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CHAPTER-I
INTRODUCTION
Page 2
INTRODUCTION
The Development in Science & technology has brought tremendous change in business
strategy. The globalization has its own inspect on the industrial environment making it
competitive. Hence, to survive in the market the Captains of the industries perforce have to keep
themselves addressed with changing environment and adopt new techniques of their resource
management.
The human resource in any organization is not important but Valuable to any
organization. This significant resource. Warrant due consideration executives and managers right
from the beginning. They have to take into account organizational deployment and adopt new
strategies for recruitment of the best talent available. The talent available in the marketing is
plenty but requirement is to recruit a suitable talent as per the job requirement and the
requirement of the organization. The different organ may choose their own systems but the and
result by selecting the best will go a long way to fulfill the organizational goals.
The function of Human Resource Executive/Personnel managers does not end merely at
selection stage rather it begins from that step because the talent so selected is required to be
developed to fulfill the organizational interest or
the goals so that there is an overall prosperity of both the organization & the individual. Towards
this end the importance of recruitment & selection of the desired talent enhances the potential
and opportunity for the organizations to and achieve its objectives.
Page 3
EXECUTIVE SUMMARY
The success and failure of the organization largely depends on the human or employees
working in the organization. So recruitment and selection both are very important and they are
concerned with obtaining, organizing, and motivating the human resources required by the
enterprise.
Research was carried out to understand the practices of recruitment and selection
followed by Alcon Cables ltd, Rajpura. To understand the formulation of recruitment and
selection policies in the company and to give the suggestions for improvement in recruitment and
selection procedures currently followed by the company.
Through this report I was also able to understand, recruitment is sometimes confused
with employment. The two are not one and the same. Recruitment is just one step in the process
of employment. Similarly recruitment and selection are also different in nature. The function of
recruitment precedes the selection process. Recruitment is concerned with developing suitable
techniques for attracting more and more candidates while selection is the process of finding out
the most suitable candidate for the job.
Page 4
CHAPTER-II
COMPANY PROFILE
Page 5
Products / Services :
ALUMINUM CONDUCTOR XLPE INSULATED , PVC INSULATED ARMOURED AND
UNAROMOURED CABLE.
COPPER CONDUCTOR XLPE INSULATED, PVC INSULATED ARMOURED AND
UNARMOURED CBALE.
COPPER FLEXIBLE CABLE.
COPPER FLAT CABLE
Company Profile :
We are manufacture of LT power and control cable and flexible cable
Establishment Year: 1959
Firm Type: Partnership
Nature of Business: Manufacturer
Level to Expand: State
Page 6
PRODUCTS & SERVICES
>> Other products and services
Twine, cordage, ropes and cables
Twine, man-made fibre
Cords, natural fibre
Cords, man-made fibre
Cords, silk and cotton waste
Cords, paper
Cords, braided
Cords, impregnated
Cords, endless
Cords, plastic or latex coated
Cables, cords and ropes, plaited bands and stranded wire slings, metal
Cables, stainless steel wire
Cables, galvanised steel wire
Cables, iron and steel, mixed cables
Cables, mixed, metal-textile fibres
Cables, multi-wire, 4 to 16 strands, non-ferrous metals
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Cables, metal, covered
Cables, metal, braided
Power line cable and wire fittings
Terminals, power line cable and wire
Connectors, power line cable and wire
Clamps, power line cable and wire
Cable clips and wiring clips, electric
Cable cleats and saddles, electric
Brackets, power line cable and wire
Cable glands
Cable glands for hazardous areas
Junction boxes
Junction boxes, watertight
Junction boxes, earth-cable, fused
Power line vibration dampers and spacer dampers
Cable tensioners and cable laying equipment, electric
Cable support systems
Page 8
Cable suspenders, electric
Cable racks, electric
Cable trays, electric
Cable thimbles and sockets, electric
Cable end sleeves, electric
Cable joint accessories, underground distribution
Electric wires and cables, insulated
Wire, mineral fibre covered, electric
Wire, ceramic covered, electric
Wire, textile covered, electric
Wires and cables for telecommunications and electronics
Cables, coaxial
Cables, coaxial, microwave
Cables, miniature, electric
Local area network (LAN) equipment NES
Local area network (LAN) systems, complete
Local networks, optical fibre cable
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Local networks, coaxial cable
Computer cable assemblies and connectors
Computer data cable assemblies, pre-assembled
Computer serial cable assemblies
Computer parallel cable assemblies
Page 10
CONTACT INFORMATION :
Web-site: Visit Website
Contact Person: B.K.SAGGI
Designation: PARTNER
Phones (Office) : 1762329943
Phones (Resi.) : 329943
Mobile: 9316603066
Fax: 1762232687
Address: 27-A, FOCAL POINT, RAJPURA
RAJPUA - 140401
(Punjab) India
Page 11
Vision And Mission
The company aims at successfully meeting the varied needs of the Indian consumers. The
Company has continuously Endeavored to bring new products to the Indian Consumer the
Company stayed close to its roots nature and it has been a platform for its success for several
years.
