by the company ?
INTERNAL 15 80
EXTERNAL 60 20
Total 75 100
120
100
80
R es p on de nts
60
P erc e nta ge
40
20
0
IN TE R N A L E XTE R N A L To tal
74
OBSERVATION:
External sources were mostly preferred by the company for recruitment
procedure which was found to be one of most positive attitude of the
procedure.
FINDINGS:
External sources were mostly preferred by the company for
Recruitment procedure which was found to be one of most positive
attitude of the Procedure.
SUGGESTIONAS:
No suggestion required.
75
Q10. Are the rejected candidates informed?
Respondents Percentage
Yes 00 00
No 75 100
Total 75 100
100
90
80
70
60 Yes
50 No
40
30
20
10
0
1 2
76
OBSERVATION:
From the above fact it is seen that company don’t have the policy of
informing the rejected candidates as this must be avoided because it may
reduce the personal inconvenience if any among the candidates applying for
the job.
FINDINGS:
The rejected candidates were not informed about it, the reasons was
Unknown.
SUGGESTIONS:
77
Q11. What are the external sources of recruitment most preferred by the
candidates?
Respondents Percentage
INTERNAL (INT) 60 88
EMPLOYMENT EXCHANGE
02 2
(EE)
NEWSPAPERS (NP) 05 4
TOTAL 75 100
10 0
90
80
70
60
50
40 R es p on de nts
30 P erc enta ge
20
10
0
IN TE R N A L (IN T)N E W S P A P E R S C A M P U S
(N P ) R E C R U ITM E N T
(C R )
78
OBSERVATION:
Here we see that campus interviews are not done by the company which is
The most sourceful technique to achieve the objective of hiring the most
Qualified and skilled candidates as per the job recruitment.
So company must adopt the technique of campus recruitment
Which can prove beneficial from company’s point of view.
FINDINGS:
SUGGESTIONS:
Company must adopt the policy of campus recruitment for the acquaintance
of quality profiles.
79
SECTION – II
Response
REFRENCE CHECK
MEDICAL TESTS
SALARY HIKE -
BACKGROUND HISTORY
OBSERVATION:
Salary hike was not given any importance for the trinee candidates.
80
FINDINGS:
SUGGESTIONS:
81
Q2. Is the salary negotiation possible?
MANAGEMENT
LEVEL YES NO
MANAGEMENT
TRAINEE
LOWER
MANAGEMENT
MIDDLE
MANAGEMENT
SENIOR
MANAGEMENT
OBSERVATION:
FINDINGS:
SUGGESTIONS:
The point of salary negotiation is negligible to be taken care of as
per the point of view of the trainees.
82
Q3. Do you have compensation review policy?
MANAGEMENT
LEVEL YES NO
MANAGEMENT TRAINEE
LOWER MANAGEMENT
MIDDLE MANAGEMENT
SENIOR MANAGEMENT
OBSERVATION:
FINDINGS:
SUGGESTIONS:
83
Q4. How often is one to one conversation done in the company?
MANAGEMENT
MOST SOME-
LEVEL NEVER
OFTEN TIMES
MANAGEMENT TRAINEE
LOWER MANAGEMENT
MIDDLE MANAGEMENT
SENIOR MANAGEMENT
OBSERVATION:
FINDINGS:
SUGGESTIONS:
84
Q5. What are the components of compensation provided to trainee ?
COMPONENTS RESPONSE
YES NO
HRA
LTA
PF
GRATUITY
LOANS
BONUS
CAR / PETOL
ACCOMODATION
CONYEYANCE ALLOWANCE
MEDICAL ALOWANCE
OBSERVATION:
There are many things which are not provided b the company to the
candidates at least the facilities which are necessary to the day to day
living must be provided.
FINDINGS:
SUGGESTIONS:
Few points are avoidable but as per the trainees view the TA must be
allotted to them and incentives must be provided wherever necessary.
85
Q6. What are the joining formalities to filled by the selected candidate?
COMPONENTS RESPONSE
YES NO
CERTIFICATES
PROOF OF WORK EXPERIENCE
MEDICAL REPORT
PHOTO
REFRENCE LETTER
PAST SALARY SLIP
RESIDENTIAL PROOF
PAN.NO.
BANK A/C NO.
OBSERVATION:
The formalities to filed by the candidates were quite satisfying, but along
with that the checking process of the candidates details were lagging
behind.
Candidates work experience proof must be checked to get the idea of
his/her sincererity towards the job.
As the candidates are offered fixed salary package no need to refer
their past salary slips.
86
FINDINGS:
Company was lagging behind to judge the candidates from all point of
view.
SUGGESTIONS:
Proper care must be taken to avoid any ill effects to the company, so
proper verification process must be followed by the company.
87
Q7. Which parameters are preferred in the company during the selection of
the candidate for the required job?
