SELECTION AND RECRUITMENT

PROJECT REPORT

ON

SELECTION AND RECRUITMENT

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE REQUIREMENT OF

B.B.A.

(2014-2015)

ORGANIZATION:- N.F.L. NAYA NANGAL

SUBMITTED TO:- SUBMITTED BY

:-[Link] Archit Parmar

(Assistant Prof.) B.B.A.3 rd Year

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 CERTIFICATE OF ORIGINALITY

This is to certify that the project report titled SELECTION & RECRUITMENT
Carried out by Mr. Archit Parmar [Link]. (Roll no. 9052) S/o Sh.
Ravinder kumar has been accomplished under my guidance and
supervision as a duly registered student of the department of management
(BBA), GOVT .[Link] UNA (H.P). this project is being submitted by
him in the partial fulfillment of the award of the BBA from [Link]
Una. His project represents his original work and is worthy of consideration
for the award of degree of BBA.

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 CERTIFICATE

This is to certify that the project to study the “RECRUITMENT &

SELECTION” at Nantional Fertilizer Limited (NFL), Naya Nangal is
bonafide project work done by Archit Parmar s/o sh. Ravinder kumar
under the University Registration no. 12-BUN-37, Class B.B.A. (Final),
during the session 2012-2015 in the partial fulfillment of the degree of
Bachelor of Business Administration (B.B.A.)

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 Acknowledgement

No job or task can be completed without the co-operation and support of

people around us. I being no exception had to seek the help of others to
make this project successful.

I would like to thank to Dr. S. K. Chawla, principal Govt. post Graduate

College una who allowed me to join the training, Prof.. [Link], Head of
BBA Department & Mrs. Richa my faculty guide who extended her full co-
operation and assistance.

A lot of individuals have contributed in the preparation of this project. I am

thankful to all of them for their timely help encouragement, support,
valuable comments, suggestions and many innovative ideas in carrying out
these projects. It is my proud privilege and pleasure to express deep sense
of gratitude to these people.

Shri Sunil Rana Manager (F&A), NFL, Nangal unit, and various Heads of
different Departments. I thanks m parents for their love encouragement
and comfort in my career.

ARCHIT PARMAR

ROLL NO. 13043

[Link] L NO. 9052

(DEPTT. OF BBA GOVT.

COLLEGE UNA (H.P.)

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 PREFACE

This Research is a part of my summer

training. Without this my B.B.A is incomplete. Summer training is an
integral part of every B.B.A course. We can’t rely merely upon theoretical
knowledge. It is to be complemented by practical know how for it to be
fruitful. A positive and correct result of the classroom learning needs
realities of practical situation.

The training enables the management students to see the working conditions
under which they have to work in the future. It gives them real feel of
corporate world, which helps them to better equip themselves with the
required skills. I got the opportunity to do the training at “ Nantional
Fertilizer Limited (NFL) ” and did a study on Selection and Recruitment.
In particular I was lucky enough to be part of study and I was assigned to do
some research regarding the training of employee. It has been a great
learning experience for me.

The study would not have been possible without the unconditional guidance
and support of all the team members of Nantional Fertilizer Limited. I would
like to thank all the members of the company besides all others who have
been helpful to me for completing the study.

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TABLE OF CONTENTS

Sr. Particulars Page

No. No.
1. CHAPTER – 1

 INTRODUCTION OF COMPANY 8-29

 INTRODUCTION OF TOPIC 30-61

2. CHAPTER – 2 62-71

 RESEARCH METHODOLOGY

 RESEARCH DESIGN

 DATA COLLECTION METHOD

 SCOPE OF STUDY

 NEED OF STUDY

 OBJECTIVES OF STUDY

 LIMITATIONS OF STUDY
3. CHAPTER - 3 72-83

 ANALYSIS AND INTERPRETATION

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4. CHAPTER – 4 84-91

 CONCLUSION & FINDINGS

 SUGGESTION & RECOMMENDATION

 BIBLIOGRAPHY

 ANNEXURE

CHAPTER -1

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INTRODUCTION OF
FERTILIZER LIMITED

FERTILIZER INDUSTRY
Indian economy is an agriculturist economy. Agriculture production
plays a very important role in the prosperity of the country. As the limited
and the production is increasing at a tremendous rate, it is very necessary
to increase production and only way to increase the production is to do
intensive cultivation with the use of chemical fertilizers.

The development of the fertilizer industry is of great importance to our

National economy as; the primary occupation of 70% of the Countrymen is
agriculture. And for a good yield, Fertilizer play, an important role. The
increase in the Fertilizer industry shall lead to the development of
agriculture which will further lead to rise in per capital income of the
people due to increased yield and high quality. The efficiency of this
industry would help the country to earn more of foreign exchange by
exporting more and high quality of grains and other agricultural products.

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Fertilizer industry in our country has expanded significance to fulfill Nation’s
hopes and aspirations for self-efficiency in food grains. The fertilizer
industry has played a key role in rushing an era of plenty of food grains by
translating into realty “Green Revolution” in the country from an utterly
unsatisfactory situation prevailing on the food grains font India continues to
be the third largest producer and consumer of in the world. Urea
production in the country for the year 2008-2009 was 107.68 lakh tones of
Nitrogen as Compare to 105.45 lakhs tones in the previous year. The
domestic production of urea is currently sufficient to meet its annual
demand in the country. At present there are 63 large size fertilizer units in
the country manufacturing a wide range of nitrogenous and
phosphoric/complex fertilizer of these, 38 units produce urea.

Chart – 1 shows the percentage share of National Fertilizers Limited in urea

production in the country.

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NFL National Fertilizers Ltd.
RCF Rashtriya Chemicals fertilizers ltd.

IFFCO Indian farmers Fertilizers Co-Operative Ltd.

KRIBHCO Krishak Bharati Co–Op. Ltd.

GNVFC Gujarat Narmada Valley Fertilizers Company Ltd.

IGFCC Info Gulf fertilizers & Chemicals Ltd.

CFCL Chambal fertilizers & chemical Ltd.

TCL Tata Chemical Ltd.

OCF Oswal Chemical and Fertilizer Ltd.

INTRODUCTION OF THE COMPANY

In 1954 the Govt. of India appointed a committee called “The fertilizer

production Committee” under the chairmanship of Sh. B.C MUKHRJEE (FCI
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Ex. Chairman & Managing Director) to suggest ways for further expansion of
fertilizer production in India. The Govt. however simultaneously issued a
directive to the committee that one of the proposed fertilizer units should
be located near the Bhakra Dam. The main consideration for setting up a
plant in Nangal (PUNJAB) was that there would not be enough demand of
electricity from Bhakra Dam. Heavy water a by-product in this process could
be produced for the use in these atomic reactors as moderator.

On February 17, 1956 the proposed Nangal factory was incorporated

under the name of Nangal Fertilizers & Chemical Ltd. (NFCL) with its
registered at Nangal having an authorized capital of Rs. 31 crores. In July
15, 1959, the name of (NFCL) was changed to “Hindustan Fertilizers &
Chemicals ltd.”(HFCL).

The FCL Ltd. was incorporated on Jan 1 st, 1961 by proclamation of the
fertilizers & chemicals companies’ amalgamation order 1960, having a
authorized capital of 75 crores. With the re-organization fertilizers co-
operation of India with effect from 1 st April 1978, the Nangal unit of
Fertilizer Corporation of India came under the NFL fold. The company
expanded its installed capacity in 1984 by installing and commissioning of
its Vijaipur gas based Plant in Madhya Pradesh.

COMPANY PROFILE

National Fertilizers Limited (N.F.L) was registered on 23.08.1974 with

an authorized capital of 500 crores. NFL set up two-fertilizer plant in

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Bathinda (Punjab) and Panipat (Haryana), NFL has emerged as an industrial
giant in the fertilizer sector. Over the years company has expanded into a
multi unit company with four manufacturing units with varied technology.
Three of these units are strategically located in the high consumption areas
of Punjab & Haryana. The company has an installed capacity of 35.49 lack
MT of Nitrogenous fertilizers.

NFL, Corporate Office, Noida

The plants at Nangal, Bhatinda and Panipat are based on partial

oxidation of fuel oil/high petroleum stock and matching Urea capacity of
1550 MT per day at Bhatinda and Panipat and 1450 MT per day Urea at
NANGAL while the rest being converted to Industrial Products as per
demand.

