Project Report

“Recruitment and Selection process in Cera

Sanitaryware limited”

Submitted to
G.S. College of Commerce & Economics
Nagpur

In partial fulfillment for the award of the degree of

Bachelor of Business Administration

Submitted by

VAIBHAVI PRAKASH PANDE

Under the Guidance of

Dr. Aniruddha Akarte

G.S. College of Commerce & Economics, Nagpur

Academic Year 2021 – 22

i
\ G.S. College of Commerce &Economics, Nagpur
Academic Year 2021 – 22

CERTIFICATE

This is to certify that “VAIBHAVI PRAKASH PANDE” has submitted the project report

titled “Recruitment and Selection process in CERA Sanitaryware Llimited Company’’,

towards partial fulfillment of BACHELOR OF BUSINESS ADMINISTRATION

degree examination. This has not been submitted for any other examination and does not

form part of any other course undergone by the candidate.

It is further certified that he/she has ingeniously completed his/her project as

prescribed by Rashtrasant Tukadoji Maharaj Nagpur University, Nagpur.

DR. Aniruddha Akarte DR. Afsar Sheikh

( Project Guide) ( Co-Ordinator)

Place: NAGPUR
Date:

ii
\ G.S. College of Commerce &Economics, Nagpur
Academic Year 2021 – 22

DECLARATION

I hereby declare that the project with title “Recruitment and

selection process in Cera Sanitaryware limited” has been
completed by me in partial fulfillment of BACHELOR OF
BUSINESS ADMINISTRATION degree examination as prescribed
by Rashtrasant Tukadoji Maharaj Nagpur University, Nagpur and
this has not been submitted for any other examination and does not
form the part of any other course undertaken by me.

VAIBHAVI PRAKASH PANDE

Place: NAGPUR

Date:

iii
 G.S. College of Commerce &Economics, Nagpur

Academic Year 2021 – 22

ACKNOWLEDGEMENT

With immense pride and sense of gratitude, I take this golden opportunity to
express my sincere regards to [Link], Principal, G.S. College of
Commerce & Economics, Nagpur.

I am extremely thankful to my Project Guide Dr. Aniruddha Akarte for his

guideline throughout the project. I tender my sincere regards to Co-
coordinator, Dr. Aniruddha Akarte for giving me outstanding guidance,
enthusiastic suggestions and invaluable encouragement which helped me in
the completion of the project.

I will fail in my duty if I do not thank the Non-Teaching staff of the college
for their Co-operation.
I would like to thank all those who helped me in making this project complete
and successful.

VAIBHAVI PRAKASH PANDE

Place: NAGPUR
Date:

iv
 INDEX

[Link]. PARTICULARS PAGE No.

1. Introduction
2. Company Profile.
3. Research Study.
• Problem definition.
• Objectives.
• Hypothesis.
• Scope of the study
4. Research Methodology
5. Data Analysis & Interpretation.
6. Findings
7. Limitations
8. Observations & Suggestions
9. Conclusion
10. Bibliography
11. Questionnaire

v
INTRODUCTION

1
 Recruitment and selection

Recruitment is the process of attracting individuals on a timely basis in sufficient numbers and
with appropriate qualification, to apply for jobs within an organization. The process of searching
prospective employees with multidimensional skills and experience that suits organization
strategies in fundamental the growth of the organization, this demands more comprehensive
strategic perspective recruitment. Organizations require the services of large number of personnel,
these personnel occupies the various positions created to the process of organization. Each position
of the organization has certain specific contributions to achieve the organizational objectives. The
recruitment process of the organizational has to be strong enough to attract and select the potential
candidates with right job specification. The recruitment process begins with human resource
planning and concludes with the selection of required number of candidates, both HR staff and
operating managers have responsibilities in the process.

“Right person for the right job is the basic principle in recruitment and selection. Every
organization should give attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly working of an enterprise.
Every business organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable candidates is essential
and for this recruitment in an organization will not be possible if unsuitable persons are selected
and employment in a business unit.

