A PROJECT REPORT ON

RECRUITMENT & SELECTION AT

MASTER OF BUSINESS ADMINISTRATION (MBA-2007-2009)
SUBMITTED TO
PUNJAB TECHNICAL UNIVERSITY

SUBMITTED BY
SUBODH KUMAR SHARMA MBA-IVTH SEM ROLL NO-720317007

DIMS, NEW DELHI

TITLE OF THE PROJECT RECRUITMENT AND SELECTION IN

LUXOR WRITING INSTRUMENTS LTD

CONTENTS
ACKNOWLEDGEMENT PREFACE INTRODUCTION COMPANY PROFILE CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS RECRUITMENT PROCEDURE IN M/S LUXOR DATA ANALYSIS. CONCLUSION

FINDINGS AND SUGGESTIONS ANNEXURES BIBLIOGRAPHY

ACKNOWLEDGEMENT

Progress in life, business or any projects comes through taking initiatives & continuing to progress on new concepts & ideas. The original momentum is not enough to keep you moving forward. Your progress will grit to halt unless you refill your engine for inspiration with fuel of fresh ideas with enthusiasm & proper guidance. I take this opportunity to acknowledge my utmost gratitude & been linked in some way or the other with the project

I am thankful to My Faculties for their valuable tips prior to the start of the project.

GAURAV RAWAT BBA 5 SEM ROLL NO-51167

PREFACE
The subject matter of personnel policies is varied as the personnel department and any itemization would serve merely as and with its management. Structure, the economic and social conditions prevailing in it at a particular time, the attitude ideas of the top management. They also change with public opinion, area and regional traditions, custom and practices, the information of training.

INTRODUCTION

WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT An organization is nothing without human resources. What is IBM without its employees? Same is in a hotel industry. It is totally based on managing people or manpower in an efficient way. When we think about the million of organization that provide us with goods and services, any one of more of which will employ us during our lifetime, often do we explicitly consider that these organization depend on people to make them operate? It is only under unusual circumstances, such as when clerks go on strike at our local supermarket, or the teachers walkout from our schools, colleges or employees working in an hotel industry, that we recognize the important role play in making organization work. There are some question which are listed down in order to know how important HRM is are : How did these people come to be employees in an organization? How were they found and selected? Why do they come to work on a regular basis? How do they know what to do on their jobs? How does management know if the employees are performing adequately? If they are not, what can be done about it? Will todays employees be prepared for the work the organization will require of them in ten, twenty - thirty years?

MANAGEMENT: It is the process of efficiently getting activities completed with and through other people. The management process includes the planning, organizing, leading, and controlling activities that take place to accomplish objectives. With reference to our definition, Goals are the activities completed. Limited resources are implied in efficiently. People are those in through other people. First goals are necessary because activities must be directed toward some end. There is a considerable truth in the observation that if you dont know where you are going, any road will take you there. The established goals may not so explicit, but where there are no goals, there may be a need for a new managers or no need for managers at all. Second, there are limited sources. Economic resources are scarce therefore, the manager is responsible for their allocation. This requires not only that managers be effective in achieving goals that are established but they be efficient in relating output to input. They must seek a given output with a lower input that is now being used or, for a given input, strive for a greater output. It again depends how much the manager knows about his capacity and how he designs his planning structure and how efficiently he gives a better picture and utilizes it accordingly. Managers , then are concerned with the attainment of goals, which makes them effective, and with the best allocation of scarce resources, which makes them efficient. The need for two or more people is third and last requisite for management. It is with and through people that managers perform their work. Managers are those who work with and through other people, allocating scarce resources, to achieve goals.

HRM AND ITS FUNCTIONS Human resource management is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational goals. To look HRM more specifically we suggest that it is a process consisting of four function :Accusation, Development, Motivation and Maintenance - of Human Resource. ACQUISITION FUNCTION

The acquisition function being with planning. Relative to human resource requirements, we new to know where we are giving and how we are giving to get these. This includes the estimating demands and supplies of labour. Acquisition also includes the recruitment, selection and socialization of employees. DEVELOPMENT FUNCTION

It can be seen along three dimensions. The first is employee training which emphasizes skill development and the changing of attitudes among workers. The second is management development, which concerns itself primarily with knowledge acquisition and the enhancement of an executives conceptual abilities. The third is career development, which is the continual effort to match long-term individual and organizational needs. It also has a major function, it prepares the employees to adopt change at any point of time. Since the scenario of the market changes day by day it is very important for an organization to keep his employees ready to face the change, and accordingly change in order to adapt the change in order to sustain in this competitive market scenario. MANAGEMENT FUNCTION

The final function is maintenance. In contrast to the motivation function, which attempts to stimulate performance, the maintenance function is concerned with providing those working conditions that employees believe are necessary in order to maintain their commitment to the organization.
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MOTIVATION FUNCTION

The motivation function begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual. Within the motivation function alienation, job satisfaction, performance appraisal behavioral and structural techniques for stimulating worker performance, the importance of linking regards to performance, compensation and benefits administration and how to handle problem employees are renewed.
AMERICAN SOCIETY FOR TRAINING AND DEVELOPMENT RECOGNIZED NINE ARE OF HRM:

Training and Development Organization and Development Organization/Job Design Human Resource Planning Selection and Staffing Personnel Research and Information Systems Compensation/Benefits Employee Assistance Union/Labour Relations

THE OUTPUTS OF THIS MODEL ARE : Quality of Work Life Productivity Readiness to Change
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HRM MODEL Training and Development - Focus is on identifying and assessing Union/labour Relation Focus : Assessing healthy union/organization relationship. Employee Assistance Focus : Providing personal problem solving, canceling to individual employees Compensation and Benefit Focus : Assessing compensation and benefits - Quality of work life - Productivity - Readiness to change Organization Development Focus : assessing healthy inter relationship as bell as intra Organization/Job Design. Focus : defining how tasks, authority and system will be organized

Human Resource Planning : Determining the origins major HRM needs strategies and policies

Personnel research and information systems Focus : assuring a personnel information base

Selection and Staffing : Focus : Matching people and their career needs and capabilities with join and career path

From the above introduction about Human Resource management, it has been pretty clear that how important is human resource and its allocation. Again it depends on human resource planning. So the next question which arises is what is Human Resource Planning?

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HUMAN RESOURCE PLANNING It is one of the most important and essential programme of Human Resource Management. Human Resource Planning is the process by which an organization ensures that it has right number of people, right kind of people, at the right places, at the right time, capable of the right places, at the right time, capable of effectively and efficiently completing those tasks which will help the organization to achieve its overall objectives as well as goals. Human Resource Planning then, translation the organizations objectives and plans into the number of workers needed to meet those objectives. Without clear-cut planning, estimation of organization's human resource need is reduced to more guesswork. Of all the MS in management (the management of materials, machines, methods, money, motive power), the most important is M for men or manpower. Manpower is a primary resource without which other resources like money, machines materials cannot be put to use. Even in the age of computer and Robert it requires human resources to execute it and plan further improvement. It is the most valuable asset of an organization. If people of poor caliber are hired, nothing much can be accomplished and Grasisms law will work the bad people will drive out the good car cause them to deteriorate. Organization of men for managing a purpose is age-old, even though, this science of management is yet in a developing stage especially in developing countries. Effective utilization of manpower resources is the key note of manpower management. Ever since the factory system, production managers have devoted a great deal of time and effort to the physical organizations of the industry. During the nineteenth Century the average employer in their efforts to reduce costs centralized their attention upon management of men and machines. Man management is basically concerned with having right type of people available as and when required and improving the performance of the existing people to make them more productive on their job. Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidates. It is the next step in the procurement function, the first being the manpower planning. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organization. Recruiting is the discovering of potential applicants for actual or anticipated organizational vacancies. In other words, it is a linking activity bringing together those with jobs and those seeking jobs. Its purpose is to pave the way for the selection procedures by producing, ideally the
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smallest number of candidates who appear to be capable either of performing the required tasks of the job from the outset, or of developing the ability to do so within a period of time acceptable to the employing organization. The smallest number of potentially suitable candidates can in theory, of course, be any number. The main point that needs to be made about the recruitment task is that the employing organisation should not waste time and money examining the credentials of people whose qualification do not match the requirements of the job. A primary task of the recruitment phase is to help would be applicants to decide whether they are likely to be suitable to fill the job vacancy. This is clearly in the interest of both the employing organisation and the applicants. SCOPE OF THE STUDY : At this point we are nor concerned with desirability of recruitment process since it can not be avoided. Instead our concern is focussed of those questions like recruitment for what purpose. On what basis should it be written down and saved or not? If saved for ever or for a year or two? These are issue to be argued and these are the elements that make manpower planning ground or bad, effective or ineffective. SIGNIFICANCE OF STUDY : Without focusing the pattern of management, organisation philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. Every organisation, therefore, strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the industry needs a stable and energetic labors force that can boast of production by increased productivity. To achieve these objectives a good recruitment process is essential. By which industry strikes right number of persons and right kind of persons at the right time and at right places through and the planning period without hampering productivity. PURPOSE OF THE STUDY: The objective of the study is to analyze the actual recruitment process in Luxor , and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. How far the process is accepted by it ? And what are the options of the family members of the organization? The study on recruitment highlights the need of recruitment in Luxor Writing Instruments Ltd..
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METHODOLOGY : The study is carried on in a proper planned and systematic manner. This methodology includes i) ii) iii) iv) Familiarization with the organization. Observation and collection of data. Analysis of data. Conclusion and suggestion based on analysis.