Mission Statement
The mission statement of Alcon Cables ltd. Rajpura is „‟To produce and sell goods and
service to achieve the highest return on sales in the Industry to total satisfaction of customers ,
employees and Share holders in that order.
Quality
Rajpura Branch of Alcon Cables ltd has a good Quality control system together with
Research and Development which is comparable to its best in the Industry. It is to the Credit of
its good Quality Control system and efficient R and D Department, thatAlcon Cables Ltd,
Rajpura has been honoured and awarded .‟‟THE AMERICAN INTERNATIONAL QUALITY
CERTIFICATE AND GOLD MEDAL.‟‟
Page 12
CHAPTER-III
REVIEW OF THE
LITERATURE
Page 13
REVIEW OF THE LITERATURE
Although it has been more common to investigate employee attitude data at the individual
employee level, researchers have begun to explore similar relationships at the business-unit level
and the organizational level. Research conducted under the rubric of organizational climate has
had success in aggregating individual employees‟ perceptions and investigating their relationship
to both organizational-level and individual-level outcomes (see, e.g., Schneider, White, & Paul,
1998; Zohar & Luria, 2005). In addition, there are a handful of studies that have explored the
relationship between aggregated employee job satisfaction attitudes and organizational (or unit-
level) performance.
Ostroff (1992), studying a sample of 364 schools, investigated the relationship between
employees‟ attitudes and organizational performance. Ostroff found that aggregated teacher
attitudes such as job satisfaction and organizational commitment were concurrently related to
school performance, as measured by several performance outcomes such as student academic
achievement and teacher turnover rates. Across 12 organizational performance indexes, the
magnitudes of the correlations between teacher satisfaction and performance ranged from .11 to
.54, with a mean of .28. When the unique characteristics of the schools were statistically
controlled for, teacher satisfaction and other job-related attitudes continued to predict many of
the organizational performance outcomes. Results were strongest for teacher satisfaction; thus,
organizations with more satisfied employees tended to be more effective than organizations with
dissatisfied employees. This study indicates that satisfaction is an important social process factor
that fosters organizational effectiveness. The major limitation of this study pertains to the nature
of the study sample; all organizations were secondary schools. The extent to which similar
relationships would hold for organizations in other types of industries (manufacturing, service,
etc) and occupations cannot be determined.
Page 14
CHAPTER-IV
RESEARCH
METHODOLOGY
Page 15
RESEARCH METHODOLOGY
1. Focus And Objectives of project
Focus of my study is to highlight the significance of human Resource with following
objectives:-
(a) Human beings are complex in nature with potential to grow This resource is creative and
has the ability to contribute in further in the cause of human lives.
(b) The organization requires demonstrating due concern to Recruit & select required talent
for the organizational progress.
2. Approach or Methodology
I was briefed by very guide Shri B.K. SAGGI G.M. (HR & Adm) Alcon Cables Ltd.
Rajpura. He highlighted salient aspects of human Resource management & importance of proper
Recruitment & selection of employees for overall growth of the organization. He concerned
numerous aspects related to recruitment & selection like the importance, policy, manpower
planning, process, objectives & various options available to recruit the requisite talent.
3. Research Design
The Research design is the blue print for the fulfillment of objectives and answering
questions. It is frame-work which determines the course of action towards the collection and
analysis of required data. It is a master plan specifying the method and procedures for collecting
and analyzing the method information. Descriptive Research is used in this study, as the main
aim is to describe characteristics of the phenomenon or a situation.