The Vijaipur Plant was a landmark achievement in project management in

India. The plant was completed well within time and approved project cost.
In recognition of this achievement, the project was awarded the First Prize
on Excellence in Project Management by Govt. of India. Subsequently the
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Vijaipur plant doubled its capacity to 14.52 lakh MTs by commissioning
Vijaipur Expansion Unit i.e. Vijaipur-
II in 1997. The annual capacity was subsequently re-rated w.e.f. 1.4.2000
from 7.26 lakh MT of Urea to 8.64 lakh MT for Vijaipur-I & Vijaipur-II Plants
each. Three of the Units Three of the Units are strategically located in the
high consumption areas of Punjab and Haryana. The Company has an
installed capacity of 32.31 lakh MT of Urea. The company produced 33.44
lakh tonnes of Urea and recorded an annual sales turnover of Rs.5127
crores during 2008-09.
NFL, a profitable public sector undertaking operates under the
administrative control of Department of Fertilizers in the Ministry of
Chemicals & Fertilizers. The Company is consistently making profits and
registered a profit (PBT) of Rs.156 crores for the year 2008-09. The
Company’s strength lies in its sizeable presence, skilled manpower,
Marketing and strong distribution network nationwide.
Aiming towards further growth, NFL is already in the process of revamping
its three fuel oil based plants for change over its feedstock from FO/LSHS to
NG/R-LNG and Capacity Augmentation of Urea at Vijaipur Unit. Towards
reduction of Green House Gases, Company has already initiated action for
various CDM (Clean development Mechanism) Projects so as to earn
revenue in terms of carbon credits.
NFL in collaboration with M/s KRIBHCO & RCF has formed a joint venture
company (JVC) named as Uravarak Videsh Limited (UVL) to explore
investment opportunities abroad and within country in Nitrogenous,
Phosphatic & Potassic sectors and to render consultancy services for setting

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up Projects in India & Abroad. A brown field gas based Urea plant at Barauni
in Bihar has been entrusted to the above Joint venture Company. Kisan
Urea NFL’s popular brand is sold over a large marketing territory spanning
the length and breadth of the country. The Company also manufactures and
markets Bio-fertilizers and a wide range of industrial products which include
Methanol, Sodium Nitrate, Sodium Nitrite, Nitric Acid, Sulphur, Liquid
Oxygen, Liquid CO2, Liquid Nitrogen etc. The Company has also developed
Neem coated Urea which on demonstration has shown improved results in
terms of increase in yield by 4-5% and environment friendly. Accordingly
Company has been manufacturing and selling Neem Coated Urea from its
manufacturing plants since 2002-03 The Company is further focusing its
thrust to widen the marketing operations of Neem coated Urea. The
company has also taken initiative to make available other agro inputs under
single window like quality seeds, Insecticides and Bio-pesticides by
collaboration with other reputed organizations. R&D trials are under way
for testing the efficacy of Bio-pesticides, elemental Sulphur, in collaboration
with Agriculture Institutes. NFL over the years has developed a team of
dedicated professionals in the areas of production, maintenance, project
management, safety and environment control. These professionals are
sought after in the Industry both in India & abroad for their Specialized
Services. NFL is known in the industry for its work culture, value added
human resources, Quality Management, Safety, Environment, Concern for
Ecology and its commitment to social upliftment and to ensure their
compliance, All NFL plants are certified and being maintained under ISO-
9001 (2000), ISO-14001 & OSHAS-18001 by conforming to International

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Quality, Environmental & Occupational Safety & Hazards standards. With
the certification of Corporate Office/Marketing operations under ISO-9001:
2000, NFL has become the first Fertilizer Company in the country to have its
total business covered under ISO-9001 Certification.
Urea is an essential commodity under the Essential Commodities Act, 1955.
The Department of Fertilizers (DoF) plans and monitors production, import
and distribution of fertilizers and manage the subsidy for indigenous and
imported fertilizers in the country. In this regard, DoF has set up an on line
web based Fertilizers Monitoring System (FMS). Presently Fertilizer
companies are allowed to market 50% of their total Urea produce out side
EC allocation. The Department of Public Enterprises, Govt. of India in order
to improve accountability and giving higher autonomy to Public Sector
Undertakings, introduced the concept of MoU from early nineties NFL
enters into a Memorandum of Understanding (MoU) with the Government
for each year under which the Government undertakes to assist NFL with
regard to availability of inputs, obtaining ECA allocations commensurate
with the availability of fertilizers from NFL plants etc. NFL on its part
undertakes to adhere to its production and movement plans, achieve its
ECA allocation and provide regular feedback to the Administrative
department. NFL signed first MoU with Department of Fertilizers (DoF) for
the year 1991-92. The company has been awarded Excellent rating for the
fiscal year 2007-08, which is 8th excellent rating in a [Link] fourth plant at
Vijaipur (M.P.) has a capacity of 2700 MT per day ammonia and 4400 MT
per day Urea, based on natural gas feed stock. The Vijaipur plant was
completed well within time and approved project cost. In recognition of

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this achievement, the project was awarded the First Prize in Excellence in
Project Management by Govt. of India. Subsequently the Vijaipur plant
doubled its capacity to 14.52 lakh MTs by commissioning Vijaipur Expansion
Unit i.e. Vijaipur-II in 1997. The plant annual capacities have now been re-
rated w.e.f. 1.4.2000 from 7.26 lakh MT of Urea to 8.646 lakh MT for
Vijaipur-I & Vijaipur-II Plants each. All the plants are running at more than
their rated capacities. The company is indulged in manufacturing chemicals
& bio-products as well as to provide the allied services. NFL schedule-A &
Mini Ratna category-1 Company, is a market leader in the fertilizer industry
in India with 16.8% share in Urea production during 2008-2009.

SALIENT FEATURES OF THE COMPANY

 The company has an excellent track record and high profits, with
highly motivated and dedicated workers and officers – no industrial
relation problem.

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 N.F.L. was given the “Mini Ratna Category-I” by the Govt. of India in
1998 based on the company’s overall performance during the
preceding years.
 The company was ranked 27th in terms of sales according to Business
India Super –100 in 1998.
 N.F.L. has been selected by a panel of judges for Economic Times-
Harvard Business School Association of India corporate Performance
Award for 1994, among 213 Public Sector Companies in the country.
 International Greenland Society, Hyderabad awarded NFL “Best
Environment & Ecological Implementation Award” for the year 1995-
96.
 Recently NFL has been “A” in Public Sector Undertaking because of its
constant good performance.
 National Fertilizers Limited, Ranbaxy Laboratories Limited and Indo
Rama Synthetics Limited have secured the National Safety Awards for
the year 2001-02.
 NFL has signed memorandum of association for 2009-10 with the
Department of Fertilizers.
 NFL is the first company in Pubic Sector having the certification of
ISO-9002, ISO-9001 and ISO-14001.
 NFL has linked agreement on 26th February, 2009 with Gas Authority
of India Ltd. For transportation & supply of Natural Gas to NFL’s
Panipat, Bathinda and Nangal Plants.
 Nangal Unit of NFL has received “ICWAI” National Award for
Excellence in Cost Management 2008” from Institute of Cost and

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 Works Accountants of India in appreciation of the efforts in Cost
management.

OBJECTTIVES

CORPORATE OBJECTIVES:

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 NFL is an instrument of society. It has been to serve the needs of the
people within the scope of its basic objectives. To achieve this, NFL must:

 Select capable people and improve their knowledge and skills on

organized basis.
 Motivate and enthuse the employees to achieve higher productivity
with team spirit.
 Lay down integrated objectives, define individual goals and maintain
an atmosphere conducive to achievement of these goals.

BASIC OBJECTIVES

In terms of Memorandum of Association, NFL was set up to

manufacture and market chemical fertilizers, other chemicals and by
products as well as to provide the allied services. In order to achieve and
maintain a leading position in the production and marketing of fertilizers,
the following Micro Objectives have been identified:

MICRO OBJECTIVES

1. PRODUCTIVITY

To achieve the best possible levels of production and economy in the

use of inputs while ensuring safety and proper maintenance of plant and
machinery and pollution control. More specifically (a) to strive to raise

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capacity utilization and (b) to improve upon consumption norms
consistently.

2. RESEARCH & DEVELOPMENT

To carry out R&D activities for:-

(a) Increasing plant availability.

(b) Saving use of energy in different forms.

(c) Better recovery of saleable products.

(d) Process improvement /development.

(e) Increasing utilization efficiency on a sustained basis in the

application of chemical fertilizers in combination with other agricultural
inputs.

3. PROFITABILITY

To maintain the assets, men and material in most effective and

efficient manner ensuring (a) reasonable return on investment
commensurate with the principles laid down by the Govt. from time to
time, and (b) generation of increasing internal resources.

