RECURITMENT-hartek

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Project report

On

Recruitment and Selection process

AtVardhman Textiles Ltd. Ldh.

Submitted to Punjab University, Chandigarh in partial

fulfillment of requirements of degree of

BACHELOR OF BUSINESS ADMINISTRATION

( Session- 2009-2011)

Under the guidance of: Submitted by:

Ms. Bhavneet Kaur Hartek Singh95042238642

REGIONAL INSTITUTE OF MANAGEMENT & TECHNOLOGY

Mandi Gobindgarh

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CERTIFICATEThis is to certify that project entitledRecruitment and Selection Process at Vardhman

textiles ltd. Ldh.has been submitted to Punjab University , Chandigarh in the partialfulfillment of the requirements for the degree of bachelor of business administration is a

bonafide research work carried out by Hartek Singh (18908000209) under my

supervision and that no part of her project has been submitted earlier to me.

The `assistance and help receiving during the course of investigation has been fully

acknowledged.

Prof. Rishi kesh mourya

Assistant Professor of Business Administration

G.P.C Alour (Khanna)

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ACKNOWLEDGEMENT

Just as a gardener gather roses from an orchard and prepares a garland, with

the aid of the following, I submit my humble project report.

I would like to express my gratitude towards Mr.Rishi kesh mourya (assistant

professor of business administration) without whose support this project would not havebeen completed.

I am deeply indebted to all those employees of Vardhman Textiles Ltd. Ldh. whohelped me in successful completion of the project.

I would express my gratitude towards Mr. MANOJ ARORA, my Teacher & Guidewho helped and educated me as to the way in which the Project should be handled and

report presented.

Last but not the least I would like to acknowledge my parents who provided me therequired encouragement and support.

Shyna kapoor

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DECLARATION

I hereby declare that the project titled Recruitment and Selection Process at Vardhman

Textiles Ltd. Ldh. is an original piece of research work carried out by me under the

guidance and supervision of Mr. RISHI KESH MOURYA. The information has been

collected from genuine & authentic sources. The work has been submitted in partial

fulfillment of the requirement of bachelor of Business Administration to Punjab

University Chandigarh.

SHYNA KAPOOR

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EXECUTIVE SUMMARY

The main objective of research conducted by me was to study the present recruitment and

selection process in the organization at various levels, Role of psychometric test in the

selection process and to study the Effectiveness of psychometric test and recruitment andselection process at Vardhman Textiles Ltd. Ldh.

The Data was collected from people working at Vardhman Textiles Ltd. Ldh.. The

questionnaire was distributed to the following 21 employees of the organisation who are

holding responsible positions in the company.

Executives - 8

Officers - 5

Employees - 7

Secretary - 1

On the basis of the study I found that the present system of decentralized manpower

planning is working efficiently & does not warrant any change. It is more so since the

company have to recruit employees for diversified activities with different qualifications

& experience. The Company has an effective & time tested system of selection &

recruitment which is working satisfactorily. The psychometric tests being currently used

by the Company are serving the purpose of selecting / recruiting employees with right

type of mindset. The employees are satisfied with the current selection procedure. The

present method of selection/recruitment is providing the company with effective &

efficient manpower, which is reflected in the performance of the Company.

Vardhman has evolved through history from a small beginning in 1965 into a modern

textile major under the dynamic leadership of its chairman, S.P.Oswal. His vision and

insight has given Vardhman an enviable position in the textile industry. Under his

leadership, Vardhman is efficiently using resources to innovate, diversify, integrate and

build its diverse operations into a dynamic modern enterprise.

Vardman is the second largest producer of sewing thread in the country. The sewing

thread manufacturing capacity is being expanded from 17 tons per day to 33 tons per dayin its sewing thread plants located at Hoshiarpur, Baddi and Ludhiana. Sewing threads

contributes 11 percent of the group turnover. Chroma is a 100 % mercerized cotton thread

meant for garments which are to be Overdyed. Chroma provides with better strength as

compared to normal cotton threads and also gives better dye affinity.

.

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Table of contents

Chapter 1 Company profile 5-

12

Chapter 2 Introduction 13-

20

Chapter 3 Research Methodology 21-

23

Chapter 4 Data analysis and result 24-28

Chapter 5 Interpretations and discussions 29-44

Chapter 6 Conclusions & Limitations 45-47

Chapter 7 Recommendations 48-49

Chapter 8 Bibliography 50-51

Chapter 9 Questionnaire 52-55

a) Respondents Demographicsb) Questionnaire

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Chapter 1 Company profile

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COMPANY PROFIL EM I S S I O N

Vardhman aims to be world class textile organization producing diverse range of products

for the global textile market. Vardhman seeks to achieve customer delight through

excellence in manufacturing and customer service based on creative combination of state-

of- the-art technology and human resources. Vardhman is committed to be responsible

corporate citizen.