HYPOTHESIS: The organization follows a systematic recruitment process, which contributes towards continuous flow of production without shortage or excess of labors. SAMPLING: The study covers 10 executive, 20 employees/workers from different departments/ sections of Luxor as sample in order to elicit relevant facts. Since it is not possible to approach each and every manpower of the organization. UNIT OF STUDY: An executive and a worker irrespective of their position and placements in any of the departments of the organization is considered as unit of study. SOURCES OF DATA COLLECTION: The primary as well as the secondary sources was used for collection of data. In primary source of data collection the interview schedule and questionnaire and opinion survey were used and in secondary source of data collection relevant records, books, diary and magazines were used. Thus the source of data collection were as follows: SOURCE OF DATA COLLECTION PRIMARY 1. Interview schedule 2. Questionnaire 3. Opinion Survey SECONDARY 1. Diary 2. Books 3. Other records 4. Magazines
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The investigator used structural interview schedule, questionnaire and opinion survey for collection of data from primary source. Interview schedules were used for workers clerical, category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology, perceptions, thoughts and reactions of the executives, employees/workers and trade union members of the organization. The investigator used the secondary source like diary, books, magazines and other relevant records for collection of data to know about the industry as well as the respondents. TABULATION, ANALYSIS AND INTERPRETATION: After completion of data collection the editing of the responses go obtained was done. This edited data further codified and code book was prepared. On the basis of these tables the data were interpreted and analyzed and conclusion was drawn. LIMITATIONS: Every scientific study has certain limitations and the present study is no more exception. These are: 1) Interviewing of the executive of top echelon position who are making recruitment is busy in the Organization State of affair. So it is not possible to contact all of those every busy executives. 2) The terminology used in the subject is highly technical in nature and creates a lot of ambiguity. 3) Confidentiality of the management is the strongest hindrance to the collection of data and scientific analysis of the study. 4) All the secondary data are required were not available. 5) Respondents were found hesitant in revealing opinion about supervisors and management. In spite of all these limitations, the investigator has made an humble attempt to present an analytical picture of the study with some suggestion for the long run implementation.

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LUXOR WRITING INSTRUMENTS LTD A PROFILE

Indian Writing Instruments market was largely unorganised with regional small players
occupying a niche category or a specific geographical region. the boundaries were clearly demarcated with hardly any competition. Today, the market size is Rs. 1400 crore and the competition cut-throat. Major national brands like Add, Cello, Reynolds and Tip Top and foreign brands such as Cross, Parker Vector and Pierre Cardin are fighting it out for a larger slice of the cake. Thanks to competition, investments in manufacturing technology as well as brand promotion and marketing exercises have gone up considerably. Brand promotion has picked up tremendously with sizeable spends - as high as 10% of their turnover being the order of the day. Heavy spends in electronic media supported by top stars like Amitabh Bachchan are invested to give that competitive edge. Newer players are forcing established ones to rethink their strategies and with good measure. The Indian pen market has three principal categories of consumers - the students accounting for 60% of sales. Corporates account for 20% - 25% of the offtake and the balance from other types of users. The dominance of student segment has led to the dilution in premium brands like Pierre Cardin making models affordable to them. Top line foreign brands such as the venerable Montbanc, silver pends from Episode and Frazer & Haws, Christian Dior, Cartier Parker, Waterman, and Pierre Cardin have all entered the Indian market either on their own or in collaboration with Indian manufacturers and distributors. The turning point for the industry came in 1985 when Reynolds entered the battlefield with French Collaboration and started the era of brand war in the Indian Writing Instrument Market. Slowly, the unbranded sector has shrunk and branded players have started to rule the market.Today, there are about 10 branded players and hundreds of smaller unbranded ones. The top 10 account for almost 60% of the market of which two are listed companiesthe Kolkata based Rs. 57 crore Linc Pen & Plastics Ltd. & the Mumbai based Rs. 78 crore Todays Writing Products Ltd. the others, including the Chennai based Rs. 130 crore G.M. Pens International Pvt. Ltd. (the owner of the Reynods brand), Umbergaon based Rs. 108 crore Add Pens Ltd., the New Delhi based Rs. 100 crore Luxor Writing Instruments Pvt. Ltd. & Mumbai based Rs. 80 crore Cello Writing Instruments and Containers Pvt. Ltd. (owner of
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the Cello brand) are all privately held firms. The top six account for nearly 40% of the entire domestic market. Others such as Rotomac, Montex, Scheffields, Flair & Stic account for another 15%. The market is growing at heartily clip of 15% per annum. Bitter brand was apart, the industry has also produced some outstanding and inspiring examples of entrepreneurship. Starting from a humble beginning as late as 1963 today Luxor has a staff strength of 1000 people producing 1 million pens a day. Reiterates D.K. Jain, give the consumer an useful product and at uniform price. His down to earth attitude and knowing the pulse of the consumer has been the hallmark of Jain all these years. The introduction of Pilot Pens in India changed the way students approached the art of writing in schools ushering a revolution of unmeasured success for Luxor. Another entrepreneurial story of Manak Cand Jain, of Add Pens Ltd. is worth recounting. From being an employee of Linc Pens for over 10 years, he started his dream from Mumbai with a princely capital of Rs. 10,000 in 1986, to make it a Rs. 108 crore enterprise today. Jains USP of sleek looking pens took the market by storm. Pens were parked at the lower price band, and packed in plastic jars which could be used later in households. His technology tieups with Ohto of Japan and Donga of Korea improved his offerings in the marketplace. Introduction of gel pens was an extremely popular and paying move making Add Gel pens synonymous with gel pens in the Indian market. Success was repeated with introduction to Add Roll Gold and Add Diamond Roller models. Add Pens is aiming at a turnover of Rs. 150 crore presently. There are others who have managed successful integration of products in the pen industry. Montex for example began with nibs and pen accessories. Today has firststransparent ball pens, 0.5mm precision tip pens and rubber grip in ball pens. Today Montex offers a wide repertoire of pens, ranging from ball pens and gel link pens to fountain pens and roller ink pens. The latest from Montex is Hy-Tank roller ink pen- a product of the revolutionary IIS (Inbuilt Ink Stabilizer) Technology. These are over 48 countries over all five continents to which Montex pens are exported. There have been significant improvisations in designs in pens. Cello Writing Instruments & Containers recently introduced the Cello Gripper pens. Over a short period of time, the gripper pens have become the companys USP. Cello Grippers come with a finelytextured rubber grip that cushions the fingers while wiring, thus making writing comfortable and pressure-free, particularly for students. International designs-Swiss tips and German ink are the hallmark of Cello Gripper pens, setting them apart from the rest. Some others have rewritten brand promotion concepts. Kanpu-based Rotomac Pens Ltd. has been the pioneer of big budget celebrity endorsements. Their first campaign likhte
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likhte love ho jaye featured Bollywood actress Raveena Tandon and made the entire industry sit up and take notice. That was five years ago. Now, Amitabh Bachchan features in a Parker pen commercial. All this points to only one thing the rules of the game have changed with big budget advertising becoming the norm rather than the exception. Brand was have eventually led to price wars. The famous ad line of Linc Pens for their brand Tip Top- paanch ka do pen has led the manufacturer sell 1.5 lakh pieces a day. Linc wanted to enter the rural markets where the less than Rs. 3 price category of pens usually sees the largest demand. But the category posed the problem of the price tag of Rs. 2.50 which was thought to be unacceptable to both retailers as well as consumers since it involved small change. Linc then came up with the idea of offering two pens for Rs. 5. The paanch ka do slogan was born. Linc is fighting it out with an established leader in this category- the New Delhi-based Stic Pens Ltd. With super profits vanishing and more and more players entering the low price segments, huge investments go into making cheaper but good quality products. For example, Mumbaibased Todays has lined up massive investments to set up plants with economies of scale just to make sure their gel pens are prices below Rs. 10. This has made some industry experts feel that investments on brand building through insertions in the electronic and print media as a waste of precious money. The logic with consumers only interested in cheaper products, they do not bother so much about the quality and hence these investments do no pay. But not everyone agrees with that view. Repositioning global brands for Indian market was one of feats achieved by the industry. Consider for example, the 110-year old Boston-headquartered Parker pens Luxor, Parkers Indian partner did a market survey only to find that most respondents associated Parker wit reliability, class but also steep prices. And students felt that it was daddys pen. They needed to be convinced that it was their pen too, since no company can afford to overlook the dominant student segment in sales. Luxor finally launched a Parker brand called Beta later last year. For Parker Pens, this was the first brand that was born in a location other than Boston. Beta roller pen, ball pen and fountain pen were priced at the range from R. 50 to Rs. 100. This appears to have worked. Beta notched up huge sales. The name may work in rural areas too, since the name also can be said to mean son in Hindi. Parker was going steady in the Vector brand, prices in the range between Rs. 100 to Rs. 350 range. Now Beta has overtaken Vector in sales. Luxor has sold more Beta in four months than what it has sold in the Vector range in a whole year. Another innovative product from Luxor-Family Hungama Pack containing a bounty of pens for the entire needs of the
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family for an attractive Rs. 500/- is another idea from D.K. Jains stable of pens. Its sure winner for the days to come.