4. MARKETING & CONSUMER SERVICES

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 (a) To provide to the farmers high quality products in right time
and in adequate quantities and with a package of modern agricultural
practices, at the same time maintaining reputation for fair business
practices.

(b) To further intensify promotional efforts for increased use of

fertilizers and to maximize distribution of Company’s products within the
areas covered by the company, consistent with Government Policy.

5. ORGANISATION

To develop and maintain an organizational environment for

encouraging and group initiative, innovation and productivity and also
sustain fair deal and human approach.

6. GROWTH

To achieve reasonable and consistent growth in the business of

manufacture and marketing of fertilizers and compatible with needs of the
market.

7. OBLIGATION TO STUDY

To conduct the business of NFL in accordance with ethical and legal

standards and to undertake socio economic activities, consistent with Govt.
policies, in order to generate good environment, in which Company
operates.

LOCATION OF NFL PLANTS

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 Chart - shows the strategically location of NFL plants in the country.

PLANTS AT A GLANCE:-

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 The company has its units in various places like Nangal, Panipat Bathinda & Vijaipur. The
Government of India has approved the Implementation of Vijaipur Expansion project with an
outlay of 987 Crores. Three of the Units are strategically located in the high consumption areas
of Punjab. Company’s strength lies in its sizeable presence, professional marketing and strong
distribution network nationwide.

National Fertilizers Limited,

Vijaipur, Distt. Guna,
Madhya Pradesh-473111.
Email : cc@[Link]
Fax : 07544 - 273089, 273109
Tel. : 91- 7544 - 273101 273090

Vijaipur Plant

National Fertilizers Limited,

Gohana Road,
Panipat,
Haryana-132106.
Email : nflpanipat@[Link]
Fax : 0180- 2652515

Panipat Plant Tel. : 0180- 2652481 to 485, & 0180- 2655570

National Fertilizers Limited,

Sibian Road,
Bathinda,
Punjab-151003.
Email : nfladm@[Link]
Fax : 0164- 2270463; 0164- 2271270
Tel. : 0164- 270220/2271200
Bathinda Plant

National Fertilizers Limited,

Naya Nangal,
Distt. Ropar,
Punjab-140126.
Email : nangal@[Link]
Fax : 0187-220541
Tel. : 0187-220543

Nangal Expansion Plant

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CAPACITY UTILIZATION OF UREA OF NFL, NANGAL UNIT

YEAR UREA CAPACITY

INSTALLED ACTUAL UTILIZATION IN %

CAPACITY PRODUCTION AGE

2008-09 478500 514416 107.51%

2009-10 478500 474109 99.08%

2010-11 478500 478500 100.00%

2011-12 478500 503584 105.24%

2012-13 478500 471380 98.51%

Capacity Utilization of Urea

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 120

105.24
100 99.08 100 98.51

80

60 Series1

40

20

0
2008 -09 2009 -10 2010 -11 2011 -12 2012 -13

The above table and chart indicates the capacity utilization of Urea. The
Urea Plant is running on 107.51% capacity in 2008-09, 99.08% in 2009-10,
100.00% IN 2010-11, 2011-12 in 105.24% which is due to the extra
production allocated by the Ministry. In the year 2012-13, 98.51% capacity
has been utilized, which is due to annual turn around for repairs of plants
has been taken in the month of March’ 2013.

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PRODUCTION OF UREA OF NFL, NANGAL UNIT

600000

500000 514416
480000 481500 478500 474109

400000

300000

200000

100000

0
2008-09 2009-10 2010-11 2011-12 2012-13

The above chart shows the actual production of urea during the period of
study. Installed capacity of Urea plant recognized by Ministry of Chemicals &
fertilizers is 478500 MT. In 2008-09 and 2009-10, 1500 MT and 3000 MT of
urea respectively have been produced to meet the shortfall of our Panipat
Unit. In 2011-12, 18000 MT has been produced to meet the shortfall of our
Panipat Unit and 17916 MT for import parity price.

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 PRODUCTS

KISAN UREA

Kisan Urea is a highly concentrated, solid, nitrogenous fertilizer,

containing 46%. It is completely soluble in water hence Nitrogen is easily
available to crops. It contains Nitrogen in amider form, which changes to
ammonical forms and is retrieved by soil colloides for longer duration. Urea
is available in granular form and can be applied by drill and broadcasting.
Kisan Urea is ideally suitable for all types of crops and for foliar spray, which
instantly removes nitrogen deficiency. Kisan Urea also has a strong and long
lasting effect on crop resulting in bumper crops Carbonic acid present in
Kisan Urea helps in absorption of other nutrients like phosphate and Potash
by roots of crop.

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NEEM-COATED UREA

National Fertilizers Limited (NFL) is the first fertilizer manufacturer in

the country which has developed Neem- Coated Urea, which on
demonstration has improved the crop yield by 4-5%. N.F.L. has made strides
in developing a process for manufacture of Neem-Coated Urea on
commercial scale. The company is focusing its thrust to widen the
marketing operations of Neem-Coated Urea.

NFL has made efforts to harness unique properties of Neem is

regulating release of Nitrogen to crops when mixed into soil and making
available to farmers a more efficient Nitrogenous fertilizers in the form of its
Neem-coated Urea primarily based upon research work conducted by
scientists of Indian Agriculture Research Institute, New Delhi.

After carrying out extensive laboratory as well as field studies. NFL

has found out that Neem-Coated urea produced with a thin film of Neem
oil-water emulsion of specified concentration has resulted in enhanced
shelf life. Reducing caking of material during storage and increased nitrogen
availability to corps at the time of their growth and hence significantly
contributing towards better crops yield. It has further been reported that
the process developed by NFL in producing Neem-Coated Urea involves
marginally higher cost.

PROCESS OF COATING UREA WITH NEEM

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 The process is based on the use of neem in form of neem –oil water
emulsion, which is prepared in suit and used as such for spraying over urea
prills. Neem oil used in the preparation of emulsion is in very small quantity.
The coating of neem oil on the urea prills is in the ratio of 500 ppm (0.5 Kg.
Neem oil per 1000 Kgs. of urea prills i.e. 0.05%). The urea produced by this
process has better shelf life in respect of tendency to cake during storage.
Thin layer of neem oil formed on the urea prills imparts slow dissolution in
water properly. This makes neem-coated urea to release nitrogen to the
plants slowly and over longer period

In order to test the efficiency of Neem-coated urea so developed,

under the field conditions. NFL has laid 50 fields demonstrations on paddy
crop kharif – 2002 season, covering extensive area spreading up to Panipat,
Rothak and Karnal in the state of Haryana, Meerut and Muzaffarnagar in
U.P. and Bathinda in Punjab. At Merrut / Muzaffarnagar, Panipat and
Bathinda demonstration were laid under the expert guidance and
supervision of extension wing / KSKs of respective Agriculture Universities.
The results obtained under the general parameters, including increase in
yield, insect pest control and general crops stand have been very
encouraging with an average saving to the farmers to the extent of around
Rs. 700/- per Acre by way of increased yields and reduction in expenses
towards use of insecticides in paddy crop.

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 INTRODUCTION OF TOPIC

RECRUITMENT AND SELECTION

The recruitment and selection is the major function of the human

resource department and recruitment process is the first step towards
creating the competitive strength and the strategic advantage for the
organizations. Recruitment process involves a systematic procedure
from sourcing the candidates to arranging and conducting the
interviews and requires many resources and time.

Recruitment refers to the process of screening, and selecting qualified

people for a job at an organization or firm, or for a vacancy in a
volunteer-based some components of the recruitment process, mid-
and large-size organizations and companies often retain professional
recruiters or outsource some of the process to recruitment agencies.
External recruitment is the process of attracting and selecting
employees from outside the organization.

The recruitment industry has four main types of agencies employment

exchanges, recruitment websites and job search engines, "head
hunters” for executive and professional recruitment, and in-house
recruitment. The stages in recruitment include sourcing candidates by
advertising or other methods, and screening and selecting potential
candidates using tests.

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 Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the organization in the
organization. When more persons apply for jobs then there will be a
scope for recruiting better persons. The jobs seekers too, on the other
hand, are in search of organization offering them employment.
Recruitment is a linkage activity bringing together those with jobs and
those seeking jobs.

A few definitions of recruitment

According to Edwin B. Flippo, “Recruitment is the process of searching

the candidates for employment and stimulating them to apply for jobs in the
organization”. Recruitment is the activity that links the employers and the
job seekers.

According to the Dale S. Beach “Recruitment is the development and

maintenance of adequate manpower resources. It involves the creation of a
pool of available labour upon whom the organization can depend when it
needs additional employees.”