Recruitment
Meaning:
Recruitment means to estimate the available vacancies and to make suitable arrangements for their
selection and appointment. Recruitment is understood as the process of searching for and obtaining
applicants for the jobs, from among whom the right people can be selected.
A formal definition states,” It is the process of finding and attracting capable applicants for the
employment. The process begins when new recruits are sought and ends when their applicants are
submitted. The result is a pool of applicants from which new employees are selected”. In this, the
available vacancies are given wide publicity and suitable candidates are encouraged to submit
applications so as to have a pool of eligible candidates for scientific selection.
In recruitment, information is collected from interested candidates. For this different source such
as newspaper advertisement, employment exchanges, internal promotion, etc. are used.
In the recruitment, a pool of eligible and interested candidates is created for selection of most
suitable candidates. Recruitment represents the first contact that a company makes with potential
employees.

2
DEFINITION

According to EDWIN FLIPPO,” Recruitment is the process of searching for prospective

employees and stimulating them to apply for his jobs in the organization.”

Need for recruitment

The need for recruitment may be due to the following reasons/ situation:

A) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death

and labor turnover.

B) Creation of new vacancies due to the growth, expansion and diversification of business
activities of an enterprise. In addition, new vacancies are possible due to the job
specification.

Purpose and importance of recruitment:

1. Determine the present and future requirements of the organization on conjunction with
its personnel- planning and jobs analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants.
4. Help reduce the probability that job applicants, once recruited and selected, will leave
the organization only after a short period of time.
5. Meet the organization’s legal and social obligations regarding the composition of its
work force.
6. Begin identifying and preparing potential job applicants who will be appropriate
candidates.
7. Increase organizational and individual effectiveness in the short term and long term.
8. Evaluate the effectiveness of various recruiting techniques and sources for all types of
job applicants.
9. Recruitment is a positive function in which publicity is given to the jobs available in
the organization and interested candidates are encouraged to submit applications for
the purpose of selection.

3
 Recruitment process:

Recruitment refers to the process of identifying and attracting job seekers so as to build
a pool of qualified job applicants. The process comprises five interrelated stages, viz.

1. Planning
2. Strategy development
3. Searching
4. Screening
5. Evaluation and control

STAGE1: RECRUITMENT PLANNING:

The first page in the recruitment process is planning. Planning involves the
translation of likely job vacancies and information about the nature of these jobs
into set of objectives or targets that specify the (1) Numbers and (2) types of
applicants to be contacted.

Numbers of contact: Organization, nearly always, plan to attract more applicants

than they will hire. Each time a recruitment program is contemplated; one task is to
estimate the number of applicants necessary to fill all vacancies with the qualified
people.

Types of contacts: It is basically concerned with the types of people to be informed

about the job openings. The type of people depends on the tasks and responsibilities
involved and the qualifications and experience expected. These details are available
through job description and job specification.

STAGE2: STRATEGY DEVELOPMENT:

When it is estimated that what types of recruitment and how many are required then
one has concentrate in
(1) Make or buy employees.
(2) Technological sophistication of recruitment and selection devices.
(3) Geographical distribution of labor markets comprising job seekers.
(4) Sources of recruitment.
(5) Sequencing the activities in the recruitment process.

Make or buy:

Organization must decide whether to hire skilled employees and invest on training and education
programs, or they can hire skilled labor and professional. Essentially, this is the make or buys

4
decision. Organizations, which hire skilled and professionals shall have to pay more for these
employees.

Technological sophistication:

The second decision in strategy development relates to the methods used in recruitment and
selection. This decision is mainly influenced by the available technology. The advent of computers
has madeit possible for employers to scan national and international applicantqualification.
Although impersonal, computers have given employers and job seekers a widerscope of options
in the initial screening stage.

STAGE3: SEARCHING:

Once a recruitment plan and strategy are worked out, the search process can begin. Search involves
two steps
A) Source activation and
B) Selling

STAGE4: SREENING:
Screening of applicants can be regarded as an integral part of the recruiting process, through many
view as the first step in the selection process. Even the definition on recruitment we quoted in the
beginning of this chapter, excludes screening from its scope. However, we included screening in
recruitment for valid reasons. The selection process will begin after the applications have been
scrutinized and short-listed. Hiring of professors in a university is a typical situation. Application
received in response to advertisements is screened and only eligible applicants are called for an
interview. A selection committee comprising the Vice chancellor, registrar and subject experts
conducts interview. Here, the recruitment process extends up to screening the applications. The
selection process commences only later.