RECENT DEVELOPMENTS Organised players struggle against a huge small scale sector to brand the writing instrument market. Can they pull it off? Rubber 'comfort' cushions, fashion accessories, endorsments by Bollywood's hottest stars . . . The humble ball point pen has never had it so high profile. But it's a battlefield that could well end with the write-off of many player. Ranged on one side are the premium and "super premium" players who are shelling out huge sums of money to try and impose an indelible signature on this crowded, Rs. 1000 crore market. They are the players that have accelerated the growth of this market to 12 per cent over the past decade. At the other end are the small scale entrepreneurs who flood the market with cheap, unbranded products, It is the latter that could prove the biggest obstacle to the crowds of larger, branded players that are crowding into a market where writing habits are changing. The writing instruments industry is reserved for the small scale sector. That leaves two options before large players, including multinationals. One is to sub-contract manufacturing to the small scale sector, but that often raises quality problems. The second is to import. But at a 40 per cent duty, imports mean that large manufacturers have little room to maneuver in this price-sensitive market. On the other hand, there are no barriers to entry for local entrepreneurs in this low-investment business. A large number of entrepreneurs pick up cheap dyes and moulds from Taiwan and Korea and quickly copy what large players would pay huge sums for. The production process also allows manufacturers to make a wide range of models with fairly small runs. At the lower end of the market, low overheads and therefore hefty margins make it highly attractive for smaller players to simply produce and sell without investing in brand building. These faceless producers of ball point pens thrive on amazing pricing and reach that are well outside the spread of the larger, branded manufactures. For them it's a wholesale-driven business. For low-end pens (priced at less than Rs. 6) margins are as high as 60 per cent and
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allow manufacturers to pass on 25-30 per cent to retailers. All this has forced the larger players like Luxor, Reynolds and Ritter to focus on the premium segment. And here the opportunities are huge. Figures are hard to come by since no market research agency covers this as a product category in volume terms, are writing instruments industry is estimated to sell 2200 million units a year, with the unorganised sector being responsible for more than half. Premium and super premium account for less than 15 per cent of the Indian writing instrument market,But it is the last segment that has helped accelerate market growth after being priced open by global giants like Parker and Mont Blanc. From Rs. 700 crore in 199798, writing instruments market is estimated to be over Rs. 1000 crore today growing at the rate of about 20 peer cent in value terms. But this is also the toughest segment to develop. Like confectionery, pens continue to be a low-involvement, impulse purchase where price and availability play a bigger role than brand. Players higher up the price ladder are trying to change this essentially commodity business. Last year, the writing instruments industry spent over Rs. 75 crore on advertising, up from Rs. 65 crore the previous year. larger players like Luxor, Reynold's Rotomac, Add Gel and Today were some of the big spenders. But most of this advertisement failed to make any strong and concrete proposition. That is primarily due to the absence of meaningful product differentiation. Low-end pens form an extremely low involvement segment with no brand consciousness and loyalty among consumers. A new feature by any player is quickly matched by rivals. Against this backdrop, players like Rotomac did try to carve an emotional differentiator trying to connect the youth through Rotomac Glasse and Fighter campaign. Similarly, Today has relied on the celebrity endorsement route, starting with Salman Khan, Sachin Tendulkar and now believed to have signed Hritihik Roshan. Premium and super-premium payers have focused on imagery and direct marketing. At the top end, writing instruments go beyond functional utility. They serve as fashion accessories or status symbols. Marketers expect such developments to trickle down to low-end segments, and they're mainly betting on a change in user habits. Over the last few years, consumes have largely switched to
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the disposable mode. Instead of stocking refills, people tend to use pens and then throw them away. That has given a fillip to sales. Another large constituency for writing instruments is school children. Earlier schools didn't allow students to use ball point pens. The common reason was that ball points distorted handwriting. That has changed. More school students use ball points today and most students like to own more than one pen. All this has spurred the effort towards branding and differentiation. If the hyper-activity during the last one year is any indication, the writing instruments industry is poised to see a qualitative improvement and turn pens into a high-involvement category. But all this is also bound to push writing instruments higher on the price curve. Luxor, a joint venture with Gillette, brought in Paper Mate, a low end brand of pens from the multinationals global portfolio. Priced at Rs. 20 (for the standard model), Paper Mate falls within the mid range under the existing market segmentation. Then, Rotomac set up a joint venture with Flair Pens, Indo Japan Pens and launched Pentel writing instruments with plastic nibs priced between Rs. 15-115 in four styles. Bangalore-based Today's Pens introduced the "Stepney" model with extra-built in refill for longer usage. A Rs. 7.50 a piece, Stepney offers the benefit of two pens at a price of one. Mumbai-based, Flair pens launched the Millennium 2000 series of pens in the market. Linc Rolls out designer pen After the launch of Linc Gumstik, Linc Pen & Plastics has now rolled out a trendy retractable ball pen with a designer refill, Link Tip Top. Available in India at Rs. 2.50, Tip Top comes in 20 pieces box packing. The company says that this product will mark an indepth marketing foray into the rural market. Hrithik signs to royalty deal with ballpen brand After an innings with Coke, cine-sensation Hrithik Roshan is now teaming up with Salman Khan, Sachin Tendulkar, Ajit Agarkar and Vinod Kambli to promote Today's ballpens from the end of this month through a literacy campaign.This was announced by chairman and managing director of Today's Writing Products Ltd Rajesh Drolia. He told The Financial Express that Hrithik would sign five of their products from June 30."We have signed the agreement. From the end of this month, Hrithik Roahsn would promote five of our products, including autograph pens poster pens, puzzle pens and felt pens with drawing
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books. We have not yet finalised the fifth product but it would be done soon", Drolia said.According to him, Today's has entered into a 14-month agreement with the Kaho Naa Pyar Hai star on a roylaty sharing basis. Asked about the royalty percentage, Drolia said: "It would be less than 10 percent. However, he felt that it is a win-win situation for both Hrithik and Today's. "It is tru that we would like to make most out of Hrithik Roshan's popularity but at the same time, the star would be creating a new image of himself by promoting a stationery product. Pen is, after all, different from al other products" Drolia said. The company would, however, continue with its relationship with other cine and cricket starts. All of them are playing important roles in our advertising and merchandising campaigns. We continue to recognise the need for strong advertising and have set up a full-fledged brand management team to execute its advertising strategies", he added. Flair Millennium 2000 series Flair Pens have launched the Millennium 2000 series of pens in the market. The series features models with a new look in terms of packaging, design and finish. The models on offer include Gel-O, Fortune, Easy Grip, Romance and Euro-Line among others, priced in the Rs. 12 to Rs. 150 bracket. Pen with rubber grip arrives:

Specifically designed with rubber grip, the transparent, retractable Line StarFlo is the latest pen to be launched by Line Pens and Plastics Ltd. Available in four different colours the pens are priced at Rs 15 along with an extra refill worth Rs. 5 manufacturers claim that the special refill with 06 mm TC ball helps enhance the quality of writing. Flair pens introduces Sporty range

Mumbai-based Flair Limited has introduced Flair Sporty-a range of plastic pens including ball points, gel ink, roller, micro tip and sketch pens. German Soft Ink (sued for the first time in plastic pens) and 0.5 mm extra fine Swiss tip is a common feature on all Flair Sporty pens to ensure smooth flow, according to the company. Packed in trendy green and yellow, Flair Sporty range comprises fashion, cyclone ball pens, microball and trio pen sets, in metallic, pastel and fluorescent colours. Priced between Rs. 7 and Rs 35, Flair Sporty pens are
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available at all stationery outlets and general stores. More literacy promises to give good business to small pen makers

The uneducated have more than a relation of deprivation with the written world. They are the future of writing instruments, or at least small pen makers depend on them for survival, in a market where there is no end to the number of brands and range. At one end of the pen business is the vast unorganised sector which is said to be making people's pens and at the other, there is the high-priced segment. In between are some branded popular pens. "The market for pens is so big in the country that each segment can flourish" says Sarlesh Vishwakarma, manager sales, Stic Pens Pvt. Ltd Vishwakarma feels that competition has increased in the branded segment in the past few years. According to him, this segment will play a key role in future. "But cheaper pens, manufactured by small companies, will continue to hold 50 percent of the market share. This is so since half the population of the country is illiterate and they will be using pens once they learn to write". Besides, rural and town population still constitute the demand for cheaper pens. "Once can start making pens in one room with Rs. 25,000 in hand though for setting up a big unit at least Rs. 1 crore is required even if one is just assembling", adds Vishwakarma. "The unorganised sector can earn in this line but only through its labour. Margins are not very great but if one manufacturers in large quantities and makes all the parts by himself, profit can be huge," says J.C. Mehta, proprietor, Bharat Refills who started his business in 1988 with around Rs. 50,000 and now has turnover which hovers around Rs. 30-40 lakh. Today's sales set to touch Rs. 100 cr

Today's Writing Products Ltd, one of the fastest growing pen manufacturing companies, has signed Bollywood star Salman Khan for promoting its diverse product range. Rajesh Drolia, chairman and managing director, said the group's turnover for the year 1997-98 was over Rs. 60 crore of which 15 percent accounted towards exports. The company is planning to cross the Rs. 100 crore mark by the end of the millennium as a result of recent technical collaborations with Mon-Ami Korea for speedwriting pens and Aubex Japan for fineliners pens.
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Crazee about Stic

Stic has introduced its new range of Hi Fi and Retra ballpens under the Stic Star Quest and Crazee about Cricket series. The pens have photographs of famous film stars and cricketers imprinted on them. The range has been launched under license from First Serve Entertainment India, a Vijay Amritraj company in Chennai and US-based company Upper Deck LLC. Ideal as low-cost gifts and birthday presents, the set consists of one hi-fi and one extra ball pen and is priced at Rs. 20. Pierre Cardin launches Studio pens:

Pierre Cardin has launched its Studio range of pens in India under its tie-up with Flair pens. The refillable pen carries the Pierre Cardin signature and has a non-drying refill. It is available in six colours and is priced at Rs. 25. Schefields ties up with Kotobuki, plan

JVKotobuki & Co. Ltd. of Japan has tied up with Calcutta-based pen-makers Schefields Ltd to sell its Penac brand of pens and mechanical pencils in India. Kotobuki sells around 150 million pens worldwide every year and supplies to most major pen companies. Schefields is also planning to start a manufacturing joint venture with Kotobuki, after the product gets established in the Indian market, according to Schefields director Deepak Khemka. Kotobuki is also an original equipment manufacturer for most of the world's to pen companies like Parker, Pilot, Reynolds, AT Cross, Staedler, Watermann, Faber Castell etc. It is also credited with developing the technology for mechanical pencils.

CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS Human resource Management classically pertains to planning; recruitment, selection, placement, induction, compensation, maintenance, development, welfare etc. of Human
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Resources of any organization to enable the organization to meet its objective while also enabling the human resources to attain their individual goals. As is evident from the definition of the concept the entire theme revolves centrally around human resource and its role in enabling simultaneous satisfaction of individual and organizational goals The immediate conclusion that follows from this is that the prime movers of the organization are the individuals. The process of bringing employees into the folds of organization is termed as recruitment and can be unambiguously treated as the central pillar for foundation stone of the entire concept of human resource management. It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. The reason is simply that unless one has human resource in the organization whom will the human resource managers manage or whose energy will they channalise productively and usefully. Keeping this idea into mind this Projects is an attempt to study various options that are available both theoretically as well as practically for an organization to launch itself into the task of recruitment. The entire report is divided into various sub-sections that appear in a chronology of events that are steps in the process. The success of and organization largely depends upon the Team of the skilled and qualified human resources who are chosen out of number of applicants for the job. It is the primary duty of the HRD department to procure and maintain an adequate qualified working force of various personnel necessary for manning the organisation. Procurement function of personnel Department includes three major sub-functionsA) Recruitment; B) Selection: and (C) Placement on the job. Recruitment is the positive process of employment. The process of Recruitment is to identify the prospective employees, attract, encourage and stimulate them to apply for the job, Interview the eligible and select them for a particular job in the organisation. Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting selection of an efficient working force.------------Yoder

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OBJECTIVES 1. To structure the Recruitment policy of Luxor Writing Instruments Ltd. for different categories of employees. 2. To analyse the recruitment policy of the organisation. 3. To compare the Recruitment policy with general policy. 4. To provide a systematic recruitment process. SCOPE OF RECRUITMENT It extends to the whole Organisation. It covers corporate office, sites and works appointments all over India. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres. CATEGORICALLY CLASSIFICATION OF EMPLOYEES OF LUXOR WRITING INSTRUMENTS LTD. CATEGORY I CATEGORY II All workmen, All Assistants (Accounts, Stores, Field), clerk, Typist, Steno-Typist, Stenographer, Computer Operator. Accountant, Store keeper, Supervisor up to the level of Officers, Designer, Jr. Engineer, P.A, Sr. P.A, EDP Programmer up to officer, Admin./ personnel / HRD officer, Inspector. Secretary, Executive Secretary, Management Trainee, Asst. Engineer, Engineer, Sr. Engineer, Sr. Programmer, Sr. Officer, Asst. Manager, Dy. Manager, Manager, Sr. Manager, Works Superintendent. AGM, DGM, GM, SR. G.M.
VP & ABOVE.

CATEGORY III

CATEGORY IV
CATEGORY V

ORGANISATION STRUCTURE OF LUXOR A brief introduction to Divisional / Departmental heads. CHAIRMAN AND MANAGING DIRECTOR: CMD holds to most position in the organisation. He is the owner of the Company. He guide the functional heads to smoothen their activities. It is the key position in the organisation. DIRECTOR OPERATIONS: He is the overall incharge of P&A, HRD, Systems, TQM and Critical Issues.
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GM-PRODUCTION: He is the overall incharge of works. He is directly involved in production planning. He formulates various policies for betterment of the product. He issues guidelines to Production Department and Quality Control Department for implementation of the policies. VP-FINANCE: He is directly involved in finance matters and finance policy. He is also involved with personnel department for wages compensation, salaries and other financial benefits. AGM- PERSONNEL & ADMINISTRATION : He is the overall incharge of personnel, Administration and Industrial Relations of the group and also oversees the HRD activities. SR.MANAGER-CORPORATE HRD: HRD Department is responsible for better utilisation of manpower through Recruitments, Selections, Training, Development, Retention and Welfare of the group. It is involved in policy formation and its implementation. VP-MHD: He is the profit center head of the Material Handling Division. He is responsible for Design and Projects Execution. VP-BUSINESS DEVELOPMENT: He is the main source of Business Procurement to MHD. SR.GENERAL MANAGER He is responsible for marketing, Design, Estimation and Projects Management. RECRUITMENT PROCEDURE IN LUXOR: Human resource is a most valuable asset in the Organisation. Profitability of the Organisation depends on its utilisation. If their utilisation is done properly Organisation will make profit otherwise it will make loss. If a good dancer appointed as a Chief Executive Officer of a Company, he may not run the business. So right man should be procured at right place in right time, otherwise their proper utilization may not be done. To procure right man at right place in right time, some information regarding job and job doer is highly essential. These information are obtained through Job Analysis, Job Descriptions, Job Specifications. Luxor procure manpower in a very scientific manner . It gets information by use of these important documents like Job Analysis, Job Descriptions and Job Specifications. recruitment may be unsuccess. Without these Before recruit a person all information regarding job, To obtain the pertinent

working conditions, duties and responsibilities of job doer, Skills experiences qualifications of an employee to do the particular job is highly essential. information regarding job, duties, responsibilities, working conditions, skill efficiency, education and experience of the employee, Luxor, gets the help of Job analysis, job
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description and job specifications.

JOB ANALYSIS FORM OF LUXOR WRITING INSTRUMENTS LTD Job Title. Date Code No Location .. Department Analyst. Reason for the job Supervised.. Wage or salary range Relation to other jobs: Promotion from.. Promotion to.. Job summary: Work performed: Major duties :. Other tasks : Equipment/Machines used:. Working Condition Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)Type of experience.. b) Length of experience Supervision : (a) Positions supervised. (b) Extent of supervision.. Job knowledge : (a) General (b) Technical c) Special Responsibility : (a) For product and material . b) For equipment and machinery c) For work of others. d) For safety of others Physical Demands : Physical efforts Surroundings Hazards Resourcefulness

JOB SPECIFICATIONS FORM OF M/S LUXOR.

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Job Title : Drill Operator Job Code REQUIREMENTS

Department Date..

1. EDUCATION : Ability to read and understand production orders and to make simple calculations. Preferably High School Certificate. 2. TRAINING AND EXPERIENCE: No special training required . Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 3. PHYCIAL EFFORT: No special physical effort is required. 4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. Must be able to concentrate when operating. 5. SUPERVISION : Routine checking and no close supervision required. Specific but no detailed instructions. 6. Responsible for own work only. Only routine responsibility for safety of others. PROCEDURE OF RECRUITMENT Following process of Recruitment has been followed in Luxor . I REQUISITION 1) For new requirement or for replacement a manpower the given requisition format is to be filled up by Head of the Division/Department and forwarded to HRD after obtaining MDs approval.

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INTERVIEW SCHEDULE Date: Venue: Position: NAME OF THE CANDIDATE TIME REMARKS

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INTERVIEW CALL LETTER Date ---------------Dear Sir, ___________________________________________________ This has reference to your application for the above mentioned position in our organisation. We are pleased to invite you for a meeting with the undersigned on.ata.m./p.m. please confirm this appointment. We have enclosed a blank personal Data Form. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting. No TA/DA shall be admissible for attending this interview. You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview. We take this opportunity to thank for the interest you have shown in joining our organisation. Yours sincerely, For LUXOR WRITING INSTRUMENTS LTD. Authorized Signatory Preliminary interview of the candidates is conducted by HRD based on Personal Data Format given below filled up by the candidate with the help of technical person along with the Dept. Head. LUXOR Address:

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PERSONAL DATA FORM POSITION APPLIED FOR SOURCE Name_____________________________________________________________ Surname First Name Middle Name Present Address ________________________________________________________________ ____________________________Phone_______________________________

permanent Address _____________________________________________________________ __________________________Phone______________________________ Date of Birth: Marital Status: Languages Known _________________ __________________ Fathers Name & Occupation Spouse Name: Occupation No. of children: Religion: Sex: Speak Nationality: Date of Marriage: Read Write

Educational / Professional Qualification Start With Latest Degree/ Diploma Degree/ Diploma Institution/ University/Board Years From Main Subject To Division & % of marks

31

Publication & Membership Special Interest/Hobbies

Employment Record: (Starting from present to first one) Period Name of Designatio Nature of Duties From To Employer n Performed

Gross Salary

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Detail of Present Salary Basic HRA Conveyance Bonus LTA Medical Superann uation P.F. Others

Salary Expected: Joining Time Required: Are you ready work any where in India:

Relatives & Acquaintances in Luxor Name Designation

Department

Relation

Any other information which you think should be taken into account while considering your candidature References: please give name and address of two persons who knows you professionally or under whom you have worked. Name: _____________________________________ Nature of Acquaintance : ______________________________ Position : __________________________________ Address : __________________________________ Tel .: Off.:____________ Res.:___________ Off.:_ __________ Res.:___________ Declaration: I hereby authorised verification of all statements in the record and shall agree to produce any documentary evidence in proof of above statements as desired by NPL. I certify that all the above statements are true and understand that misrepresentation or mission of facts called for in this from will cause separation from the companys services without any notice or compensation. Date________________ Signature___________

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FOR OFFICE USE ONLY Test Performance INITIAL INTERVIEW NOTES 1. PERSONALITY 2. MATURITY 3. COMMUNICATION 4. SELFCONFIDENCE 5. JOB KNOWLEDGE 6. OTHERS FINAL INTERVIEW RESULTS

SALARY FIXATION SHEET DESIGNATION LOCATION ITEM CATEGORY PRESENT ACTUAL P.M. OFFERED ACTUAL P.M.