“A process of finding and attracting capable applicants for employment.

The process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applications from which
new employees are selected”.

“It is the process to discover sources of manpower to meet the requirement

of staffing schedule and to employ effective measures for attracting that
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manpower in adequate numbers to facilitate effective selection of an
efficient working force”.

Recruitment of candidates is the function preceding the selection, which

helps create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool.
The main objective of the recruitment process is to expedite the selection
process.

Recruitment is a continuous process whereby the firm attempts to develop a

pool of qualified applicants for the future human resources needs even
though specific vacancies do not exist. Usually, the recruitment process
starts when a manger initiates an employee requisition for specific vacancy
or an anticipated vacancy.

OBJECTIVES OF RECRUITMENT

The objectives of Recruitment are

 To attract people with multi-dimensional skills and experiences

that suits the present and future organizational strategies.
 To induct outsiders with a new perspective to lead the company.

 To infuse fresh blood at all levels of organization.

 To develop an organizational culture that attracts competent

people to the company.

 To search the people whose skills fit the company’s values

 To seek out non-conventional development grounds of talent.

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  To search for talent globally and not just within the company.

 To anticipate and find people for positions those do not exist

yet.

Purpose & Importance of Recruitment

 Attract and encourage more and more candidates to apply in the

organization.
 Create a talent pool of candidates to enable the selection of best
candidates for the organization.

 Determine present and future requirements of the organization

in conjunction with its personnel planning and job analysis
activities.

 Recruitment is the process which links the employers with the

employees.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of selection process by decreasing

number visibly under qualified or overqualified job applicants.

 Help reduce the probability that job applicants once recruited

and selected will leave the organization only after a short
period of time.

 Meet the organizations legal and social obligations regarding

the composition of its workforce.

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  Begin identifying and preparing potential job applicants who
will be appropriate candidates.

 Increase organization and individual effectiveness of various

recruiting techniques and sources for all types of job
applicants.

Every organization has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal and external
sources. The sources within the organization itself (like transfer of
employees from one department to other, promotions) to fill a position
are known as the internal sources of recruitment. Recruitment
candidates from all the other sources (like outsourcing agencies etc.)
are known as the external sources of recruitment.

Policy for Recruitment

In today’s rapidly changing business environment, a well

defined recruitment policy is necessary for organizations to respond to
its human resource requirements in time. Therefore, it is important to
have a clear and concise recruitment policy in place, which can be
executed effectively to recruit the best talent pool for the selection of
the right candidate at the right place quickly. Creating a suitable
recruitment policy is the first step in the efficient hiring process. A
clear and concise recruitment policy helps ensure a sound recruitment
process.

It specifies the objectives of recruitment and provides a framework for

implementation of recruitment programme. It may involve
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 organizational system to be developed for implementing recruitment
programmer and procedures by filling up vacancies with best
qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

 The general recruitment policies and terms of the organization

 Recruitment services of consultants

 Recruitment of temporary employees

 Unique recruitment situations

 The selection process

 The job descriptions

 The terms and conditions of the employment

A recruitment policy of an organization should be such that:

 It should focus on recruiting the best potential people.

 To ensure that every applicant and employee is treated equally
with dignity and respect.

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  Unbiased policy.

 To aid and encourage employees in realizing their full

potential.

 Transparent, task oriented and merit based selection.

 Weight age during selection given to factors that suit

organization needs.

 Optimization of manpower at the time of selection process.

 Defining the competent authority to approve each selection.

 Abides by relevant public policy and legislation on hiring and

employment relationship.

 Integrates employee needs with the organizational needs.

FACTORS AFFECTING RECRUITMENT POLICY

 Organizational objectives
 Personnel policies of the organization and its competitors.

 Government policies on reservations.

 Preferred sources of recruitment.

 The technological factors.

 Political and legal factors.

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  Need of the organization.

 Recruitment costs and financial implications.

A general recruitment process:

 Identifying the vacancies:
The recruitment process begins with the human resource
department receiving requisitions for recruitment from any
department of the company. These contain:

• Posts to be filled.
• Number of persons.
• Duties to be performed.
• Qualifications required.
 Preparing the job description and person specification.
 Locating and developing the sources of required number and type
of employees (Advertising etc).
 Short-listing and identifying the prospective employee with
required characteristics.
 Arranging the interviews with the selected candidates.
RECRUITMENT NEEDS ARE OF THREE TYPES

1. Planned: I.e. the needs arising from changes in organization

and retirement policy.
2. Anticipated: Anticipated needs are those movements in
personnel, which an organization can predict by studying
trends in internal and external environment.

3. Unexpected: Resignation, deaths, accidents, illness give rise

to unexpected needs.

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SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates

for its recruitment processes from two kinds of sources: internal and
external sources. The sources within the organization itself (like
transfer of employees from one department to other, promotions) to
fill a position are known as the internal sources of recruitment.
Recruitment candidates from all the other sources (like outsourcing
agencies etc.) are known as the external sources of recruitment.

INTERNAL SOURCES:-

Internal sources are the sources within the organizational pursuits.

Internal sources include:

A. Present Permanent Employees

B. Present Temporary / Casual Employees

C. Retrenched or Retired Employees

D. Dependents Of Deceased, Disabled Retired and Present

Employees

A. Present Permanent Employees:

Organizations consider the candidates from this source for

higher level jobs due to:
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  Availability of most suitable candidates for jobs relatively or
equally to the external source.
 To meet the union demands.

 To the policy of the organization to motivate the present

employees.

[Link] Temporary or Casual Employees:

Organizations find this source to fill the vacancies relatively

at the lower level owing to the availability of suitable candidates or
trade and pressures or in order to motivate them on the present job.

C. Retrenched or Retired Employees:

Generally a particular organization retrenches the employees

due to lay-off. The organizations take the candidates for employment
from the retrenched employees due to obligation, trade union pressure
and the like. Sometimes the organization prefers to re-employee their
retired employees as a token of their loyalty to the organizations or to
postpone some inter-personnel conflicts for promotion etc.

[Link] of Deceased, Disabled, Retired and Present

Employees:

Some organizations with view to developing the commitment

and loyalty of not only the employee but also his family members and
to build up image provide employment to the dependents of deceased,

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disable and present employees. Such organizations find this source as
an effective source of recruitment.

EXTERNAL SOURCES:

External sources are those sources which are outside the

organizational pursuits. Organization search for the required
candidates form these sources.

External Sources Include:

A. Campus Recruitment
B. Private Employment Agencies / Consultants

C. Employment Exchanges

D. Professional Associations

E. Data Banks

F. Casual Applicants

G. Similar Organizations

H. Trade Unions

I. Advertisement in Newspapers

J. Employee Referrals

A. Campus Recruitment Techniques:-

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 Companies realize that campus recruitment is one of the
best sources for recruiting the cream of the new blood. The
techniques of campus recruitment include:

 Short listing the institutes based on the quality of students

intake, faculty facilities and past track record.
 Selecting the recruiting team carefully.

 Offering the smart pay rather than high pay package.

 Presenting the smart pay rather than high pay package.

 Present the company but do not over sell the company.

 Getting in early. Make an early bird offer.

 Focusing on career growth opportunities that the company

offers to the recruits.

 Include young line managers and business school (B-School)

and Engineering School (E-School) alumini in the recruiting
team.

 Build the relationships with the faculty, administrators and

students to grab them before the rivals do.

B. Private Employment Agencies / consultants:-

Public employment agencies or consultants like ABC. Consultants in India

perform the recruitment functions on behalf of a client company by charging
fee. Line managers are relieved from recruitment functions so that they can
concentrate on their operational activities and recruitment functions is
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entrusted to a private agency or consultants. But due to limitations of high
cost, ineffectiveness in performance, confidential nature of this function,
managements sometimes do not depend on this source. However, these
agencies function effectively in the recruitment of executives. Hence, they
are also called executive search agencies. Most of the organizations depend
on the source for highly specialized positions and executive positions.

[Link] Exchanges:

Register unemployed people and maintain the

records of their names, qualifications. The employers and their part
intimate the exchange about the vacancies which occur in their
factories and types of employees they require for filling these
vacancies, whenever any vacancy is intimated the exchange selects
some persons from among the employment seekers .Already
registered without and forwards their names to the employers for
consideration.

D. Professional Organizations:

Professional organizations or associations maintain

complete bio-data of their members and provide the same to various
organizations in exchanging information; clarifying doubts etc.
organizations find this source more useful to recruit the experienced
and professional employees like executives, managers, and engineers.