Purpose of screening

The purpose of screening is to remove from the recruitment process, at an early stage, those
applicants who are visibly unqualified for the job. Effective screening can save a great deal
of time and money.
In screening, clear job specifications are in valuable. It is both practice and a legal necessity
that applicant‘s qualification is judged on the basis of their knowledge, skills, abilities and
interest required to do the job.

STAGE5: EVALUATION AND CONTEROL:

5
 Evaluation and control is necessary as considerable costs are incurred in the recruitment
process. The costs generally incurred are:
1. Salaries for recruiters.
2. Management and professional time spent on preparing job description, job
specifications, advertisements, agency liaison and so forth.
3. The cost of advertisements or other recruitment methods, that is, agency fees.
4. Recruitment overheads and administrative expenses.
5. Cost of overtime and outsourcing while the vacancies remain unfilled.
6. Cost of recruiting unsuitable candidates candidate for the selection process.

SOURCES OF RECRUITMENT:
Sources of managerial recruitment:

INTERNAL SOURCES
1. Promotion
2. Transfers
3. Internal notification
4. Retirement
5. Former employees

EXTERNAL SOURCES
1. Campus recruitment
2. Press advertisement
3. Management consultancy service
4. Deputation of personnel or transfer from one enterprise to another
5. Walk-ins, write-ins, talk-ins

The sources of recruitment can broadly categorized into internal and external sources-

1) INTERNAL RECRUITMENT:
Internal recruitment seeks applicants for positions from within the company. The various
internal sources include:

Promotion and transfer:

Promotion is an effective means using job posting and personnel records. Job posting
requires notifying vacant positions notices, circulating publications or announcing at staff
meetings and inviting employees to apply. Personnel records help discover employees who
are doing jobs below their educational qualifications or skill levels. It is cheaper than doing
outside to recruit; those chosen internally are familiar with the organization thus reducing
the orientation time and energy and also acts as a training device for developing middle-
level and top-level managers.

Employee Referrals

6
 Employees can develop good prospects for their families and friends by acquainting them
with the advantage of a job with the company, furnishing them with introduction and
encouraging them to apply. This is a very effective means as many qualified people can be
reached at a very low cost to the company.

Former Employees:

These include retired employees who are willing to work on a part-time basis, individuals who left
work and are willing to come back for higher compensations. Even retrenched employees are taken
up once again.

Retirements:

At times, management may not find suitable candidates in place of the one who had retired, after
meritorious service. Under the circumstances, management may decide to call retired managers
with new extension.

2) EXTERNAL RECRUITMENT:
External recruitment seeks applicants for positions from source outside the company. They have
outnumbered the internal methods. The various external sources include

Professional or Trade associations:

Many associations provide placement service to its members. It consists of compiling job seeker’s
lists and providing access to members during regional or national conventions. Also, the
publications of these associations carry classified advertisements from employers interested in
recruiting their members. These are particularly useful for attracting highly educated, experienced
or skilled personnel.

Advertisements:
It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their
wide reach. Want ads describe the job benefits, identify the employer and tell those interested how
to apply. Newspaper is the most common medium but for highly specialized recruits,
advertisements, may be placed in professional or business journals.

Campus Recruitments:

Colleges, universities, research laboratories, sports fields and institutes are fertile ground for
recruiters, particularly the institutes. Campus recruitment is going global with companies like
HLL, Citibank, HCL-HP, ANZ Grind lays, L&T looking for global markets. Some companies
recruit a given number of candidates from these institutes every year.

Consultants:

7
They are in this profession for recruiting and selecting managerial and executive personnel. They
are useful as they have nationwide contacts and lend professionalism to the hiring process. They
also keep prospective employer and employee anonymous.