OTHERS: Joining Date: Probation Period:

DATE

HOD

HRDDEPTT.

Final approval for Asst. Manager and above is after final interview by the MD. Travel Expenses to outstation candidates are reimbursed as per the travelling rules existing in the company, in format given below.

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ACCOUNTS DEPARTMENT OUTSTATION CANDIDATE TRAVEL EXPENSES REIMBURSEMENT NAME ADDRESS : ------------------------------------------------------------------------:-------------------------------------------------------------------------

INTERVIEW DATE :-------------------------- POSITION :----------------------

DATE

PLACE(FROM-TO)

FARE(AMOUNT RS.)

TOTAL : DATE : SIGNATURE OF THE CANDIDATE HRD DEPARTMENT

After final selection Letter of Intent is issued in the following format

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LETTER OF INTENT With reference to your application and the subsequent interviews you had with us, we are pleased to offer you the position of ______________ in our organisation at mutually agreed terms and conditions based at _______________. However you are liable to be transferred to any of our sites / sister concerns / associates companies at the sole discretion of the management. You will report for work on _____________at______________, failing which this offer will stand automatically withdrawn. The detailed letter of appointment will be issued to you on your joining.

Please submit the following documents at the time of joining :1. 3 passport size photographs. 2. Copy of last appointment letter, relieving letter & salary certificate. 3. Photocopies of educational and experience certificates. Please sign you to our organisation and wish you a successful career with us. Yours sincerely, For LUXOR WRITING INSTRUMENT LTD. Authorized Signatory V) JOINING FORMALITIES On the joining detailed appointment letters are issued as per below mentioned levels:1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the following format . BELOW ASSTT. MANAGER LEVEL ___________________ ___________________ ___________________ Dated : ___________________

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LETTER OF APPOINTMENT Dear Mr. __________________________ With reference to the offer letter no.______________________dated __________ we are pleased to appoint you as ____________________ on the following terms and conditions: 1) Ordinarily your period of probation will be Six months which could be further extended for a period not exceeding three months and during probationary period/extended probationary period your services are liable to be terminated without any notice or without assigning any reason or compensation in lieu thereof. 2) A) EMOLUMENTS: you will be paid following emoluments: Basic Salary House Rent Allowance Local Travelling Expenses : : : Rs. __________ p.m. Rs. __________ p.m. Rs. __________ p.m.

You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L.T.C as per rules of the company. B) Further increment will be based on efficient, satisfactory and loyal discharge of duties and may be withheld in case the standard of work and conduct is found subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management. Your place of posting will be at our _________________situated at ____________________. However, you are liable to be transferred to any of our sites/factory/office at the discretion of the management.

3)

4. During the period of your employment, you shall not secure or try to secure any other post and undertake any course of study or work on part time basis without the pronouncement or the Management in writing. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time, or full time, whether for profit or gain, or on honorary basis or otherwise, engage in an insurance agency or commission agency etc. without the prior written permission of the management. 5. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time, subject to the statutory provisions. 6. You shall be governed by the rules and regulations of the company in force from time to time, that may be applicable to you. 7. In the event of your confirmation in writing, in addition to the terms and conditions
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mentioned in this letter, except para (1): a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. The organization shall have the right to have you medically examined as and when considered necessary by a registered medical practitioner or by the Companys medical officer. b) The employment will be liable to be terminated on either by giving one months basic salary in lieu thereof. However, no notice would be necessary to be given by the organisation if in their opinion you are found guilty of any gross misconduct as generally understood in employment, particularly disobedience, insubordination, insolence and acts subversive of discipline, habitual negligence of duties, distrust, dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow etc. 8. In case any misconduct is alleged against you, you are liable to be suspended forthwith without any salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will be entitled to full salary as if you were on duty. In the event you are found guilty of the charges levelled, irrespective of the punishment imposed, you shall not be entitled to any payment for the period of suspension. 9. The above mentioned terms and conditions of services shall prevail so long as the same are not either modified or they will also be subject to such other and further rules and regulations which may be notified by us by putting a notice in writing on the notice board put inside the premises. 10. Your date of joining the services in the organisation is _________________________________ 11. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated above are acceptable to you, please sign the duplicate copy of this letter in token of your having read, understood and accepted the terms and conditions mentioned above. 12. Please note that the court of jurisdiction shall be at New Delhi. We welcome you to our organisation and wish you a successful career with us. Yours sincerely, For Luxor,

AUTHORISED SIGNATORY

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ACCEPTANCE I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby accept the same. NAME SIGNATURE DATE

2) Appointment letter language for asst. Manager to manager is given in the following format. FOR ASSISTANAT MANAGER TO MANAGER Dear Mr. Date.. APPOINTMENT LETTER With reference to the offer letter no._________________ dated________________, we are pleased to appoint you in our organisation on the following terms and conditions:1) 2) 3) Designation : Your position in the company will be Date of Joining: Your date of joining the services in the organisation is Probation Period: Ordinarily your period of probation will be Six months from the date of joining. Management may extends the probation period depending upon your performance. On successful completion of probation, you will be issued a confirmation letter. During the probation period, your services are liable to be terminated without assigning any specific reason, whatsoever without giving any notice. After confirmation the notice period will be one month or one months basic salary on either side. 4) Salary Details: Your Basic Salary will be Rs. ./- p.m. (Rupees only) In addition you will be entitled to House Rent Allowance of Rs. /- p.m. (Rupees only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. /- p.m. (Rupees . only) You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules of the company. 5) Place of Posting:
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However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associates companies at the sole discretion of the management. 6) The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the management in writing. You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment. You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit.

7)

8)

Please sign the duplicate copy of this letter signifying your acceptance and return it to us. We welcome you to our organisation and wish you a successful career with us. With best wishes, Yours sincerely, For Luxor, AUTHORISED SIGNATORY I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company. NAME SIGNATURE DATE

Appointment letter language for sr. manager and above is given in the following format. FOR SR. MANAGER AND ABOVE Dear Mr. . Date

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APPOINTMENT LETTER With reference to the offer letter no.____________________ dated ______________, we are pleased to appoint you in our organisation on the following terms and conditions:1) 2) 3) Designation : Your position in the company will be

Date of Joining: Your date of joining the services in the organisation is .. Salary Details : Your Basic Salary will be Rs. /- p.m. (Rupees only) In addition you will be entitled to House Rent Allowance of Rs../- p.m. (Rupees only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. ../- p.m. (Rupees .. only) You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per rules of the company. You will be entitled to reimbursement of Medical Expenses for yourself and family, the total cost of which shall be a maximum of one month's basic salary in a year.

You will be entitled to reimbursement of LTC equivalent to one months basic salary per completed year of service. Your first entitlement for LTC will be on completion of 12 months service with the Company. 4.Place of Posting: . However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associate companies at the sole discretion of the management.5.Your services are liable to be terminated without assigning any specific reason, whatsoever by giving you one months basic salary or one months notice. Likewise you would be free to leave the services of thew company by giving one months notice or basic salary to the company. 6.The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the company in writing. 7.You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment.8.You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit. Please sign the duplicate copy of this letter signifying your acceptance and return it to us. We welcome you to our organisation and wish you a successful career with us. With best wishes. Yours sincerely, For Luxor,
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AUTHORISED SIGNATORY I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company.

NAME

SIGNATURE

DATE

Joining report to be filled by the new join in format given below and experience certificate, Date of Birth Certificate, Relieving letter, Salary Certificate and Educational Certificate etc. to be submitted to personnel Department. LUXOR NEW DELHI DATE: HRD DEPARTMENT NEW DELHI-110 020

JOINING REPORT This is to inform you that I have joined the organisation as On Department. My present address is Telephone No. And my Date of Birth is you. NAME : SIGNATURE: DATE: IV) DOCUMENTATION 1. 2. 3. 4. 5. Individual personal files are maintained. Computerised Personal details are maintained. After separation also the personal files are maintained of ex-employees. Position wise Data Banks are maintained for future reference. The following formats shall be generated as a result of implementation on this procedure. . Any change in my address will be intimated to in

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WHAT IS RECRUITMENT Recruitment is process of searching the prospective employees and stimulating them to apply for the jobs in the organization. To recruit means to enlist replenish or reinforce. It refers to the process of bringing together prospective employees and employer with a view to stimulate and encourage the former to allpty for a job with the latter. The primary purpose of recruitment and selection is to achieve one desired aim i.e. picking the right person for the right job. The recruitment process beging when an employee is to be transferred or promoted to another post, notice of resignation or dismissal is given or retirement is planned. The five key ways to develop top quality people: Recruitment- getting the right people in the right job. Developing people- through training and development Mentoring- to ensure long term development and performance. Developing Managers- ensuring that these key people are delivering what the organization requires. Managing for performance- techniques that ensure top quality performance.