Vardhman Textiles Limited is a textile producer in India. Spanning over 24

manufacturing facilities in five states across India, its business portfolio includes yarn,

greige and processed fabric, sewing thread, acrylic fiber and alloy steel. The Company's

manufacturing facilities include over 8,00,000 spindles, 65 tons per day yarn and fiber

dyeing, 900 shuttleless looms, 90 million meters per annum processed fabric, 33 tons per

day sewing thread, 18000 metric tons per annum acrylic fiber and 100,000 tons per annum

special and alloy steel. The Company operates in five segments: yarn, fabric, sewing

thread, steel and fiber. Its subsidiaries include VMT Spinning Company Limited,

Vardhman Acrylics Limited, VTL Investments Limited, Vardhman Yarns & Threads

Limited, Vardhman Texgarments Limited and Vardhman Textile Components Limited.

Vardhman Textiles, incorporated in 1973, is one of the pioneers in textile industry with

operations in the segments of yarn, sewing thread, steel, and fabric. Formerly known as

Mahavir Spinning Mills, it is a part of Vardhman Group managed by Paul Oswal.

In 1975, Vardhman Textiless first plant was commissioned with 25,088 spindles in

Hoshiarpur, Punjab. In 1977-78, the company set up a 25,000-spindle textile mill at

Malerkotla in Sanazur, Punjab. In 1992-93, a 100% Export Oriented Unit (EOU) was

commissioned by Vardhman Textiless at Mandideep. Both the Malerkotla mill and EOU

unit was awarded the ISO 9002/BIS 14002 by Bureau of Indian Standards (BIS).

In March 1995, its gassed and mercerized dyed yarn project at Hoshiarpur commenced

production.In order to set up 100% EOU located at Baddi, Himachal Pradesh, the

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company formed joint venture with Marubeni Corporation and Toho Rayon of Japan.For

this the company has started new acrylic commercial business in September.

In 1998-99 company set up its 3rd 100% EOU at Mandideep with an installed production

capacity of 25000 spindles.

Company set up unit-II at Ludhiana in order to expand its sewing thread capacity.

Company entered an agreement with Amercian & Effird Inc., USA to manufacture

superior sewing thread.

Much later in 2004 the textile business of Vardhman Spinning and General Mills was

merged with Vardhman Textiles. The company added new units of Looms and Rotors

with a installed capacity of 264 Nos and 528 Nos respectively

Companies like VMT Spinning Company (VMT), Vardhman Threads (VTL) and

Vardhman Yarns & Threads and Vardhman Acrylics are the subsidiaries of Vardhman

Textiles. Vardhman Textiles is promoted by Ludhiana based Vardhman Group, a major

textile business house in India.

Company has received ISO 9002/ ISO 14002 certification for its quality management.

Vardhman Textiles exports its products to more than 25 countries and has a strong

presence in markets like the EEC, USA, Canada, China, Japan, Korea, Mexico, Brazil and

Mauritius, Middle East.

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PRODUCT

Yarn: Under this segment, the company manufactures wide range of yarn such as Grey

Cotton, Grey Acrylic, Crayons, Hank Dyed Acrylic, Vardhman Knitting, Gassed

Mercerised Cotton and many more.Companys annual manufacturing capacity of yarn is

to 98,736 MT.

Fabrics- Company manufactures fabric for shirting and bottom weights. It produces

fabrics of various types viz. 100% Cotton, Polyester cotton, Chief Value Cotton and

Cotton Stretch. Companys fabric manufacturing capacity is 30 million meters per annum

Sewing Threads- Company manufactures wide range of threads such as cotton, polyster,

core spun (polyester cotton/ polyester polyester), trilobal embroidery thread, bonded nylon

and lubricated nylon thread including specialized threads like button fusing, bead fusing

and anti wicking, button shanking, indigo dyed and so on.

Steel- Under this, company has an installed capacity of 1,00,000 Metric tonnes per annum.

Awards

The Company was awarded Golden trophy by Textile Export Promotion Council

(Merchant Export Category for Fabrics) for the various export performance in the year

1993-94.

Vardhman Textiles received the award of merit from the Government of India in the year

1994-95 and 1995-96.

Vardhman Group (Parent Company)Vardhman Group was set up in the year 1965 at

Ludhiana, Northern India. The group has business interest in area of Yarns, Fabrics,

Sewing Threads, Fibre and Alloy Steel. Vardhman group is one of the largest spinning

group of the country with a spindlage of over 5,50,000.