SELECTION
Selection process is a decision making process. This step consists of a number of activities. A
candidate who fails to qualify for a particular step is not eligible for appearing for the subsequent
step. Employee selection is the process of putting right men on a right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people. Effective
selection can be done where there is effective matching. By selecting best candidate for the
required job, the organization will get quality performance of employees. Moreover, organization
will face less absenteeism and employee turnover problems. By selecting right candidate for the
required job, organization will also save time and money. Proper screening of candidates takes
place during selection procedure. All the potential candidates who apply for the given job are
tested.

SELECTION PROCESS:
Selection is a long process, commencing from the preliminary interview of the applicants and
ending with the contract of employment.

1. Preliminary interview
2. Receiving applications
3. Screening of applications
4. Employment test
5. Interview
6. Reference checking
7. Medical examination
8. Final selection
1. Preliminary interview: The preliminary interview is also called as a screening
interview wherein those candidates are eliminated from the further selection process
who does not meet the minimum eligibility criteria as required by the organization.

2. Receiving applications: Once the individual qualifies the preliminary interview he

is required to fill in the application form in the prescribed format. This application
contains the candidate data such as age, qualification, experience, etc. this information
helps the interviewer to get the fair idea about the candidate and formulate questions to
get more information about him.

3. Screening applications: Once the applications are received, these are screened by
the screening committee, who then prepare a list of those applicants whom they find
suitable for the interviews. The short listing criteria could be the age, sex, qualification,
experience of an individual. Once the list is prepared, the qualified candidates are called
for the interview either through a registered mail or e-mail.

4. Employment tests: In order to check the mental ability and skill set of an individual,

8
 several tests are conducted. Such as intelligence tests, aptitude tests, interest tests,
physiological tests, personality tests, etc. these tests are conducted to judge the
suitability of the candidate for the job.

5. Employment interview: The one on one session with the candidate is conducted to
gain more insights about him. Here, the interviewer asks questions from the applicant
to discover more about him and to give him the accurate picture of the kind of a job he
is required to perform.

6. Checking reference:The firms usually ask for the reference from the candidate to
cross check the authenticity of the information provided by him. These references could
be from the education institute from where the candidate has completed his studies or
from his previous employment where he was formerly engaged. These references are
checked to know the conduct and behavior of an individual and also his potential of
learning new jobs.

7. Medical examination: Here the physical and mental fitness of the candidate are
checked to ensure that he is capable of performing the job. In some organizations, the
medical examination is done at the very beginning of the selection process while in
some cases it is done after the final selection.

8. Final selection: Finally, the candidate who qualifies all the rounds of a selection
process is given the appointment letter to join the firm.

Difference between Recruitment and Selection

1. Recruitment is the process of searching for prospective candidates and motivating
them to apply for job in the organization. Whereas, selection is a process of choosing
most suitable candidates out of these, who are interested and also qualified for job.
2. In the recruitment process, vacancies available are finalized, publicity is given to them
and applications are collected from interested candidates. In the selection process,
available applications are scrutinized. Tests, interview and medical examination are
conducted in order to select most suitable candidate.
3. In recruitment the purpose is to attract maximum numbers of suitable and interested
candidates through applications. In selection process the purpose is that the best
candidate out of those qualified and interested in the appointment.
4. Recruitment is prior to selection. It creates proper base for actual selection. Selections
next to recruitment. It is out of candidates available/interest.
5. Recruitment is the positive function in which interested candidates are encouraged to
submit application. Selection is a negative function in which unsuitable candidates are
eliminated and the best one is selected.
6. In recruitment services of expert is not required whereas in selection, services of expert
is required.
7. Recruitment is not costly. Expenditure is required mainly for advertising the posts.
Selection is a costly activity, as expenditure is needed for testing candidates and
conduct of interviews.

9
 COMPANY PROFILE

Cera Sanitaryware Limited (CSL) is one of the pioneers in the Sanitaryware segment in India. CSL

10
was founded in the year 1980 as a division of Madhusudhan Industries Limited. It is based in Kadi,
Gujarat. Realizing the future growth prospects of this division, in the year 2001, management
thought it worthwhile to have independent identity by de-merging and transferring the entire
business to a new company. The new company was named Cera Sanitaryware Limited it is now
the third largest company in the organized sector with over 20% market share. It is also the largest
and only listed company in pure Sanitaryware space. CSL is the first sanitary ware company to
have ISO 9002 and ISO 14001 certifications for its products.