Page 16
4. Data Collection
The Sources of data includes :-
1. Primary Data Sources.
2. Secondary Data Sources.
Primary Data Sources :- Primary Data has been Collectly directly from sample respondents
through questionnaires with the help of interview.
Secondary Data Sources:- Secondary data sources are those which has already been used and
kept as records like website of company, manuals reports etc.
Sample Design:- Sample design is definite plan determines before any data is actually obtained
for a sample from a given population.
Target Population : Employers
Sample Unit : Individual
Sampling Technique : Convenient sampling
Sample size : 100 respondents
5. Limitations of the Study
Various limitations of the study are:-
(a) Various Parameters used in the project may not be 100% realistic.
(b) The sample size taken over a limited period may have a margin of error.
Page 17
(c) Time constraint in the project.
Introduction
Employee satisfaction means different things to different people. While we believe that
employee satisfaction is necessary for high performance studies in the past have not supported
this belief.
In general people most often associate satisfaction with happiness and comfort.
Satisfaction means you will find casual relationship to organizational performance our research
by identifying the principal elements of fulfillment, empowerment and engagements.
Meaning
“Employee satisfaction means different things to different people.”
employee satisfaction is the terminology used to describe where employee are happy and
contented and fulfilling their desires and needs at work.”
Page 18
CHAPTER-V
OBJECTIVE OF
THE STUDY
Page 19
OBJECTIVE OF THE STUDY
To get practical knowledge
To know how to applied theory practically
To get knowledge that how employee important role in human resource
I want to know the employee think about Austin engineering company and their interest
of work
To know that which type of facilities provided by the employees
Research design
Generally, there are basic three types of research design, Exploratory, descriptive and Casual
research. Here we have taken Descriptive Research Design and the reason behind it is as follows:
The Descriptive Research Design is used when the researcher is interested in knowing the
characteristics of certain group. Here we are interested in knowing the proportion of employees
in a given population have behaved in a particular manner making projection of things.
Data collection method
Whatever information data and data I gathered mainly I received from two sources
primary and secondary data.
Method of Data Collection
Primary Data Secondary Data
Page 20
Primary Data
I received most of the information from primary data. I asked many information and question to
the employees and they given me many types of information.
I used questionnaire method to survey of the data.
Secondary Data
Some information I also received from the secondary data. There are two types of the secondary
data is as above
o Internal Sources
Annual report of AEC
Print mutual
o External Sources
Websites
Population list
Library books
Sampling Process
Defining the Population
It is the aggregate of all the elements define prior to the selection of the sample. It is
necessary to define the population in terms of the element, sampling unit, extant and time. We
have conducted a survey of employees and to know the satisfaction level of the employees in
Austin engineering company. Theses specifications are as follow.
Element :- Employee of Alcon Cable Industry
Sampling Unit :- Alcon Cable Industry
Page 21
Specifying the Sampling Method
It indicates how the sample unit are selected. We have selected random sampling method.
The Project last 6 week and cover all the topics related to the employee satisfaction.
Sample size decision
In this case population and sample both are well defined for the Alcon Cable Industry as
per the convenience also this can be arranged in order as per our wish which would be easily
assessable.
Selecting the sample
So far as our research is concerned we have taken sample size 40 employees of 655
population of the Alcon Cable Industry.
Page 22
CHAPTER-VI
DATA ANALYSIS AND
INTERPRETATION
Page 23
DATA ANALYSIS AND INTERPRETATION
Question 1:-
Analysis of age group of employess.
Age group No. of Employees Percentage
1 21 to 30 16 40%
2 31 to 40 14 35%
3 41 to 58 10 25%
Total 40 100%
In total 40 employees 16 employee‟s age are 21 to 30, it means 40% reviews are taken
from young employees in the company and 14 employee‟s age are 31 to 40 means 35% reviews
are taken from and fewer than 40 employees 10 person‟s age are 41 to 58 it means 25% reviews
are taken from experience employees.
0
20
40
60
80
100
21to30 31to40 41to58 total
16 14 10
404035
25
100
NO.OF EMPLOYEE
Per
Page 24
Question 2:-
In Alcon Cable Industry of employees.