FACTORS AFFECTING RECRUITMENT In recruiting new employees management must consider the nature of labour market, what sort of potential labour are available and how do thet look for works. The factors affecting can be summed up under the following heads: 1. Labour market boundaries: The knowledge of the boundaries helps management in estimating the available supply of qualified personnel from which it might recruit.A labour market consists of geographical area in which the forces of demand and supply interact and thus affect the price of labour. 2. Available skills: Companies must locate the areas where they can find employees who find employees who fit the jobs according to their skills. 3. Economic conditions: Economic conditions also affect recruitment. A new plan located in a depressed labour market may be swamped unemployed workers whereas a firm trying to establish itself or to expand in an area where a few qualified workers are out of work has quite a different problem. 4. Attractiveness of the company: The attractiveness of the company in terms of higher wages clean work better frienge benefits and rapid promotions serves as a influencing factor in recruitment.

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PROCESS OF RECRUITMENT. Recruitment begins by specifying the human resources requirements, initiating activities and actions to identify the possible sources from where they can be met, communicating the information about the job, terms and conditions and propects they offer,and enthuse the people who meet the requirement to respond to the invitation by applying the jobs. Thereafter the selection process begins. The process is as follows: 1. Decide on how many people you really need- if everything is being done to improve the performance and atill there is a gap between what the current performance is and the goals set, then the best way is to recruit more people. 2. Analysing the job- Analysing the job is the process of assembling and atudying information relating to all aspects of a particaular post.analysis is done to find possible details about: A Purpose-Identify the aims and objectives of job and what the employee is expected to achieve within is department and company. B Position- the job title,its position in the hierarchy and for whom it is responsible ought to be recorded. A simple organization chart may be useful for this purpose. C main duties- a list of key tasks amy be written out, standards that need to be reached and maintained must be maintained. Methods of recording,assessing and recording the key tasks must be determined. D the work environment- study the physical and social enviroment in which the work is carried out because the work environment influences the quantity and qualtity of work. 3. Drafting a job description- After job analysis job description is made. Job description describes the job. The job description decides upon the exact knowledge skill and experience needed to do the job. Job description must be drafted around these headings: Job title Responsile to Responsible for Purpose of job Duties Responsibilities Signature and date 4. Drawing of an employee specificationEmployee specification is also known as job, person or personnel specification. It lists the skills,knowledge and experience required to do the job successfully.it is made by studying the job description. An employee specification will help in deciding where to advertise, what to include in job advertisement to attract the right person. It is based upon Physical make-up Attainments Intelligence Specific aptitude Interests Disposition Circumstances
5.

Evaluating future needs- for evaluating future needs a manpower plan is drafted. A manpower plan evolves studying the make up of present work force, assessing forthcoming changes and calculating future work force which is required. Manpower
44

helps in devising long term ecruitment plans. 6. Finding sources of recruitment- the human resource requirements can be met from internal or external sources. The internal sources- they include those who are already on the pay roll of the organization and those who served the organization in the past but quit voluntarily and would return if the organization likes to reemploy. There is merit in looking for internal sources since they provide opportunities for utilization of existing human resources through planned placements and transfers and to motivate people. Advantages of internal resourcesPlease the employees Motivate the staff Increase job opportunities for people on the job Provide satifaction to employees Disadvantages Those who have the capability and are not appointed might be frustrated and angered. Shortage of new idea in the organization. External sources- organization may look for people outside it. Entry level jobs are usually filled by new entrants from outside. In the following circumstances, organizations may resort to external sources: a. when suitably qualified people are not available b. when the organization is diversifying into new avenues. c. When it is merging with another organization. d. When the organization feels that it is necessary to inject new blood into it for fresh ideas and initiative. Advantages of external sources1. Different background,fresh thoughs and new experience can combine with the existing experience. Disadvantages of external sources 1. lengthy process 2. costly 3. difficult to choose an external person METHODS OF RECRUITMENT The methods of recruitment may include one or more of the following: A INTERNAL METHOD- This is a practice of filling vacancies from within;through transfers and promotions.All transfer decisions are usually taken by the management and communicated to those concerned in case of promotions, however, information about the vacancies is communicated through internal advertisement.Alternatively, organization may prepare seniority cum merit or seniority lists and consider the eligible candidates for internal promotions. Through the system appears to be costly, it has its benefits in that: 1. continuous supply of labour is assured 2. work is not affected due to the problem of absenteeism 3. there is no problem of fresh induction 4. it is possible to train people in multi skills.
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B DIRECT METHOD: These include campus interviews and keeping a live register of job seekers.Usually under this method,information about jobs and profile of persons available forjobs is exchanged and preliminary screening is done.the short listed candidates are then subjected to the remainder of the slection process. Some organizations maintain live register/records of job applicants and refer to them as and when arises. C. INDIRECT METHOD: these include advertisement in the print media,radio,television,trade,professional and technical journals etc. it is appropriate to clearly state the responsibilities and requriments along with definite hints about the compensation,propects etc. this method is appropriate where there is pentiful supply of talent which is geographically spread out and when the purpose of the organization to reach uot to a larger group.however it is not always possible to get key professionals or those with rare skills through this method. D. THIRD PARTY METHOD includes the following: 1) Employment agencies- screening can be effected through the utilization of aemployment agencies. The employment agencies may be public or private. The public employment agencies are well regarded particularly in the fields of unskilled , semiskilled and skilled operative jobs. In the techinal and proffesional areas, the private agencies appear to be doing most of work. The public and selected private agencies provide a nation wide service to match personal demand and supply. Many private agencies tend to specialize in the particular type of worker and job e.g. executive or engineer. 2) Recommendation of present employees some times present employe may asked to recommend new hires. The present employees knows both the company and acyuaintance and presumably would attempt to make both happy. However. Sometimes it attributes to low level of moral in the organization. Thus one must assess the moral of present employees before according their recommendations heavier weight. 3) Labour unions firms with closed unions in their recruitment efforts. Disadvantages of a monopolistically controlled labour source are offset , at least partially , by saying in recruitment costs. With one fifth of the labour cost organized into unions, labour constitutes an important source of personel. 4 ) Casual applications unsolicited applications . both at the gate and through the main constitute a much used source of personel. These main can be developed through provision of attractive employment office facilities and prompt replies to unsolicited letters. 5) Computer data bank- data banks are providing useful services in recruiting employees through various web sites like jobsahead .com etc. however ,some of the legel and political restrain limit the source of recruitment as discussed above. SELECTION
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The size of the labour market the image of the company, the place of posting. The nature of job, the compensation package and a host of other factors influence the maner the job applications are likely to respond to the recruiting efforts of a company . through the process of recruitment a company tries to locate prospective employees and encourage them to apply for vacancies at various levels. Recruiting thus provides a pool of applications for selection. Definition To select means to choose . selection is the process of picking individuals who have relevant qualification to fill jobs in an organization. The basic purpose to choose the individual who can most successfully perform the job from the pool of qualified candidates. Purpose The purpose of selction is to pick up the most suitable candidates who would meet the requirements of the job and the organization best, to find out which job applicant would be successful if hired. To meet this goal company obtain and aseses the information about the applications in terms of age , qualifications, skills , experience , etc. the needs of the job are matched with the profile of the candidates . the most suitable person is then picked up after eliminating the unsuitable applications through successive atages of selection process. How well an employee is matched to a job is very important , because it directly affects the amount and quality of employees work. Any mismatch in this regard can cause an organization great deal of money ,time , and trouble. Especially , in terms of training and operating costs. The process Selection is usually a series of hurdles or steps . each one must be successfully cleared before the applicant proceeds to the next. The time and emphasis placed on each steps will course vary from organization to organization and indeed from job to job on one organization. For example , some organizations may give importance to testing while others may emphasize interviews and reference checks. Steps in the selection process The above figure outlines the important steps in the selection process of a typical organization. Step 1 Reception The first step starts with the receipt of applications . in order to attract people with talents , skills and experience a company has to create a favorable impression on the application right from the stage of reception. Employment possibilities must be presented honestly and clearly . if no jobs are available at that point of time , applications may be asked to call back the personnel department after sometime. Step 2 Screening interview A preliminary interview is generally planned by large organizations to cut the cost of selection . this courtesy interview as it is often called helps the department screen out the obvious misfits. If the department finds the candidate suitable a prescribed applications form is given to the applicants to fill and submit. Step 3 Application blank Application blank or form is most common methods used to collect information on various
47

aspects of the application academic , social, demographic, work related background and references . It is a brief history sheet of an employees background usually containing the following things: * personal data * marital data * physical data * educational data * employment data * extra curricular activities data * references

Step 4 : Selection testing In this step selection testes or employment testes attempt to assess intelligence, abilities, personality traits and other traits are administrated. A test is standardized , objective measure of a persons behavior, performance or attitude . it is standardized because the way the tests is carried out and the way the individual differences in a scientific way. Some of the commonly used employment tests are: Intelligence tests _ These are the mental ability tests which have the basic objective to pick up employees who r alert and quick at learning things so that they can be offered adequate training to improve their skills for the benefit of the organization. Aptitude tests Aptitude test measures individuals potential to learn certain skills clerical, mechanical, mathematical etc. these tests indicate whether an employee has the ability to learn the job quickly and efficiently. Personality tests Of all the tests required for selection, personality tests have indicated to a lot of heat and controversy. Personality tests are used to measure basic aspects of an applicants personality such as motivation, self-confidence, introversion etc. Regardless of the objections, many people still consider personality as an important component of success. Achievement testsThese are designed to measure what the applicant can do on the job currently i.e. whether the applicant knows what he or she claims to know. Simulation testsSimulation test is test, which duplicates many of the activities that the employee faces while at work. Such exercises are commonly used for hiring managers at various levels in the organization. STEP 5: SELECTION INTERVIEW
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Interview is the oral examination of candidates for employment . this si the most essential step in the selection process. In this step the interviewer matches the information obtained about the candidates through the various means to the job requirements and to the information obtained through his own observations during the interview.