The first sanitary ware company to use natural gas, Cera has been on the forefront of launching
innovative designs and water-saving products. The twin- flush model launched in India by Cera
for the first time, it reduces the water needs of households considerably. WCs designed to flush in
just 4 liters of water in another notable innovation by Cera. Based in kadi, Gujarat, Cera
Sanitaryware Ltd. uses German technology, which has ensured Cera’s superiority over others in
quality. Established with an initial capacity of 3,600 MTPA, the plant has undergone several
periodical up gradations and modernizations to expand to 15,000 MTPA.

To achieve growth in the rapidly changing retail market in the country, Cera, has launched its one
of a kind Cera Bath Studios in Ahmadabad, Bangalore, Chandigarh, Kolkata, Cochin and
Hyderabad. With the opening of the Cera Bath Studios, the discerning consumers, architects and
interior designers can have full view of the Cera’s premium ranges of WCs, Wash Basins, Shower
Panels, Shower Cubicles, Bath Tubs, Shower Temples, Whirlpools, CP fittings etc. Cera Bath
Studios will complement its existing network of 400 distributors and 400 retailers. Several
bathrooms are displayed live, so that the customers can get a feel of Cera’s vast range of products.
Soon, Cera will launch premium Spanish Tiles in market.

The company is poised to become a total bathroom solutions provider. Having shown a growth
rate of more than 20% since 3 years, Cera Sanitaryware Ltd. today is the fastest growing sanitary
ware company in India.

MISSION OF THE COMPANY:

✓ To setup and carry out research and development for the manufacture and development
Santaryware products.
✓ Provide high quality to sanitaryware products.
✓ The company is aiming to achieve 50-60% of market share for every product.

VISION OF THE COMPANY:

✓ To be a total home solutions provider in the long run, providing products for every room
in the home.

International presence and Exports:

11
 CERA has exported, in past, to developed countries like the US, huge quantities.
However, as the domestic market was giving better realization, CERA has to curtail its
exports. Currently, CERA has presence in several markets like Gulf, New Zealand,
Greece, South Africa, etc. with the production going up in the coming months, CERA is
now looking at export market more seriously and talks are on with certain parties for OE
supplies.

World Technology:
To keep ahead of competition, Cera has always kept its technology ahead of rest of the
players in India. It took help from ceramic technology suppliers from several countries
in Europe time and again so that its process and products are of international norms. It
also helped Cera bag large export orders from the US, unmatched by any other Indian
sanitaryware company. Cera could easily make products conforming to ANSI, apart
from European, Australian, Canadian and Indian norms. CERA has been constantly
using internationally renowned consultants in the ceramic field to upgrade its production
processes, yield and finished goods quality.

Product innovation has been Cera’s forte. One after the other, Cera launched not only
new designs, but even new innovations in India. The first was bath suits- a unique design
concept consisting of WCs, wash basins, bidets and accessories, giving the bathroom a
distinct personality.

INNOVATION:

Water scarcity has always been a concern in most parts of India. When there is shortage of water,
can we not think of conserving it, by sending less water per flush down the drain? This concern
was brainstormed by technological and research personnel, designers and quality assurance and
marketing personnel and thus the concept of twin action flushing was born. CERA found that in
most households, a WC is used more as a urinal and still it was using 8 to 12 liters of waters for
each flush. Cera then came up with the idea of half flush along with full flush. A household can
have substantial quantity of water by installing twin flush. Even where water is available in
abundance, it advised that twin flush because the cost of electricity for pumping extra water to
overhead tank can be saved. In India, ever since Cera pioneered the twin action coupled closet two
years back; it has caught the fancy of all architects, plumbing consultants, trade, customers and
even competitors. One after the other, all manufacturers commenced twin action

12
RESEARCH STUDY

13
❖ PROBLEM DEFINITION

In basic idea behind selecting the topic “Recruitment and Selection process in Cera
Sanitaryware limited” is to study how employees are hired. Today organizations
are coming up with new techniques of hiring people. Hence to study how the actual
process is carried in the organization.