Education No of Employee Percentage
1 8 To 10th
Pass 10 25 %
2 ITI 2 5 %
3 11 To Graduation 12 30 %
4 P.G. Or Engineering 16 40 %
Total 40 100%
Here from the chart we can say that more than 50% employs are graduate and post-graduate 10
employs review that are based on 8th
to 10th
pass, and 2 employees came from ITI field. 12
employees are graduate and 16 employs are P.G. or Engineering field.
Page 25
Question 3:-
Analysis of Marital Status of employees in Alcon Cable Industry
Marital Status No. Of Employee Per.
1 Married 32 80%
2 Unmarried 8 20%
Total 40 100%
In the company fewer than 40 employees 32 are Married and 8 employees are Unmarried. It
means 80% are Married and 20% employees are Unmarried.
Page 26
Question 4:-
Experience wise Analysis of employees in Alcon Cable Industry
No. Experience No. Of Employee Per.
1 1 Month to 6 Month 6 15%
2 6 Month to 1 Year 2 5%
3 1 Year to 5 Year 10 25%
4 5 Years above 22 55%
Total 40 100%
In the company fewer than 40 employees. 6 are experienced of one Month to 6 Months, 2
employees are 6 Months to 1 Year, 10 employees are working on 1 Year to 5 Years and 22
employees are working 5 Years above.
0
10
20
30
40
50
60
70
80
90
100
1month to 6months
6 months to 1 year1 year to 5 years 5 years above total
62
10
22
40
15
5
25
55
100
NO.OF EMPLOYEE Per
Page 27
Question 5:-
If you have any problem than are you get solution from meeting?
Answer No. Of Employee Per.
Yes 26 65%
No 14 35%
Total 40 100%
Above chart shows that 26 employees means 65% employees got solution of their
Problems from PM meeting conducted in Alcon Cable Industry. But 14 employees means 35%
did not get any type of services solution from PM's meeting conducted quarterly in Alcon Cable
Industry.
0
10
20
30
40
50
60
70
80
90
100
YES NO total
NO.OF EMPLOYEE
Per
Page 28
Question 6:-
Are you satisfied with participative management in your company?
Answer No. Of Employee Per.
Yes 34 85%
No 6 15%
Above chart shows that 40 employees reviews in which 34 employees means 85% Satisfied with
PM in Alcon Cable Industry. But 6 employees are not Satisfied with participative management in
Alcon Cable Industry.
0
10
20
30
40
50
60
70
80
90
100
YES NO total
NO.OF EMPLOYEE Per
Page 29
Question 7:-
Are you getting involvement while taking any type of decision by the
company?
Answer No. Of Employee Per.
Yes 12 30%
No 16 40%
Sometime 12 30%
0
20
40
60
80
100
YES NO SOME TIME total
NO.OF EMPLOYEE Per
Page 30
Here 12 employees means 30% reviews who are getting involvement while any decision taken
from company. And 16 employees means 40% did not get any involvement in any decision of
company. And 12 employees means 30% sometimes get involvement in any decision given by
company.
Question 8:-
Are you getting familiar environment in your company?
Answer No. Of Employee Per.
Yes 38 95%
No 2 5%
Generally, We find that every company wants to familiar Environment and 2 employees means
5% do not feel familiar Environment Alcon Cable Industry.
0
10
20
30
40
50
60
70
80
90
100
YES NO total
NO.OF EMPLOYEE Per
Page 31
Question 9:-
Do you have the job satisfaction?
Answer No. Of Employee Per.
Yes 31 77.5%
No 9 22.5%
Job satisfaction is the more Important thing for employees and company both . Here , 31
employees means 77.5% are satisfied with their job and 9 employees means 22.5% does not
satisfied with their job.
0
20
40
60
80
100
120
YES NO total
NO.OF EMPLOYEE Per
Page 32
Question 10:-
How your superior dose behaves with you?
Answer No. Of Employee Per.
In a considerate Manner 15 37.5%
Stiffly 6 15%
Rudely 4 10%
Formally 15 37.5%
Generally , we find that behavior of superior is more important part of an employees.
here 15 employees means 37.5% faced that superior behavior with them in considerate manner ,
6 employees means 15% faced stiffly behavior , 4 employees means 10% suffered from rudely
behavior and 15 employees means 37.5% get formal behavior by their superior.