The group has 12 production plants located in the states of Punjab, Himachal Pradesh and

Madhya Pradesh. Currently the group has manufacturing capacity of approximately 25

metric tonne/per day of sewing thread in its plant at Hoshiarpur, Ludhiana, Baddi and

Perundurai. Currently the group employs 20,000 people.Future ProspectsVardhman

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Textiles is undertaking Research and Development activities in order to develop of new

products and for improvement in the production process and quality of products.

History

Date of Establishment 1973

Revenue617.27 ( USD in Millions )

Market Cap 16231.229145 ( Rs. in Millions )

Corporate AddressChandigarh Road,, Ludhiana-141010, Punjab

www.vardhman.com

Management Details

Chairperson - Paul Oswal

MD - Paul Oswal

Directors - A K Chakarborty, A K Kundra, Ajay Kumar Chakraborty, Amita Narain,

Arun Kumar Purwar, Ashok Kumar Kundra, Darshan Lal Sharma, Neeraj Jain, Paul

Oswal, PRAFULL ANUBHAI, Rajeev Thapar, Sachit Jain, SACHITJAIN , Shravan

Talwar, Subash Khanchand Bijlani, Suchita Jain, Triloki Nath Kapoor, VIPIN GUPTA

Business Operation Textile Spinning

Background

Vardhman Textiles, incorporated in 1973, is one of the pioneers in textile industry with

operations in the segments of yarn, sewing thread, steel, and fabric. Formerly known as

Mahavir Spinning Mills, it is a part of Vardhman Group managed by Paul Oswal.

In 1975, Vardhman Textiless first plant was commissioned with 25,088 spindles in

Hoshiarpur, Punjab. In 1977-78, the company set up a 25,000-spindle t

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http://www.vardhman.com/http://www.vardhman.com/


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FinancialsTotal Income - Rs. 28318.246 Million ( year ending Mar 2010)

Net Profit - Rs. 2137.63 Million ( year ending Mar 20

Company SecretaryVipin Gupta

BankersAuditors-SC Vasudeva & Co

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Chapter 2 Introduction

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INTRODUCTION

RECRUITMENT

Recruitment is the process of finding out qualified persons for organizational

vacancies. It is a linking activity bringing together those with jobs and seeking jobs.

It is a process to discover sources of manpower to meet the requirements ofstaffing schedule and to employ effective measures for attracting that manpower in

adequate numbers to facilitate effective selection of efficient working force.

The recruitment process has two major goals:-

Generate a large pool of applicants

Providing enough information for individual to self select out of theProcess.

SOURCES OF RECRUITMENT

Advertisements: - advertisement in newspapers and journals are a widely used sourceof recruitment. The advantage of this is it covers millions of persons throughout the

country. Cost per person is very low. This method has a wide reach.

Employment agencies: - government of India has established public employmentexchanges throughout the country. These exchanges provide information about job

vacancies to the job seekers and help employers in identifying suitable candidates.

Recommendations: - when present employees are asked to recommend the candidate atype of preliminary screening takes place. Present employee knows both the company and

acquaintance and presumably would attempt to please both.

Campus recruitment: - various institutes like IIMs, IITs, engineering colleges,medical colleges and good universities are a good source for recruiting well-qualified

executives. They provide facilities of campus recruitment and placements

.

Labor contractors: - manual workers can be recruited through contractor who

maintains close contacts with the sources of such workers.

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Walk INS and unsolicited interviews: - unsolicited applicants both at the gate andthrough mail constitute a much used source of personnel. These can be developed throughprovision of attractive employment office facilities and prompt and courteous replies to

unsolicited letters.

Electronic recruiting through World Wide Web: - candidates visit various sites just

in search of jobs and send their resumes by mail.

SELECTION

Selection is the procedure to assess applicants against the criteria established in the

job description in order to predict which job applicants will be successful when hired.The main aim of selection process is to match the employee with the job. Thus, an

effective and efficient selection aims to touch the ideal mark in person-role match.

OBJECTIVES OF SELECTION PROCESS

An efficient selection process aims to achieve the following: -

To predict which job applicants would be successful if hired.

To inform and sell the candidate on the job and organization.

THE SELECTION PROCESS

The selection process may undergo few or all of the following steps: -

Initial screening interview

Application form

Employment tests

Assessment centers

Comprehensive interview

Background investigation

Physical examination

Final Employment Decision

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SELECTION PROCESS - DETAILED VIEW

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JOB SUCCESS CRITERION

What distinguishes successful

performance from unsuccessful

performance? How is it measured?

JOB DESIGN

What are the duties and responsibilities

of the individual worker? What work

does the individual perform for the

organization?

ORGANISATIONAL GOALS

Why does the organization exist? What

are its goals and objectives?

SELECTION INSTRUMENTS

Selection instruments are available

for determining if the applicant

possesses the desired traits and skills.