14
❖ OBJECTIVES

Every task is undertaken with an objective. Without any objective a task is rendered
meaningless. The main objectives for undertaking this project are

1. To understand the internal and external Recruitment process at Cera Sanitaryware

Limited.
2. To identify areas where there can be scope for improvement and give suitable
recommendation to streamline the hiring process.

15
❖ HYPOTHESES

The hypotheses or the result that I expect from the study might be-

• H1- Effective recruitment increases chances of selecting appropriate candidate.

• H2- CERA’s recruitment process is fair, reliable and efficient .

16
 ❖ SCOPE OF THE STUDY

The benefit of the study for the researcher is that it helped to gain knowledge and experience and
also provided the opportunity to study and understand the prevalent recruitment and selection
procedures.

The key points of my research are:

1. To analyses the recruitment policy of the organization.
2. To understand and analyze various HR factors including recruitment procedure at Cera
Sanitaryware Limited.
3. To suggest any measures/recommendations for the improvement of the recruitment
procedures.
4. It extends to the whole organization. It covers corporate office, sites and works
appointments all over India.
5. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
Senior Management cadres.

17
 RESEARCH METHODOLOGY

The study has been conducted using both primary as well as secondary data. The primary data was
obtained from the analysis done through direct questionnaire provided to the respond. Information
regarding the project was obtained from employed man from the company. The information was
obtained through the questionnaire. The project undertaken was descriptive in nature as it was
trying to find out the process of recruitment and selection.

Questionnaire was distributed to employ of the company. The response received, formed the basis
of primary data required for the study. Data collected was completed, classified for analysis.

• Primary data:

Primary information is very frequently called as the first-hand data collected by the one
that needs to use it for the aim of his/her study. This information is incredibly specific and
is collected by analysis, a search, an enquiry, a guest, a pursuit, a probe, an exploration,
groundwork, a hunt, a research, a look etc. specifically for a research study. Primary
data/information is original in nature and directly associated with the problem and it is
current information/ data. Primary data are the information that the research worker has
collected through numerous strategies like Interviews, Surveys, questionnaires etc.
The data is collected by the questionnaire method. The survey has been done through word
copy based physical paper.

• Secondary data:

Secondary information is collected by a researcher not associated with the analysis/

research study; however, this is collected for some different purpose and at the completely
different time in the past. If the individual uses this data, then it becomes secondary
information for present users. This information may be accessible in written, typed or in
electronic forms. Secondary information is also used to add original insight into the study
problem. Secondary data is classed in terms of its supply—either internal or external.
Internal, or in- house, is secondary information obtained within the organization where the
study is being carried out. External secondary information is obtained from outside sources.
There are various advantages and disadvantages of using secondary data.

18
❖ RESEARCH DESIGN ( Methods, Techniques of Data Collection)

The present study is based on both primary and secondary data which is collected from
employ of the company and using website.

o Primary data:
The data is collected by the questionnaire method. The survey has been done
through questionnaire by physical paper copy in subjective manner.

o Secondary data:

The source of secondary data is articles, research paper and online sites,
websites etc.

19
DATA ANALYSIS AND
INTERPRETATION

20
RECRUITMENT

Q1. Which method should be used for recruitment?

Sales
0%0%
0%

Structured
Unstructured
Problem Question
Case Study Question

100%

INTERPRETATION:

The above pie chart classified that structured method is commonly used for recruitment.

21
Q2. HR clearly defines the job description and job specifications in the recruitment process?

0 0%

30%

Strongly agree
Agree
Neutral
Strongly disagree

70%

INTERPRETATION:

The above pie chart shows that HR clearly specifies their duties and responsibilities regarding
the job.

Q3. Does HR provide an adequate pool of quantity applicants?

22
 0%

Yes
No

100%

INTERPRETATION:

The pie chart shows that HR provides 100% adequate pool of quantity applicants.