0
20
40
60
80
100
In a Considerate
Stiffly Rudely Formally total
NO.OF EMPLOYEE Per
Page 33
Question 11:-
If worker are participate in any decision, and then do you think that mutual
understanding creates in company’s environment?
Answer No. Of Employee Per.
Yes 40 100%
No -
Mutual understanding plays key role in any company's Environment. And all 40 employees
believes that if workers are participate in any decision , Mutual understanding creates in
company's Environment.
0
20
40
60
80
100
YES NO total
40
0
40
100
0
100
NO.OF EMPLOYEE
Per
Page 34
Question 12:-
Are there any workers committee?
Answer No. Of Employee Per.
Yes 20 50%
No 5 12.5%
I don't know 15 37.5%
Alcon Cable Industry has work committee. But only 20 employee means 50% knows about it
and 5 employees means 12.5% told him that there is no any works committee and 15 employees
means 37.5% do not know about work committee.
20
515
4050
12.5
37.5
100
0
20
40
60
80
100
120
YES NO I DON' T KNOW
total
NO.OF EMPLOYEE
Per
Page 35
Question 13:-
Are you afraid from your employer while discussing any matter related with
company?
Answer No. Of Employee Per.
Yes 8 20%
No 23 57.5%
Sometime 9 22.5%
Above chart shows that 8 employees means 20% are afraid from their managers , 23
employees means 57.5% are not afraid from their managers . And 9 employees means 22.5% are
sometimes feels afraid from their managers while discussing any matter related with company.
0
20
40
60
80
100
YES NO SOME TIME
total
8
23
9
40
20
57.5
22.5
100
NO.OF EMPLOYEE
Per
Page 36
Question 14:-
Do you participate in the celebration of your organization?
Answer No. Of Employee Per.
Yes 32 80%
No 8 20%
Here we can say that Alcon Cable Industry includes every worker in every celebration.
But here 32 employees means 80% got participants in any celebration , and 8 employees means
20% did not get participation in any celebration in the organition.
0
20
40
60
80
100
YES NO total
32
8
40
80
20
100
NO.OF EMPLOYEE Per
Page 37
Question 15:-
Do you have any status so that employer approaches you for seeking your
help?
Answer No. Of Employee Per.
Yes 22 55%
No 18 45%
Generally, we find that every employees wants to such as status in which
everybody wants their help. And if anybody has some ability than employer must noticed that
things. here 22 employees means 55% believes that they have some special abilities to employer
wants their help. And 18 employees means 45% believes that they have no any ability to
employer wants their help.
0
20
40
60
80
100
YES NO total
22 18
40
5545
100
NO.OF EMPLOYEE Per
Page 38
CONCLUSION OF HYPOTHESIS
Here by analyzing the employees view and opinion researcher can say that there are more
than 50% employees are satisfied with the company policy. So that alternative hypothesis should
be rejected and null hypothesis should be accepted.
Hypotheses
Many learned the Scientific Method in highschool. In graduate school the only difference is that
there is no teacher who "holds your hand" nor is there any "step-by-step" lab manual. Rather, it's
the student researcher who must formulate a hypothesis or need, design experiments and ensure
proper data collection. In essence you are your own teacher and you write your own lab manual.
Recall, the Scientific Method is hypothesis-driven; one makes an educated guess to explain a
cause-and-effect relationship. Experiments are conducted to test this guess and ultimately answer
if the hypothesis is true or false (there is no right or wrong).
Design is different from the Scientific Method. Design is needs-driven with the goal of
optimally designing something to meet some demand. For instance, you don't hypothesize about
constructing artificial hearts but design and construct systems that increase a patient's quality of
life. Design often leads to hypothesis-driven research. A design's performance begs questions:
Why did it fail or why does it perform so well? Without educated guesses and experimental
verfication, one doesnt' know.
Briefly the Scientific Method (i.e. hypothesis-driven research) involves Observation, Hypothesis,
Controlled Experiment and Conclusion. More specifically:
Page 39
FINDINGS
Research shows that every three months Alcon Cable Industry organized one meeting participate
management called works committee , But most of employees do not know about that meeting.