E. Data Banks:

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 The management can collect the bio-data of the candidates
from different sources like Employment Exchanges, Educational
Training Institutes, candidates etc., and feed them in the computer. It
will become another source and the company can get the particulars as
and when recruitment need.

F. Casual Applicants:

Depending upon the image of the organization, its prompt

response, participation of the organization in the local activities, level
of unemployment, candidates apply casually for jobs through mail or
hand over the applications in Personnel Department. This would be a
suitable sources for temporary and lower level jobs.

G. Similar Organizations:

Generally, experienced candidates are available in

organizations producing similar products or are engaged in similar
business. The management can get most suitable candidates from this
source. This would be the most effective source for executive
positions and for newly established organizations or diversified or
expanded organizations.

[Link] Unions:

Generally, unemployed or underemployed persons or

employees seeking change in employment put a word to the trade
union leaders with a view to getting suitable employment due to
latter’s intimacy with management. As such the trade union leaders

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 are aware of the availability of candidates. In view of this fact and in
order to satisfy the trade union leaders, management decides about the
sources depending upon the type of candidates needed, time lapse
period etc. It has to select the recruitment techniques after deciding on
other sources.

I. Advertisement in Newspapers:

Senior posts are largely filled by this method. There are

some companies which do not do their own advertising. There are
some companies which although do their own advertising. There are
some companies which diverse their names in their advertisements.

[Link] Referrals:

In order to encourage existing employees, some concerns

have made a policy to recruit further staff only from the applicants
introduced and recommended by employee’s union. Other conditions
being equal, preference will be given to friends and relative of present
employees.

RECRUITMENT TECHNIQUES:

Recruitment techniques or methods are the means or media by

which an enterprise establishes contacts with potential candidates,
provides them necessary information and encourages them to apply
for jobs. Management of an enterprise uses different types of
techniques to stimulate or encourage internal and external candidates
are:

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  Promotions
 Transfers

 Recommendations of the present employees

 Scouting

 Advertising

Promotions:

Most of the internal candidates would be encouraged to take up

higher responsibilities and express their willingness to be engaged in the
higher level jobs if management gives them the assurance that they will
be promoted to the next higher level.

Transfers:

Employees will be stimulated to work in the new sections or

places if management wishes to transfer them to the places of their
choice.

Recommendations of the present employees:

Management can contact, and persuade the outsiders to apply for

job in the organization through the recommendations to the candidates
by the present employees, trade union leaders etc.

Scouting:
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 Scouting means sending the representatives of the organization
to various sources of recruitment with a view to persuading or
stimulating the candidates to apply for jobs. The representatives provide
information about the organization and exchange information and ideas,
and clarify the doubts of the candidates. They also conduct campus
interviews and short-list candidates for further screening.

Advertising:

Advertising is a widely accepted technique of recruitment. It

provides the candidates in different sources, the information about the
job and enterprise and stimulates them to apply for jobs. It includes
advertising through different media like newspapers, magazine of all
kinds, radio and television etc. The techniques of advertising should aim
at:

a. Attracting the attention of the prospective candidates.

b. Creating and maintaining interest, and

c. Stimulating action by the candidates. .

Recent Trends in Recruitment

The following trends are being seen in recruitment:

I. Outsourcing:

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 In India, the HR processes are being outsourced from more
than a decade now. A company may draw required personnel from
outsourcing firms. The outsourcing firms help the organization by the
initial screening of the candidates according to the needs of the
organization and creating a suitable pool of talent for the final selection
by the organization. Outsourcing firms develop their human resource
pool by employing people for them and make available personnel to
various companies as per their needs. In turn, the outsourcing firms or
the intermediaries charge the organizations for their services.

Advantages of outsourcing are:

 Company need not plan for human resources much in advance.

 Value creation, operational flexibility and competitive advantage
 Turning the management's focus to strategic level processes of
HRM
 Company is free from salary negotiations, weeding the unsuitable
resumes/candidates.
 Company can save a lot of its resources and time

II. Poaching/Raiding:

“Buying talent” (rather than developing it) is the latest mantra being
followed by the organizations today. Poaching means employing a
competent and experienced person already working with another
reputed company in the same or different industry; the organization
might be a competitor in the industry. A company can attract talent from
another firm by offering attractive pay packages and other terms and

Page | 47
 conditions, better than the current employer of the candidate. But it is
seen as an unethical practice and not openly talked about. Indian
software and the retail sector are the sectors facing the most severe brunt
of poaching today. It has become a challenge for human resource
managers to face and tackle poaching, as it weakens the competitive
strength of the firm.

[Link]-in:

The busy organizations and the rapid changing companies do

not find time to perform the various functions of recruitment. Therefore,
they advise the potential candidates to attend for an interview directly
and without a prior application on a specified place. The suitable
candidates from among the interviewees will be selected for
appointment after screening the candidates through tests and interviews.

[Link] in:

The busy and dynamic companies encourage the potential job-

seekers to approach them personally and consult them regarding the
jobs. The companies select the suitable candidates from among such
candidates through the selection procedure.

[Link] hunting:

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 Head-hunters are also called “search consultants”. The
company’s request the professional organizations to search for the best
candidates particularly for the senior executive positions. The
professional organizations search for the most suitable candidates and
advise the company regarding the filling up of the positions.

[Link] shopping:

Professional organizations and the hi-tech training institutes

develop the pool of human resources for the possible employment. The
prospective employers contact these organizations to recruit the
candidates. Otherwise, the organizations themselves approach the
prospective employers to replace their human resources. These
professional and training institutes are call “body shoppers”, and their
activities are known as “body shopping”. The body shopping is mostly
used for professionals.

[Link] Alliances:

Business alliances like acquisitions, mergers and take-overs

help in getting human resources. In addition, the companies do also have
alliances in sharing their human resources on ad-hoc basis.

[Link]-recruitment:

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 The technological revolution in telecommunication helped the
organizations to use internet as a source of recruitment. Organizations
advertise the job vacancies through the “World Wide Web” internet. The
job-seekers send their application through e-mail or internet.

IX.E-Recruitment:

Many big organizations use Internet as a source of

recruitment. E-Recruitment is the use of technology to assist the
recruitment process. They advertise job vacancies through worldwide
web. The job seekers send their applications or curriculum vitae i.e. CV
through e mail using the Internet. Alternatively job seekers place their
CV’s in worldwide web, which can be drawn by prospective employees
depending upon their requirements.

Advantages of recruitment are:

 Low cost.
 No intermediaries

 Reduction in time for recruitment.

 Recruitment of right type of people.

 Efficiency of recruitment process.

E-Recruitment

The buzzword and the latest trends in recruitment is the “E-

Recruitment”. Also known as “Online recruitment”, it is the use of
technology or the web based tools to assist the recruitment process. The
tool can be either a job website like [Link], the organization’s
Page | 50
 corporate web site or its own intranet. Many big and small organizations
are using Internet as a source of recruitment. They advertise job
vacancies through worldwide web. The job seekers send their
applications or curriculum vitae (CV) through an e-mail using the
Internet. Alternatively job seekers place their CV’s in worldwide web,
which can be drawn by prospective employees depending upon their
requirements.

The internet penetration in India is increasing and has tremendous

potential. According to a study by NASSCOM – “Jobs is among the top
reasons why new users will come on to the internet, besides e-mail.”
There are more than 18 million résumé’s floating online across the
world.

The two kinds of e- recruitment that an organization can use is –

1. Job portals – i.e. posting the position with the job description and the
job specification on the job portal and also searching for the suitable
resumes posted on the site corresponding to the opening in the
organization.

2. Creating a complete online recruitment/application section in the

company’s own website. Companies have added an application system
to its website, where the ‘passive’ job seekers can submit their resumes
into the database of the organization for consideration in future, as and
when the roles become available.

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Resume Scanners: Resume scanner is one major benefit provided by the
job portals to the organizations. It enables the employees to screen and
filter the resumes through pre-defined criteria’s and requirements (skills,
qualifications, experience, payroll etc.) of the job.

Job sites provide a 24*7 access to the database of the resumes to the
employees facilitating the just-in-time hiring by the organizations. Also,
the jobs can be posted on the site almost immediately and is also
cheaper than advertising in the employment newspapers. Sometimes
companies can get valuable references through the “passers-by”
applicants. Online recruitment helps the organizations to automate the
recruitment process, save their time and costs on recruitments.

Online recruitment techniques

 Giving a detailed job description and job specifications in

the job postings to attract candidates with the right skill
sets and qualifications at the first stage.

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  E-recruitment should be incorporated into the overall
recruitment strategy of the organization.

 A well defined and structured applicant tracking system

should be integrated and the system should have a back-
end support.