23
Q4. HR incorporates the changes in the external environment (eg., technology) while assessing
future needs _____

0
0 0

40

60

Strongly disagree Disagree Neutral Agree Strongly agree

INTERPRETATION:

The pie chart shows that HR agrees to changes in the external environment while assessing
future needs.

Q5. Do you use any of the following tests during the process of recruitment?

24
 0

20

10

70

Written Aptitude Group discussion Psychometric test others, please specify

INTERPRETATION:

The pie chart shows that the tests are aptitude test, sometime group discussion and mostly others
like direct interview.

25
Q6. What are the sources of internal sourcing among the following?

0 0%

20%

Present permanent employees

Present temporary employees
Retrenched/ retired employees
deceased/ disable employees

80%

INTERPRETATION:

The present pie chart shows that the sources of internal sourcing is present permanent employees
and present temporary employees.

Q7. What are the sources for external recruitment among the following?

26
 10

20

60

10

Campus interview Placement agencies Job portals All

INTERPRETATION:

The pie chart shows that CERA company accept all the sources of external recruitment like
campus interview, placement agencies, job portals, and all.

Q8. How many rounds were there in the interview?

27
 0%
0%

1
2
3
4

100%

INTERPRETATION:

This chart shows that only 3 rounds were there in the interview.

SELECTION

28
Q1. How much time did the company take to respond to application?

0%

5%

15%

Less than 5 days

0%
5-10 days
11-15 days
15-20 days
more than 20 days

80%

INTERPRETATION:

The present pie chart shows that company usually take 5-10 days to respond but sometimes it takes
time 11-15 days and 15-20 days in exception cases.

Q2. Which of the following methods of selection did face for selection?

29
 0%

5% 10%
5%

Aptitude test
Personal interview
Written test
practical test
Other

80%

INTERPRETATION:

The pie chart shows that it conducts personal interview method for selection but sometime they
change the method to aptitude test, written test, practical test also.

Q3. Does the organization do proper job analysis before selection process

30
begins?

0%

Yes
No

100%

INTERPRETATION:

This pie chart shows that organization do proper job analysis before selection process.

31
Q4. Does the job responsibilities and job description are clearly defined to the candidates
appearing for selection process?

0%

Yes
No

100%

INTERPRETATION:

This pie shows that yes the job responsibilities and job description are clearly defined to the
candidates appearing for selection process.

32
Q5. Which is the important quality the organization looks in a candidate?

1
2 2
5

90

Knowledge Past experience Optimistic nature discipline team work ability

INTERPRETATION:

This chart shows that for organization team work ability is important and as top priority and other
than team work ability it requires past experience, knowledge and others as in pie chart shown it.

Q6. How do you rate the selection policy of the organization?

33
 0%

30%

Good
Average
Poor

70%

INTERPRETATION:

All the employees rate good for the selection policy of the organization.

Q7. Apart from HR manager, who all from the other departments are

34
required to get involved?

0%
0%

Sales
Administration
HR executives
Others, please specify

100%

INTERPRETATION:

This pie chart shows that only apart from HR managers only HR executives are required to get
involved.

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FINDINGS

36
The collected data are analysed and general observation has proven that CERA Sanitaryware
Limited has done remarkable job in it is human resiurces department.

The main findings are as follows:

1. In CERA Sanitaryware limited employees feel that the HR department is good.

2. The recruitment and selection process is decentralized.
3. About 90% of the employees are satisfied with the recruitment and selection process.
4. Most of the managers prefer personal interviews.
5. Most external sources of recruitment are considered.
6. About 90% of the employees feel that they are comfortable working with the current HR
policies of the company and 10% feel that they need some changes in the policies.

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LIMITATIONS OF THE STUDY

LIMITATIONS:

38
 Every matter has some limitations. Therefore, this is not an exception. The
limitations of this report are been stated below:

1. Due to time restriction, the study is concerned in selected area. It is very difficult in
short time period to know details about the overall recruitment and selection process of
an organization.
2. The data provided by the company may not be 100% correct as the Company have.
3. Due to work pressure, detailed interaction with the executives was not possible.
4. Unable to find fair responses from various clients. Because there were different
response from different clients.