Interview gives the recruiter an opportunity 1. To size up the candidates personally 2. To ask questions that are not covered in testsTo make judgment on candidate enthusiasm and intelligence. 3. To assess subjective aspects of the candidate like his facial expression and appearance. 4. To give facts to the candidate regarding the company , its policies etc. and promote goodwill towards the company. TYPES OF INTERVIEW: Several types of interview are used depending on the nature and importance of position to be filled within an organization. Non directive interview- in it the recruiter asks questions as they come to mind. There is no special format to be followed. Patterned interview: in it the employer follows a pre-determined sequence of questions. Structured interview: in a structured interview there are fixed job related questions that are presented to each applications. Panel interview: in a panel interview several interviewers question and seek answers from one applicant. Stress interview: such interviews are designed to create a difficult environment where the applications confidence level and the ability to stand erect in difficult situation is put test. Appraisal interview: in an appraisal interview a superior and a sub-ordinate sit together after the performance appraisal to discuss the subordinates rating and possible remedial action.

Steps in the interview process: Interviewing is an art. It demands a positive frame of mind on the part of the interviewers. Hr experts have identified certain steps to be followed while conducting interview.

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EVALUATION

PERMISSION

INFORMATION EXCHANGE RECEPTION

PREPARATION STAGES IN TYPICAL EMPLOYMENT INTERVIEW STEP 6: MEDICAL EXAMINATION Certain jobs require physical qualities like clear vision, perfect hearing, unusual stamina, tolerance of hard working conditions, clear tone etc. Medical examination reveals whether or not a candidate possesses these qualities. Medical examination can give the following information: Whether the applicant is medically suitable for the specific job or not; Whether the applicant has health problems or psychological attitudes likely to interfere with work efficiency: Whether the applicants physical measurements are in accordance with the job requirements or not. STEP 7: REFERENCE CHECKS Once the interview and medical examination of the candidate is over , the personal department will engage in checking references, candidates are required to give the references of two or more references in their application forms. These references may be form the individuals why are familiar with the candidates academic achievements or form the applicants academic achievements or from the applicants previous employer , who is well versed with the applicants job performance and sometimes from the co workers . Information regarding candidates regularity at work and behavior can be obtained . References checks are taken as a matter of routine and treated casually or omitted entirely in many organizations . But a good reference checks will fetch useful and reliable information to the organization.

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STEP 8: HIRING DECISION The line manager concerned has to make the final decision now whether to select or reject the candidate after solicitation the required information through different techniques. The line manager has to take adequate care in taking the final decision. A true understanding between line managers and personnel managers should be established as to facilitate good selection decisions. After taking the final decision the organization has to intimate this decision to the successful as well as unsuccessful candidates. STEP 9: PLACEMENT After selecting the candidate, he should be placed on a suitable job. Placement is the actual posting of an employee to a specific job. It involves assigning a specific rank and responsibility to an employee. The placement decisions are taken bye the line manager after matching the requirement of a job with the qualification of the candidates most organization put new recruits on probation for a given period of time after which their services are confirmed. Placement is an important human resource activity. If neglected, it may create employee adjustment problems. Therefore, proper placement is important to both the employee and the organization. The benefits of placement may be summarized thus: The employee is able to: i.Show good result on the job ii.Get along with people easily iii.Avoid accidents and mistakes iv.Keeps his spirits high STEP 10 : INDUCTION Induction is the process through which a new employee is introduced to the job and the organization. In the words of Armstrong, induction is the process of receiving and welcoming an employee when he first joins the company and giving him basic information he needs to settle down quickly and start work. OBJECTIVES: Induction serves the following purposes; a) Removes fears b) Create a good impression of the organization c) Acts as a valuable source of information

DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES STAFF/EMPLOYEE REGARDINDING RECRUTIMENT POLICY OF M/S LUXOR.

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MANPOWER POSITION OF M/S. LUXOR. IN THE LAST 10 YEARS YEAR 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 H.O (CORPT) 80 82 82 81 81 75 76 78 76 70 FACTORY SITES 200 200 202 198 195 186 190 192 188 142 104 109 109 110 120 115 118 130 134 120 TOTAL 414 426 428 431 440 413 439 464 464 389

From the above table it is shown that increase in recruitment of manpower is based on availability of Projects and diversification of business. At the saturation point of one business it diversifies to another business which is highly required for a business house. . In this way Luxor, avoids retrenchment and lay off and adjust the deficit and surplus manpower within the organization . COMPARATIVE STATEMENT OF MANPOWER POSITION & PROFITABILITY OF THE ORGANISATIONS SINCE LAST 10 YEARS YEAR 1993-94 1994-95 1995-96 1996-97 1997-98 1998-99 1999-2000 2000-01 MAMPOWERST PROFIT / LOSS RENGTH (RS. In Las) 428 431 440 413 439 464 464 383 249.47 195.11 225.73 280.35 192.37 242.27 215.15 180.22 P/ L BY RECRUITING ONE EMPLOYEE (In RS.) 58287 45269 59302 67881 43820 52213 46362 47054

It is clear from the above table that when recruitment of manpower increases profitability of the organisation decreases and when recruitment of manpower decreases profitability of the organisation increases.

.
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YEARWISE EXECUTIVES (VP AND MANAGERS) AND NON-EXECUTIVES (SUPERVISORS AND STAFFS) STRENGTH OF M/S. LUXOR. YEARS 1993-94 1994-95 1995-96 1996-97 1997-98 1998-99 1999-2000 2000-01 EXECUTIVES 16 16 17 15 18 20 20 16 NON-EXECUTIVES 154 154 158 150 160 165 165 155 RATIO 1:10 1:10 1:9 1:10 1:9 1:8 1:8 1:10

From the perusal of the above table it is found that the ratio of span of control of LUXOR, is approximately 1:10 which is very good for an organisation in increase in the productivity for better cost control. But it may not leads to proper supervision and quality of work. Optimum utilisation of non-executives staff may not be achieved. OPINION SURVEY: Certain schemes yield more fruitful results in certain conditions and with some specific objectives. Needless to say that management practices differ from organisation to organisation. But the fact is that success does not follow automatically, the people who implement the system that matters just as the authority without acceptance have no meaning. Recruitment process without trust of employees and organisation has no value how hobble the objective may be so an attempt is made to study the attitude of those who are participating in recruitment process before giving any suggesting and concluding remarks. For this purpose research has taken opinion of 20 executives and 50 worker/employee of different departments/sections of the organisation. The questionnaire prepared and circulated may them is reproduced below indicating their responses to each question.

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Chapter # Questionnai re

54

Questionnaire
Questionnaire circulated among 20 executives 1. Are you in support of recruitment policy? 2. Whether the existing recruitment policy is linked to productivity? 3. Do you feel that manpower recruitment has been rationalised by way of automation? 4. Whether the existing recruitment policy is getting will supports for the top management? 5. What are the benefits you are deriving from the existing recruitment policy? a) Reduction on labor cost? b) Effective utilisation of human resources? c) Maintaining timing in recruitment and staffing schedule? 6. Do you feel that job evaluation and job analysis helps in manpower recruitment in your organisation? 7. Do you think that the personal recruited from external sources is more desirable than the internal sources? 8. Whether cost benefit analysis is done before recruitment? 9. Are you satisfied with the existing recruitment
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Yes 40% 40%

No 50% 50%

No Response 10% 10%

10%

80%

10%

70%

20%

10%

60% 25% 60%

30% 65% 30%

10% 10% 10%

85%

5%

10%

10%

80%

10%

system of the organisation? 10. Do you feel that performance appraisal helps in recruitment process? 11. Do you feel that training will effect to recruitment process? 12. Do you think job rotation will affect the recruitment policy?

30%

60%

10%

35%

55%

10%

65%

25%

10%

65% 13. How are you controlling the shortage and excess of manpower? A) By employing casual worker b) By employing extra hours c) By lay off / retrenchment 90% 90% Nil 50%

25%

10%

40%

10%

Nil Nil 90%

10% 10% 10%

From the response indicated above it appears that the prevailing recruitment policy has definite impact on the organisation. Most of the executives showed positive response to different questionnaires by virtue of manpower planning they used proposed deletion of manpower planning they used proposed deletion or addition of man in the organisation for a planning period. The excess or shortage are being adjusted and hence misutilisation is mere chance. The executives did not respond to the lay off and retrenchment for reduction in available human resources. Form the questionnaires it appears that the managerial staff are only interested for filling of the vacancies of higher post from out of the internal sources. This attitude will seize the professional approach of the organisation and may not able to induct fresh brain. From the answers of most of the managers it is observed that they want entry of new managers should be avoided and fresh recruitment shall be limited up to only staff cadre and not above that. From the answers of most of the executives it appears that cost benefit analysis is not properly followed by the organisation and job rotation also not followed properly in the organosation which make an employee all rounder in all respects. By which, in the absence of an employee the work will not discontinue.
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57

QUESTIONNAIRE CIRCULATED AMONG 20 EMPOLYEES/ WORKMEN:

Yes

No. 25% 20% 25% 25% 75% 50% 60%

No. Response 65% 70% 65% 65% 15% 40% 30% 10% 10% 10% 10% 10% 10% 10%

1. Are you satisfied with the existing recruitment policy in your organisation? 2. Do you feel work load in your department? 3. Do you feel of your optimum utilisation? 4. Do you satisfied with your job? 5. Do you feel that motivation is main factor for optimum utilisation of existing manpower? 6. Do you feel that recruitment of lower level staff from external source is desirable than internal source? 7. Do you feel that training imported by your organisation helps in improving your performance?