 Along with the back-office support a comprehensive

website to receive and process job applications (through
direct or online advertising) should be developed.

Therefore, to conclude, it can be said that e-recruitment is the “Evolving

face of the recruitment”.

Advantage & Disadvantage of E-Recruitment

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There are many benefits – both to the employers and the job seekers but
the e-recruitment is not free from a few shortcomings. Some of the
advantages and the disadvantages of e- recruitment are as follows:

ADVANTAGES OF E-RECRUITMENT ARE:

 Lower costs to the organization. Also, posting jobs online is

cheaper than advertising in the newspapers.
 No intermediaries.
 Reduction in the time for recruitment (over 65 percent of the
hiring time).
 Facilitates the recruitment of right type of people with the
required skills.
 Improved efficiency of recruitment process.
 Gives a 24*7 access to an online collection of resumes.
 Online recruitment helps the organizations to weed out the
unqualified candidates in an automated way.
 Recruitment websites also provide valuable data and
information regarding the compensation offered by the
competitors etc. which helps the HR managers to take various
HR decisions like promotions, salary trends in industry etc.
 The suitable candidates with skill, talent, knowledge are
available from external sources. It will help in bringing new
ideas, better techniques and improved methods to the
organization.
 Recruitment can be used to motivate employees. Since there is a
scope for promotions and higher responsibility jobs, employees
will try to put in their best efforts.
 Trade unions always support the cause of existing employees so
there will be no conflict on this score.

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 DISADVANTAGES OF E-RECRUITMENT:

Apart from the various benefits, e-recruitment has its own share of
shortcomings and disadvantages. Some of them are:

 Screening and checking the skill mapping and authenticity of

millions of resumes is a problem and time consuming exercise
for organizations.
 There is low Internet penetration and no access and lack of
awareness of internet in many locations across India.
 Organizations cannot be dependant solely and totally on the
online recruitment methods.
 In India, the employers and the employees still prefer a face-to-
face interaction rather than sending e-mails.
 The likes and dislikes and the personnel biases of the
management may also play an important role in the selection of
the personnel.
 If higher level jobs are filled from external sources, motivation
and loyalty of existing staff are affected.
 The employees being unfamiliar with the organization, their
orientation and training is necessary.
 There are possibilities that internal sources may dry up it may
be difficult to find the requisite personnel from within an
organization.

SELECTION PROCESS
MEANING

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Selection is the processes by which candidates for employment are
distinguish between those who are suitable and those who are not. Selection
is the process of picking up individuals (out of the pool of job applicants)
with requisite qualifications and competence to fill jobs in the organization.
It involves rejection of some candidates and it sometime described as a
negative process in contact with the positive programmes of recruitment.
Usually the personnel qualities which from the basic of selection includes
skill, experience, ago, education and training, physical characteristics,
intelligence and personality.

DEFINITION

According to YODER

“The hiring process is one or many ‘go, no-go gauges candidates are
screened by the applications of these tools qualified applicants go on to the
next hurdle, while the unqualified are eliminated.”

According to THOMAS STONE

“Selection is the process of differentiating between applicants in order to

identify (and hire) those with a greater likelihood of success in a job.”

Thus, n affective selection programme is a non random process because

those selected have been chosen on the basis of the assumption that they are
more likely to be “better” employees than those who have been rejected.

SELECTION PROCEDURE

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 The selection procedure consists of a series of method or steps or stages by
which additional information is secured about an applicant. At each stage
facts may come to light which may lead to be rejection of an application.
Selection procedure may be compared to a series of barriers which an
applicant’s is required to cross before he is finally selected. The following
steps are generally followed in a selection process:-

1. Receipt and scrutiny of applications

2. Preliminary interview
3. Black application form
4. Tests
5. Interviews
6. Checking references
7. Preliminary and final selection
8. Physical examination
9. Placement and orientation

I. Receipt and Scrutiny of Application

This is the first step in the selection process. A receptionist in the personnel
department gives information about new opening to the visitors and receives
applications.
The scrutiny of applications essential to take out those applications which do
not fulfill the requirement of the post

II. Preliminary Interview

This interview is to see whatever applicants are suitable for the company
both mentally and physically.
The applicants selected at preliminary interview are given blank
application forms for supplying detailed information.

III. Blank Application Forms

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 This is a way of getting details written information about candidate’s
particulars in his own handwriting. This information relates to the biodata,
education qualifications, experience of work, curricular activities, reference,
salary demanded etc. The collected information then, circulated to various
members of selection committee for enabling them to make a view about
different applicants.

IV. Tests
The selections of appropriate tests may give good result and help in
appointment suitable persons. The work of a test will be judged from its
ability to reject unsuitable persons and help in selecting appropriate persons.
And help in selecting appropriate persons.
A variety of test is conducted to get results at difference objectives and
measure different attributes. Following are some type of test;

1. Intelligence Test
2. Aptitude Test
3. Personality Test
4. Physical or Medical Test
5. Achievement Test
6. Written Test
7. Ability Test

A brief description of these test are as follow;

1. INTELLIGENCE TEST
This type of test tries to measure the level of intelligence of candidates. This
test measure the overall intellectual activity the persons, and enable him to
know whether he has the mental capacity to deal with the new problems.

2. APPTITUDE TEST

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 This is also one of the important test. Such tests are widely use to measure
the ability of a candidate to learn new jobs or skills.

3. PERSONALITY TEST
These tests are designed to know about the non intellectual aspect of the
candidate. Personality test is essentially a projective test because it projects
the personality of the individual who may be employed by the organization.
Non-intellectual aspects of the candidates are his mixing with people liking
& disliking, capacity to get co- operation from other, behavior, confidence,
imitative are tested or studied with the help of these tests.
This test is also help to discover individual value system, his emotional
reactions under certain candidates his adjustability to new situations and his
characters-tics mood.

4. PHYSICAL OF MEDICAL TEST

Physical or medical test is also very essential to known about the physical
fitness of the candidate. It is only after all the tests are cleared by the
candidates and the physical test is being conducted. If the candidate fulfills
its requirement then only he is selected and otherwise he is rejected. This
type of tests is very common in army and railway.

5. ACHIEVEMENT TEST
The knowledge of acquired by the candidate before applying the job is tested
by these tests. An applicant is asked perform a particular job in the factory.
An applicant for the post of the sales executives may be asked to explain a
procedure he will follow for promoting the sales of a product. This test may
be conducted in writing, orally or on the job.

6. WRITTEN TESTS

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 This is one of the oldest and very common criteria of conduct a test. Some
questions are being given to the candidates and he has to reply these
questions in written form.

 .ABILITY TEST
These types of test are generally faced by typist as stenographers in whom
their ability is tested.
So there is some of the test which candidate has to clear for the getting
entrance in to the next step of selection process.

V. Interview
Application blank and test give enough information about the applicant but
is still sufficient to make a final selection. Interview may be taken to know
more about the candidate and give him information about the job he may
require undertaking. Interview enables the interviewers to judge the certain
qualities like manners, appearance, ability to speak, grasp of things of the
prospective candidate before he is selected on the other, candidates also get
chance to know about the company and the nature of job.

There are several types of interviews:-

1. Preliminary Interviews: - Preliminary shield to find out whether the

candidate is required to be interviewed in more detail.

2. Stress interviews: - Stress Interview is directed to create situation of stress

to find out whether the applicant can perform well in condition of stress.

3. Patterned Interview: - Patterned Interviews structured and question asked

are decided in advance. This done to maintain uniformity in different board
of interviews.

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4. Depth Interview:- Depth Interview, are also known as non-directive
interview covers the complete life history of the applicant and includes such
areas as the candidate’s work experience, academic qualifications, health
interests, hobbies, etc. The method is informal, conversational with freedom
of expression to the candidate.

VI. Checking Reference

The prospective employer normally make on investigations on the

references supplied by the candidate undertakes search into past
employment, education, personal reputation, etc.

VII. Final Selection

Up to this stage selection is handled by personnel department or staff

executives. Since the persons employed are to work under line officer, the
candidate is referred to them. Line officer will finally decide about the work
to be assigned to them.

VIII. Physical Examination

The job may require certain physical standards as to height, eyesight,

hearing etc. after the final selection, candidate is required to appear for
medical examination.

IX. Placement and Orientation

The selected candidates should given proper information about the rules, regulations,
procedures, descriptions of the job, his superior and subordinate, his authority-
responsibility relationship, also about the company, proper orientation will help him to
adjust easily in the new enjoinment of the company.