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OBSERVATIONS
&
SUGGESTIONS

40
 Observations

1. Cera’s have more innovative idea to offer product with new innovation
2. Cera is currently stood on third rank in its production capacity.
3. In Cera Sanitaryware Limited company employees feel that the HR department is good.
4. The recruitment and selection process is centralized (Kadi).
5. About 90% of the employees are satisfied with the recruitment and selection process.
6. Mostly external sources of recruitment are considered.
7. About 90% of employees feel that they are comfortable working with the current HR
policies of the company and 10% feel that they need some changes in the policies.

Suggestions

1. Cera has to create more ideas to enhance their products.

2. Cera has to put all its best to be number one.
3. Do not ignore employees other requirements for change.
4. Try to provide some external support also.

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 CONCLUSION

CONCLUSION:

42
Recruitment and selection process is an important issue for any organization. It is always an
organization to assess the vacancy and choose the best personnel who will need the organization
in future. So the organization should give the emphasize on selecting a person. A person who carry
forwarded the organization in terms of development, values and ethics. Mainly the precious
resource for any organization is their knowledge based efficient workers. The organization should
more cautious on this issue to ensure the quality of ethics.

Cera Sanitaryware Limited (CSL) is one of the pioneers in the Sanitaryware segment in India. It
was the first sanitary ware company to have ISO 9002 and ISO 14001 certifications for its
products. Cera is the first company that launches such equipment those are helpful in reduces the
water needs of households considerably. It has more innovative idea to offer product with new
innovation. Cera plans to be a total home solutions provider in the long run, providing products
for every room in the home.

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BIBLIOGRAPHY

44
Websites:
1. [Link]
2. [Link]
3. [Link]
4. [Link]

Articles:
1. A study on Recruitment and Selection process with Reference.
2. A review on Recruitment and selection process.
3. Challenges in Recruitment and Selection process: An empirical study.

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 APPENDICES

QUESTIONNAIRE TO ANALYZE THE RECRUITMENT AND SELECTION

PROCESS

RECRUITMENT

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Q1. Which method should be used for recruitment?
a) Structured
b) Unstructured
c) Problem question
d) Case study question
e) Other, specify_____

Q2. HR clearly defines the job description and job specifications in the recruitment process?
a) Strongly agree
b) Agree
c) Neutral
d) Disagree
e) Strongly disagree

Q3. Does HR provides an adequate pool of quantity applicants/

a) Yes
b) No
c) Don’t know

Q4. HR incorporates the changes in the external environment (e.g., technology) while assessing
future needs
a) Strongly agree
b) Disagree
c) Neutral
d) Agree
e) Strongly agree

Q5. Do you use any of the following tests during the process of recruitment?
a) Written
b) Aptitude
c) Group discussion
d) Psychometric test
e) Others, please specify_______

Q6. What are the sources of internal sourcing among the following?
a) Present permanent employees
b) Present temporary employees
c) Retrenched/ retired employees
d) Deceased/disable employees

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Q7. What are the sources for external recruitment among the following?
a) Campus interviews
b) Placement agencies
c) Job portals
d) All

Q8. How many rounds were there in the interview?

a) 1
b) 2
c) 3
d) 4
e) More_______

SELECTION

Q1. How much time did the company take to respond to application?
a) Less than 5 days
b) 5-10 days
c) 15-20 days
d) More than 20 days

Q2. Which of the following methods of selection did face for selection?
a) Aptitude test
b) Personal interview
c) Written test
d) Practical test
e) Any other________-

Q3. Does the organization do proper job analysis before selection process begins?
a) Yes
b) No

Q4. Does the job responsibilities and job description are clearly defined to the candidates
appearing for selection process?
a) Yes
b) No

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Q5. Which is the most important quality the organization looks for in a candidate?
a) Knowledge
b) Past experience
c) Optimistic nature
d) Team work ability
e) Other____

Q6. How do you rate the selection policy in the organization?

a) Good
b) Average
c) Poor

Q7. Apart from the HR manager, who all from the other departments are required to get involved
in interviewing process?
a) Sales
b) Administration
c) HR executives
d) Others, please specify___

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