PARAMETERS RESPONSE
YES NO
EXPERIENCE
THEORITICAL KNOWLEDGE
AGE CRITERIAL (22-25)
FOCUS ON YOUNG
GENERATION
OBSERVATION:
FINDINGS:
Theoretical knowledge of the candidate were not given any weight age in
the process of selection.
SUGGESTIONS:
Along with the practical knowledge weight age must also be given to
theoretical knowledge as is nay help at the time at crises if any.
88
CHAPTER NO – 6
89
FINDINGS AND SUGGESTIONS
FINDINGS:
SECTION-I
1) The procedure of interview was carried out in a very structured
manner and if any confusion arises the panel use to come together and
take the proper decision.
2) A&B) Most of the candidates were willing to pay the bond money but
few did showed disappointment in the policy, may be due to some
personal problem.
3) 75% polling were against the policy of bond as they said that it
formed a barrier in the selection process.
4) More than 50% of the candidates were satisfied by the pay package,
might to be rest were expecting to be offered more.
90
10) The recruitment and selection procedure was totally centralized
according to the company’s policy.
12) The rejected candidates were not informed about it, the reason was
unknown.
SECTION – II
1) The candidates were departed from the procedure of salary hike in the
period of training.
91
6) Company were lagging behind to judge the candidates from all point
of view.
92
SUGGESTIONS
SECTION – I
2.a&b)As most of the candidates are willing to pay the bond money,
Some options must be provided by the company for the one who are
Facing any problem to do the same.
3) Company must give a chance to those students who and skilled and
Are not able to fulfill the clause of bound due to any reasons or
provide a way of concession of installment scheme.
4) The company package is quite god enough as per the training purpose,
But as we can say some people never get satisfied so cant help it.
7) Very few candidates did not find any opportunity in their career
Through his job might be due to their different plans in future
Company must follow the ideas and grab it if any for the betterment
Of the company as well the individual.
93
10) External source were mostly preferred by the company for
Recruitment procedure which was found to be one most positive
Attitude of the procedure.
12) Company must adopt the policy of campus recruitment for the
Acquaintance of quality profiles.
SECTION – II
5) Few points are avoidable but as per the trainees view the TA must be
allotted to them and incentives must be provided wherever necessary.
6) Proper are must be taken to avoid any ill effects to the company, so
proper verification process must be followed by the company.
94
7) Care should be taken that the candidates are not kept devoid of their
Education process if required any. Company should take a step
Forward to provide good education facilities to the candidates.
8) Along with the practical knowledge weight age must also be given to
Theoretical knowledge as is may help at the time at crises if any.
95
CONCLUSION
96
APPENDIX
&
BIBLIOGRAPHY
97
QUESTIONNAIRE
SECTION-1
STRUCTURED UNSTRUCTURED
PANEL HRROUND
YES NO
YES NO
Q4. Is the job analysis (job description and job specification) done
before recruitment?
98
YES NO
Q5. Do you think this job opportunity will prove beneficial from
future point of view?
YES NO
YES NO
YES NO
YES NO
Q9. What were the weight age give to the sources by the company?
YES NO
YES NO
YES NO
99
SECTION – II
Q1. What are the post recruitment policies followed by the company?
Response
REFRENCE CHECK
MEDICAL TESTS
SALARY HIKE
BACKGROUND HISTORY
MANAGEMENT
YES NO
LEVEL
MANAGEMENT
TRAINEE
LOWER
MANAGEMENT
MIDDLE
MANAGEMENT
SENIOR
MANAGEMENT
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Q.3 Do you have compensation review policy?
MANAGEMENT
YES NO
LEVEL
MANAGEMENT TRAINEE
LOWER MANAGEMENT
MIDDLE MANAGEMENT
SENIOR MANAGEMENT
LOWER MANAGEMENT
MIDDLE MANAGEMENT
SENIOR MANAGEMENT
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Q5. What are the components of compensation provided to trainee ?
COMPONENTS RESPONSE
YES NO
HRA
LTA
PF
GRATUITY
LOANS
BONUS
CAR/PETROL
ACCOMODATION
CONYEYANCE ALLOWANCE
MEDICAL ALOWANCE
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Q6.What are the joining formalities to filled by the selected
candidate?
COMPONENTS RESPONSE
YES NO
CERTIFICATES
PROOF OF WORK
EXPERIENCE
MEDICAL REPORT
PHOTO
REFRENCE LETTER
PAST SALARY SLIP
RESIDENTIAL PROOF
PAN. NO.
BANK A/C NO.
PARAMETER RESPONSE
YES NO
EXPERIENCE
THEROTICAL
KNOWLEDGE
AGE CRITERIA(22-25)
FOCUS ON YOUNG
GENERATION
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BIBLIOGRAPHY
BOOKS REFERRED:
N C Graw-
Personnel Management Edwin Flippo
Hill publishing co.Ltd
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