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 CHAPTER-2

 RESEARCH METHODOLOGY
 RESEARCH DESIGN

 DATA COLLECTION METHOD

 SCOPE OF STUDY

 NEED OF STUDY

 OBJECTIVES OF STUDY

 LIMITATION OF STUDY

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 RESEARCH METHODOLOGY

Research in common parlance refers to a search for knowledge. One can

also define research as a scientific and systematic search for pertinent
information on a specific topic. In fact,

Research is an art of scientific investigation. It is the pursuit of truth with

the help of studies, observation, comparison and experiment. In short the
search for knowledge through objective and systematic method of finding
solution to a problem is research.

According to Clifford Woody, “Research comprises defining and redefining

problems, formulating hypothesis or suggested solutions, collecting,
organizing and evaluating data, making deductions and reaching conclusions
to determine whether they fit the formulating hypothesis”.

RESEARCH DESIGN

The research design is purely the framework or plans for a study that guides
the collection and analysis of data. It is a blue print that is followed in
completing a study. It may be a worthwhile to mention here that a research
design is essentially the framework for the study.

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Types of Research Designs

Research design is mainly of three types: -

1. Exploratory research
2. Descriptive research
3. Experimental research

Exploratory Research
It is often the initial step in the series of studies designed to supply
information for decision-making. The main purpose of this research is for
formulating the problem for more precise investigation or of developing a
working hypothesis from an operational point of view. The major emphasis
in such studies is on the discovery of ideas and insights.

Descriptive Research
It includes surveys and fact-finding enquiries. The descriptive research is
typically concerned with determining the frequencies with which something
occurs or determining the degree to which variables is associated. It is
guided by an initial hypothesis.

Experimental Research
In this some variables are manipulated to observe their effect on other
variables. Experimentation is defined as a process where events occur in a
setting at the discretion of the experiment and controls are used to identify
the source of variants in the subject. Thus they are those where the
researcher tests the hypothesis of the causal relationship between variables.

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The method of the research used here is DESCRIPTIVE.
Descriptive research includes surveys and fact finding enquiries of different
kinds. It is used to portray accurately the characteristics of a particular
individual, situation or a group. This research include survey and fact
finding enquiries of different kind. Basic purpose of this type of research is
that it describes the state of affairs in current scenario. It is being generally
used in social science and business research. This study is also termed as “ex
post facto” Main characteristic of method are that research has no control
over the variables he can only report what happening.

Here in descriptive research we have prepared questionnaire and done

surveys of different individuals.

The research methodology adopted for the project can be stated as follows –

 An extensive study of the topic through various sources like

internet, books and work done on some topics.
 A questionnaire was prepared to analyze the training programme
in SIS TRAINING CELL PVT., NOIDA.
 Collection of questionnaire took place after a couple of weeks to
analyze
data.

 All the responses were studied and certain findings and

recommendation were given.
 A detail and systematic report was prepared.

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Sampling Design
Sampling is used to collect primary data when the source of data is far too
many to be exhausting handled. Sampling is the integral part of data
collection process. The way of selecting a sample is known as sample
design.

Data Collection Method

The work does not end by framing is design, it is necessary to acquire the
various details. The collected information is aimed at getting a truthful &
clear result. The results can be further analyzed to get the necessary inputs
and is a tough task to undertake. Hence the selection of best possible method
for collecting data becomes very vital for this type of study.
Data is basically collected in two methods. They are classified in to two
ways

1. Primary data

2. Secondary data

Primary Data
The primary data are those, which are collected afresh and for the first time,
and thus happen to be original in character.
There are different methods available in collection of primary data.

 Observation
 Personal interview
 Questionnaire
 Telephone enquiry
 Feedback form
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Secondary Data

Secondary data means, data that are already available that is they refer to the
data which have already been collected and analyzed by someone else and
which have already been passed through the statistical process. Secondary
data may either be published data or unpublished data and can be gathered
through:
 Internet,
 Books,
 Magazines,
 Manuals,
 Journals etc.
Here in my research I have used both the primary as well as secondary
data for research topic. Primary data that I have used is the structured
questionnaire.

I have designed a structured questionnaire as they are simple to administer

and relatively inexpensive to analyze Provision of alternative replies, helps
to understand the meaning of questions clearly questions. The data was
collected by conducting personal interview of respondents with the help of
questionnaire.

Along with the primary data obtained through use of questionnaire. I have
used secondary data from various sources like financial websites,
newspapers, journals etc

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Sample Size

The sample size for this study is taken as 75.

Sample Area

NFL, Naya Nangal unit

Questionnaire Design

There are a total of 11 questions that aims to cover all aspects of the Training
& Development activities of the organization. It includes multiple choice
questions (Interval Scale).

Data Analysis

Simple statistical data are used in interpretation of data results are illustrated
by means of graph charts.

SCOPE OF THE STUDY

To study the effectiveness of training and development at SIS TRAINING

CELL [Link], and the enhance the need of study of training.

NEED OF THE STUDY

 Shortage of skills.
Skills and knowledge people are always on short supply. Alternatively they
are too costly to hire from outside. The best alternative is to improve skill
and knowledge of existing employees.

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 Technological Obsolescence.
Growth of technology takes places very fast. This will render current
technology obsolete in the future. There is a great need to upgrade
technology. This needs suitable training.

 Personal Obsolescence.
At the time recruitment employees possess certain of knowledge and skill.
As time passes knowledge becomes obsolete, unless it is updated by proper
training. This happens because of changes taking place in product
technology, production methods, procurement of better machines, setting up
of modern production lines, introduction of modern method of supervision
and information processing through MIS and EDO.

 Organization Obsolescence.
Modern management has introduced a number of innovative steps in
functions of management like planning, organizing, controlling,
coordinating and directing. Organization which is impervious to such
changes is bound to fail and become obsolete.

 Upgrading Ability of Threshold workers.

Public policy provides reservation to disadvantaged sections of the society
like handicapped, minorities and dependents of deceased workers etc. All
these are threshold workers having less than minimum prescribed level of
knowledge and skill. They require extensive training to bring them up to the
minimum level of performance standard.

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 Coercive training by government.
In order to provide better employability chances of unemployed youth,
certain governments taken initiative to mobilize resources available at
pubic/government and private sectors to outside candidates. One such
example is the “Apprentice Training” conducted by govt. of India. Parts of
expenditure incurred for this by private sectors are reimbursed by
government.

 Human capital
The latest thinking is to treat employees as “human capital”. The
expenditure involved is training and developments are now being considered
as an investment.

OBJECTIVES OF THE STUDY

 To attract people with multi-dimensional skills and experiences that

suits the present and future organizational strategies.

 To induct outsiders with a new perspective to lead the company.

 To infuse fresh blood at all levels of organization.

 To develop an organizational culture that attracts competent people to

the company.

 To search the people whose skills fit the company’s values

 To seek out non-conventional development grounds of talent.

 To search for talent globally and not just within the company.
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  To anticipate and find people for positions those do not exist yet.

LIMITATIONS OF STUDY

Limitations of the study are all those which a student has to face while
completing such project. As nothing is perfect except the efforts. This study
too has its limitations that limit the applicability and validity of study. The
limitations that limit the effectiveness of research are like:

 Time- Foremost of all the constraints was the limited time. The time
to do the research was limited so present study is the results of
whatever efforts I could put in within time limit.

 Limited validity- The business environment factor and variables

underlying the study belongs to a very dynamic category. As the only
thing that is constant exchange so the study can be obsolete as soon as
a major change in environment taken place.

 Lack of knowledge on the part of employees.

 Managerial staff was quite busy in their work, so due to their tight
schedule of work, I was not in a position to discuss some important
aspects in detail.

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 CHAPTER-3

ANALYSIS AND INTERPRETATION

The data after collection has to be processed and analyzed in accordance

with the outline laid down for the purpose at the time of developing the
research plan. This is essential for a specific study and for ensuring that we
have all relevant data for many contemplated comparisons and analysis.
Technically processing implies editing, coding, classification and tabulation
of collected data. So that they are unable to analyze. There are many steps
involved in processing and analyses of data. These are as follows:

 Totaling of all the survey conducted for temporary, permanent

and staff employee separately.
 Calculating the number of employees giving the same answers
for the question having different options available for questions
(Separately for temporaries, permanents and staff)
 Now prepare the chart for these questions for the all questions
included in survey having dichotomous as well as multiple
choice questions separately(for temporaries, permanents and
staff)

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1. Are you happy with the Recruitment process?

Employees happy with recruitment process

Recruitment No. of Respondents Percentage

Yes 68 90.7

No 7 9.3

Total 75 100

INFERENCE

This chart shows that 90.7% employees are happy with recruitment process
and 9.3% are not happy.