And those who know about meeting, they unknown about who are that members of works
committee from workers side
Alcon Cable Industry provide different types of the facilities to the employees like provident
funds , 30 Year's lives per year , medical facilities , dearness allowance , free bus services , free
interest loan , training to the employees , social camp , training in house , training outside for
specific employees etc. so that employees get motivation and they will performing well.
Page 40
CHAPTER-VII
LIMITATION OF THE
STUDY
Page 41
LIMITATION OF THE STUDY
The limitation of the study are as follow:-
Personal Bias:
Individuals may have personal bias towards particular investment option so they
may not give correct information and due to which the conclusion may be derived.
Employees don‟t provide all types of information of the company
Time Limit:
The time duration given for the research is less.
Area:
The area was limited to Rajkot City only, so we cannot know the degree of the literacy
outside the city.
Sample Size:
The last limitation is Sample Size, which is of 100 only; due to which we may not get the
proper results.
Page 42
CHAPTER-VIII
SUGGESTION &
CONCLUSION
Page 43
SUGGESTION
Employer should adopt a progressive outlook . They should consider industry joint
endeavor in which workers have an equal say. Employer should be made conscious of
their obligations to workers benefits of participative management . They should provide
job security to workers .
Strong , enlightened and truly representative trade union should be developed. Only one
union should be recognized in each industrial unit to represent the workers.
Employers and workers should agree on the objective of the industry. They should
recognize and respect the rights and obligation of each other.
Workers and representative should be provided education and training in the philosophy
and process of participative management. Worker should be made aware of the benefits
of participation.
Mere legislation can not make participation successful. A true spirit of mutual co-
operation and commitment to participation must be develop on the part of both
management and labour. An atmophere of trust should be created on both side.
Participation should be continues process .Adequate time must be allowed to let it take
roots. It has to be a slow and steady process. To begin with participation should start at
the operating level of the management.
Page 44
CONCLUSION
In introduction I have already described that why employees is satisfaction is need of
company ? Than after research of the survey of employees satisfaction and find the problem.
After find the problem and to decide the specific object of the study . And prepare a
research plan of the survey of employees. After collect primary and secondary data than to know
the population size of company and select the some employees and survey of these employees.
At last to prepare questionnaire and these questionnaire is fill up the selected employees. After
finding the problem and you suggestion of the company to solve the program between employees
and employer. So I want to say that though co-operate between employer and employees is very
important for growth of any organization.
Page 45
CHAPTER-IX
BIBLIOGRAPHY
Page 46
BIBLIOGRAPHY
1. www.google.com
3. www.yahoo.com
4. projects.com
5. http://en.wikipedia.org/wiki/recruitment and selection.
6. http://www.managament help.org/
7. http://recuritment.naukrihub.com./recuritment Vs selection html. + (Project)
Page 47
CHAPTER-X
QUESTIONNAIRE
Page 48
QUESTIONNAIRE
Q1. What is the age group of employees?
a) Under 21 ( )
b) 21 to 34 ( )
c) 45-54 ( )
d) 55 or order ( )
Q2. How long have you worked at Alcon Cables?
a) Less than 6 months ( )
b) 6 months to 1 year ( )
c) 1 year to 5 year ( )
d) 5 year above ( )
Q3. If you have any problem than are you get solution from meeting?
a) Yes ( )
b) No ( )
Q4. Are you satisfied with participative management in your company?
a) Yes ( )
b) No ( )
Q5. Are you getting involvement while taking any type of decision by the company?
a) Yes ( )
b) No ( )
Page 49
Q6. Are you getting familiar environment in your company?
a) Yes ( )
b) No ( )
Q7. Do you have the job satisfaction?
a) Yes ( )
b) No ( )
Q8. How your superior does behaves with you?
a) In a considerate Manner ( )
b) Stiffly ( )
c) Rudely ( )
d) Formally ( )
Q9. If worker are participate in any decision, and then do you think that mutual
understanding
creates in company’s environment?
a) Yes ( )
b) No ( )
Q10. Are there any workers committee?
a) Yes ( )
b) No ( )
Page 50
Q11. Are you afraid your employer while discussing any matter related with company?
a) Yes ( )
b) No ( )
Q12. Do you participate in the celebration of your organization?
a) Yes ( )
b) No ( )
Q13. Do you have any status so that employer approaches you for seeking your help?
a) Yes ( )
b) No ( )