From the response to the above questionnaires it is clearly indicated that most of the workmen are dissatisfied about the existing recruitment policy. They are not given chance for their development. Their skill efficincies are not recognized by the company.

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Chapter # conclusion

CONCLUSION Studying the recruitment procedures of LUXOR WRITING INSTRUMENTS LTD, analysing the respondents answers, opinion survey and date analysis the researcher came to a
59

conclusion that LUXOR is a growing Company. It has a separate personnel department which is entrusted with the task of carrying out the various policies, programmes like recruitment selection, training etc. effectively and efficiently. The business of LUXOR is carried on in a very scientific manner. In the saturation point of business it need not waste the time to diversify into the another business. Management understands the business game very well. At the time of difficulty it takes necessary action to solve the problem. Now the personnel department of LUXOR is in infancy stage. It always try to modernize the department. It strongly believes in manpower position of the organization because it knows in the absence of M for man all Ms like money, material, machines, methods and motivation are failure. It always tries to develop the human resources. In the absence of right man, material, money, machines all things will not be properly utilized. So it always recruits manpower in a scientific manner.

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Chapter # Finding & suggestion

61

FINDINGS & SUGGESTIONS

FINDINGS 1.Under recruitment Procedures Requisition System is incorrect because the replacement does not require fresh approval, unless it is in place of termination. 2.The data banks are not properly maintained. 3.The dead bio-data are never being destroyed. 4.Proper induction is not given to all the employees. It reserves to only a few levels. 5.Salary comparison is not justifies. Old employees are demoralized by getting less surely then new employee. 6.Salary fixation has a halo effect . 7.Recruitment procedure is not fully computerized. 8.Manpowers are recruited from private placement consultancy, who are demanding high amount of fees, where as HRD Department is not fully utilised to recruit manpower by advertisement. 9.Before recruitment cost benefit analysis is not done properly. It causes manpower surplus which makes loss in the industry. 10Manpower is recruited from reliable source however efficiency does not recognise.

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SUGGESTIONS A. Fresh requisition requires approval and not replacement. B. The Data Banks should be computerised. C. The dead CVs should be destroyed. D. Each level of employee should be formally inducted and introduced to the Departmental Head. If not all levels, at least Asst. Manager and above category of employees. E. Salary comparison should be seriously done to retain the old employees. F. Proper salary structure to be structured to attract people and make it tax effective. G. Cost benefit analysis should be alone before creating a position or recruitment of manpower. H. Recruitment process should be fully computerized. I. External source should be given equal importance with internal source. By which new brain will be inducted in the company with skill, talent, efficiency etc. J. Manpower planning should be followed before recruiting. K. Proper inquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes.

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CHAPTER # ANNEXTURE

64

ANNEXURE 1 QUESTIONNAIRE TO EXECUTIVE 1. a) Name of the respondent : b) Date of joining: c) Employment NO: d) Designation: Department: 2. Details of the Organisation: a) Name : b) Address: c) Nature of Production: d) Location; e) (i) Are the organisational activities concentrated anywhere? (Yes/No) (ii)If yes, then where? f) When started? g) Production figure of last 10 years YEAR 1992 1993 1994 1995 1996 1997 1998 1999 2000 2001 h) Capital invested in the last 10 years: YEAR 1992 1993
65

TARGET

ACTUAL PRODUCTION

CAPITAL INVESTED

1994 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 i) (a) workforce strength (10 years) 1992 i. ii. iii. iv. 1993 1994 1995 1996 1997 1998 1999, 2000 TO 2009

Unskilled Semiskilled Skilled Highly skilled

(b) Employees strength (10 years) Managerial No. 1993 1994 Supervising No. Clerical No. Others No. j) (a) Organisation Chart:
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1995

1996

1997

1998

1999

2000

2001 TO 2009

(b) Method of wage payment Time rate Piece rate Any other method

(%age of employee covered)

(C) Factors which influence wage determination for different categories of workers. (d) Method of wage determination i) ii) iii) Collective bargaining Wage board Any other method

3Are you satisfied in your job? Satisfied/Not-Satisfied i) ii) iii) iv) Are you satisfied with the existing manpower position your department? (Satisfied/Non-Satisfied) If not, do you need more manpower in your department? (Yes/No) Is it justified according to your workload? (Justified/Not Justified) Kindly give reasons for your answer in brief.

3. (i) How do you ascertain the need of manpower in your department? Mention the technique of manpower assessment. (ii)Whether the planning period is long range/Medium range/Short range. (iii)Whether the process of recruitment is approved by top management. 4. (a) How the personnel are recruited? i) ii) iii) Through external source Through internal source Or the both

(b) Are you satisfied with the existing recruitment system of the organisation? (Yes/No). 5. While recruiting the new personnel: a) Is there any job evaluation or job analysis procedure adopted? (Yes/No) b) Is there rate of labours turn over exactly calculated? (Yes/No) c) What are the requisite sources to fill the vacancies i) Through employment exchange
67

ii) iii) iv) v)

Advertising through T.V, Radio, Magazines and other Journals. Through campus interview. Through management consultancy. At factory gate from any reliable source

6. while the selection procedure is going on A) Is the interview conducted in a special room?(Yes/No) b) Whether the organisation conducts written test/verbal test/the both c) Whether the interviewer are companymen/outsider/ the both 7 After selecting the candidate i) ii) Is the induction programme being conducted? (Yes/No) Is proper placement offered to the candidate?(Yes/No)

8. Is performance appraisal conducted for recognizing the efficiency in the performance of employees? (Yes/No) 9. (a) Is there any provision for imparting training facilities to the employees?(Yes/No) (b) Which type of training for imparting training facilities to the employees?(Yes/No) (c) In present context which type of training you considered as appropriate? d) Do you feel that training helps in recruitment policy? (Yes/No) 10. (a) Is there any promotion facility provided to the employees in your organisation ? (Yes/No) (b) If yes, is it given on the basis of Efficiency/Seniority/the both 11. (a) What are the welfare amenities provided in your organisation? Crche Canteen Recreation Medical Conveyance Free education for children Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No

b) Is there any motivational technique adopted by the company?(Yes/No) i) If yes, whether it is financial/Non-financial/the both
68

ii) iii)

Whether it is job enrichment/job enlargement/the both If no, kindly give your option

12. (a) How do your manage the shortage of manpower in your organisation? By way of retrenchment/lay off/ the both/No one. (b) How do you manage the shortage of manpower in your organisation? Recruiting casual workers/Engaging overtime/Recruiting permanent workers/the both 13. Since the technology follow by the organisation is not up-to-date. It needs rationalisation is there any future plan to bring latest technological know-how? (Yes/No) 14. If so how and it what way it is going to affect the overall manpower recruitment in the organisation.

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ANNEXURE II OUESTIONNAIRE TO EMPLOYEE/WORKER 1. a) Name of the respondent. b) Designation : c) Date of joining : d) Token no : e) Department : 2. a) Are you a workman / employee in the following category ? permanent / Temporary / Casual. b) Are you getting wages in piece rate / Time rate / any other method. c) Is wages fixed by wage Board / Collective bargaining / Any other method. d) Are you feeling any work load in your job? Yes/No. e) If yes, do you need extra hands? Yes/No 3. a) How do you have recruited ? Through a employment exchange / through union / Political pressure / through relatives. b) Do you like internal source of recruitment ? Yes/No. c) Do you feel that any extra manpower is needed for your organistaion? Yes/No 4. a) b) Is there any training facility for you? Yes/No

If yes, is it on the job training loft the job training / off the job training? Yes/No. c) Do you feel that training is inevitable for you? Yes /No Are you satisfied with your job? Yes /No.
70

5. a)

b) 6. b)

Is the job appraised by your superior authority? Yes/No.

a) Are you getting promotion? Yes/No. If yes, in which basis you have promoted? Efficiency / Seniority / The both.

7. Are you getting any motivational facilities? Financial / Non-financial / The both. 15. What types of facilities the company is extending for you? Creche Canteen Recretion Medical Conveyance Free education for children Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No

16. Whether the organisation provides employment opportunity to the family members in case of death of the worker / employee.

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CHAPTER # BIBLOGRAPHY

72

BIBLIOGRAPHY
Human Resource Development by U.B. Singh 1. Principles of Management - by koontz o Donel. 2. Principles and practice of Management by C.B. Gupta. 3. Principle and practice of Management by L. M. Prasad. 4. Personnel Management by C.B. Mamoria. 5. Management of human Resource. 6. Dynamic of personnel administration by M.N. Rudrabasavaraj. 7. Personal Management and industrial relation by R.S Davar. 8. World Resources by M.S kar. 9. Websites

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