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2. How do you feel about interview panel?
Employees feel about interview pannel

Recruitment No. of Respondents Percentage

Excellent 30 40
Good 33 44
Satisfactory 10 13.3
Poor 2 2.7
Total 75 100

INFERENCE

This chart shows that 40% feel excellent, 44% feel good, 13.3% are
satisfied, and 2.7% feel poor.

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3. Did the company meet your expectations?
Company meet employees expectations

Recruitment No. of Respondents Percentage

Yes 70 93.3

No -- --

Can’t Tell 5 6.7

Total 75 100

INFERENCE

This chart shows that 93.3% employees agree that company meet their
expectations and 6.7% employees are disagree.

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4. Are you happy with the salary what you offered from the company?

Employees happy with their salary

Recruitment No. of Respondents Percentage

Yes 24 32

No 51 68

Total 75 100

INFERENCE

This chart shows that 32% of employees are happy with their salary offered
by the company and 68% of employees are not happy with their salary.

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 5. Did Company Managing fulfill the commitments which are given to
you at the time of interview?
Company fulfill their commitments

Recruitment No. of Respondents Percentage

Yes 42 56

No 13 17.3

Can’t Tell 20 26.7

Total 75 100

INFERENCE

This chart shows that 56% of employees are accept that company fulfill their
commitments which are given to employees at the time of interview and
17.3% of employees does not accept and 26.7% of employees does not say
anything.

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 6. How do you come to know about openings in company?

To know about the openings in the company

Recruitment No. of Respondents Percentage

Friends 5 6.7

Internet 23 30.7

News Papers 40 53.3

Others 7 9.3

Total 75 100

INFERENCE

This chart shows that maximum of the employees know the openings of the
company by Newspapers

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 7. What should be the best recruitment sources according to your
preference?
Best recruitment sources according to employees

Recruitment No. of Respondents Percentage

Internal Recruitment 63 84

External Recruitment 4 5.3

Both 8 10.7

Total 75 100

INFERENCE

This chart shows that 84% of employees preferred internal recruitment of

sources and 5.3% of employees preferred external sources of recruitment
and 10.7% of employees preferred most.

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8. Did you fully know about the company policies before joined in this
company?

To know about the company policies before joined the company

Recruitment No. of Respondents Percentage

Yes 10 13.3

No 65 86.7

Total 75 100

INFERENCE

This chart shows that 13.3% of employees know about the company policies
and 86.7% of employees do not know about the company policies.

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 8. Did you have the right Designations?

Employees have right designation

Recruitment No. of Respondents Percentage

Yes 34 45.3

No 27 36

Not Replied 14 18.7

Total 75 100

INFERENCE

This chart shows that 45.3% of employees say that they have the right
designation, 36% of employees says that they have not o right designation,
and 18.7 does not say anything

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10. Did you under gone any Written Test during Recruitment?

Whether employees gave any written test during recruitment

Recruitment No. of Respondents Percentage

Yes 75 100

No 0 --

Total 75 100

INFERENCE

This chart shows that 100% of employees gave written test during
recruitment.

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11. How do you think about Recruitment and selection procedure in your
company?

To know about the recruitment and selection procedure in company

Recruitment No. of Respondents Percentage

Satisfactory 70 93.3

Unsatisfactory 5 6.7

Total 75 100

INFERENCE

This chart shows that 93.3% of employees are satisfied the recruitment and
selection procedure of company and 6.7% of employees are unsatisfied the
recruitment and selection procedure of company.

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 CHAPTER-4

I. CONCLUSION AND FINDINGS

II. SUGGESTIONS AND RECOMMENDATIONS

III. BIBLIOGRAPHY

IV. ANNEXURE

Page | 84
CONCLUSION AND FINDINGS:

The data collected and analyzed and general observation has proven
that Nantional Fertilizer Limited has done remarkable job in its Human
resource development.

 The main findings are as follows:

1. Each and every employee is well prepared to meet today’s challenges.

2. The organization gives encouragement in career planning for every
employee.
3. There are employees in all experience level in the organization.
4. The internal department of core competencies and continuous process
improvements has made in Nantional Fertilizer Limited.
5. The management showing their full efforts for the growth of
Nantional Fertilizer Limited
6. The company is having skilled employees who can give prime
solutions to the clients more effectively.
7. The management is showing their individual attention to each and
every employee for their betterment and to groom their skills.
8. The recruitment and selection procedure should not be lengthy.
9. The recruitment and selection procedure should be impartial.
10. Recruitment policy is very transparent. It includes various sources in
which Electronic recruiting, I refer is highest. The company has a

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 policy to maintain reject database, which is very helpful in order to
avoid any discrepancies. The feedback policy helps a lot in
understanding the recruiter’s working style.
11. File auditing has helped a lot in understanding the documenting
requirements of a company.
[Link] company is very good in terms of its working style, environment,
its policies and its employees. Employees are the base of an
organization and its base is very strong so the company’s
performance is going higher day by day.
[Link] Director is very friendly. He makes his presence in a very simple
way and engages everybody in the work very decently.
[Link] salary structure is good even for the fresher.
15. There are few loopholes, which I have mentioned in
recommendations on which company needs to work for success.

Suggestions and Recommendations

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  Suggestions

a) Documents submitted by the employees should be cross checked by

their original documents at the time of joining.
b) References given by the employee should be cross checked.
c) Employee engagement activities like games, quizzes should be
organized for sales employee with their managers.
d) Responsibility of maintaining personal files of the employees should
be assigned to one person.
e) Orkut is a famous website in which people of different communities
are grouped together. Orkut can be used as one of the channel of
sourcing for recruitments.
f) HR manager should inform verbally to the candidate before joining
all the documents needed for joining.
g) Posters of HR policies should be pasted in every department.
h) Audio visual can be used at the time of joining by the HR SPOC to
explain the policies and joining formalities.
i) One day in an office should be celebrated as C&S day (complaints
and suggestions day). In which every employee can complain or
give suggestions through intranet to the HR SPOC .It should be
communicated to the employee that their identity will not be
disclosed.
j) Candidate should be informed before the first round of interview to
bring passport photograph.

 Recommendations

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a) The recruitment policy used in the company is very transparent. But,
the candidates who come for the interview they have to wait a long. It
leads to lot of time wastage and creates panic amongst them. So, the
waiting time should be minimized.
b) When the recruiters go for external hiring they should select only
good candidates on phone before going over there. Because, I have
seen that there is not even a single selection from a place. It wastes
time and costs a lot to the company.
c) I think they should increase their hiring percentage from campuses.
Because they would get the actual skill set they require from
colleges. It would save their time and money.
d) The maximum percentage of rejects is communication reject. So,
one need to check carefully the communication of candidate on
phone before calling him for an interview.
e) I have observed that confirmation cases are extended in 80% cases.
So, one need to find out why is it so. The skills of candidate should
be carefully checked at the time of interview. It may help in
decreasing the number of extended cases.
f) In separation cases the maximum no. of attrition is either because of
personal reasons or higher studies. The qualification requirement for
the job should be increased so that one needs not to leave the
organization for higher studies.
g) While asking about the file audit I found that those who have work experience
have not submitted their previous company document. So, the recruiter should
ask in the very beginning for the documents. After that only joining should take
place.

 BIBLIOGRAPHY

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1. Principles of Management
- By [Link].

2. Business Management
- By Reddy and Appanaiah

3. Personal Management and Industrial Relations

-By [Link]

4. [Link]
5. [Link]
6. [Link]
7. Www. [Link]
8. info@[Link]

Page | 89
  ANNEXURE

Questionnaire :-

Name: __________________________

Age __________________________

Post/Designation__________________________

[Link] you happy with the Recruitment process?

a) Yes
b) No

Q2. How do you feel about interview panel?

c) Excellent
d) Good
e) Satisfactory
f) Poor

Q3. Did the company meet your expectations?

g) Yes
h) No

Q4. Are you happy with the salary what you offered from the company?
i) Yes
j) No

Q5. Did Company Managing commitment which is given to you at the

time of interview?
k) Yes

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 l) No

Q6. How do you come to know about openings in Saptha?

m) Friends
n) Internet
o) News Paper
p) Others

Q7. What should be the best recruitment sources according to your

preference?
q) Internal Recruitment
r) External Recruitment
s) Both

Q8. Did you fully know about the company policies before joined in this
company?
t) Yes
u) No

Q9. Did you have the right Designations?

v) Yes
w) No

Q10. Did you under gone any Written Test during recruitment?
x) Yes
y) No
Q11. How do you think about Recruitment and selection procedure in
your company?
z) Satisfactory
aa)Unsatisfactory

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