JOB SPECIFICATION

What individual competencies or traits,

skills and equalities are related to

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DIFFERENT LEVEL COMPETENCIES

TOP LEVEL

1. Vision.

2. Mission.

3. Planning.4. Administration and control.

5. Global adjustment.6. Social intelligence.

MIDDLE LEVEL

1. Knowledge of human behavior.

2. Diplomacy.3. Good at developing rapport with internal and external customers.

4. Communication and presentation skills.

5. Dynamic and Energetic.

WORKER LEVEL

1. General ability2. Intelligence and memory

3. Overall personality

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PSYCHOLOGICAL TESTING AND

ASSESSMENT

PSYCHOLOGICAL TESTING

Psychological testing is the process of measuring psychology related variables by

means of devices or procedures designed to obtain a sample of behavior. In psychological

testing, a typical objective is to measure the magnitude of some psychological trait. Forexample, intelligence testing will be confined to obtaining the numerical gauge of the

examinees intelligence.

PSYCHOLOGICAL ASSESSMENT

Psychological assessment is the gathering and integration of psychology related

data for the purpose of making a psychological evaluation accomplished through the use

of tools such as tests, interviews, case studies, behavioral observation, and speciallydesigned apparatuses and measurement procedures. Here, the objective extends beyondobtaining a number to reflect the absence or strength of some psychological trait.

TOOLS OF PSYCHOLOGICAL ASSESSMENT

THE TEST:

A test is simply a measuring device or procedure. Psychological test is a

measuring device or procedure designed to measure variables related to psychology e.g.

intelligence, personality, aptitude, interests, attitudes and values. A psychological test

almost always involves the analysis of a sample of behavior. The behavior sample couldrange from responses to a pencil and paper questionnaire to oral responses to questions to

performance of some task.

Psychological tests may differ on a number of variables such as content, format,

administration procedures, scoring and interpretation procedures, and psychometric and

technical quality. The content of the test will, of course, vary with the focus of theparticular test. But even two psychological tests purporting to measure the same construct

for example, personality-may differ widely in item content because of factors such as

the testy developers definition of personality and the theoretical orientation of the test.Format is also used to refer to the form in which a test is administered-computerized,

pencil-and-paper, or some other form. When making specific reference to a computerizedtest,format also refers to the form of the software-IBM- or apple compatible.

Tests differ with respect to their technical or psychometric quality. A good test

measures what it purports to measure in a consistent way and if two tests purport to

measure the exact same construct, the test that measures the construct better is the betterinstrument.

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THE INTERVIEW

Interview can be defined as method of gathering information through direct,

reciprocal communication.The form any interview takes depends on many factors including the purpose and

objectives of the interview, time or other limitations or restrictions, or willingness of the

interviewee to respond. Interviewers themselves vary widely with respect to variables

such as their pacing of interviews, the extent to which they develop a rapport with theirinterviewees, and the extent to which they convey genuineness, empathy and sense of

humor.

BEHAVIORAL OBSERVATION

Direct observation of behavior frequently proves the most clinically useful of allassessment procedures. Behavioral observation has proved to be a very useful assessment

procedure, particularly in institutional settings.

WHO, WHAT AND WHY OF PSYCHOMETRIC TESTS

Who are the parties?

The test developer

Test developers create tests or other types of methods of assessment.

Recognizing that tests and the decisions made as a result of their administration can have a

significant impact on test takers lives, a number of professional organizations have

published standards of ethical behavior that specifically address aspects of responsible testdevelopment and use.

The test user

The test user has ethical obligations that must be fulfilled even before any testtaker is exposed to a test. For example, the test must be stored in a way that reasonably

ensures that its specific contents will not be made known in advance- leaving open the

possibilities of irregularities later. The test administrator must be familiar with the test

materials and procedures and have at the test site all the materials needed to properly

administer the test. Distracting conditions such as noise, excessive heat etc. should beavoided at the test site. A good rapport between the examiner and the examinee is

important.

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The test taker

On the day of the test administration, test takers must vary on a continuum withrespect to various variables including:

The amount of test anxiety they experience

Their capacity and willingness to cooperate The amount of emotional distress being experienced

The extent to which they are alert and wide awake as opposed to nodding out.

The extent to which they have received prior coaching

The extent to which they are lucky and can beat the odds on a multiple choice testeven though they may not have learned the subject matter.

IMPORTANCE AND USE OF PSYCHOLOGICAL TESTS

IN BUSINESS SETTINGS

In the business world, tests are used in many areas, particularly human resourcemanagement. Personnel psychologists use tests and measurement procedures to assesswhatever knowledge or skills an employer needs to have assessed.

A wide range of achievement, aptitude, interests, motivational and other tests may

be employed in the decision to hire as well as in related decisions regarding promotions,transfer, performance, job satisfaction and eligibility for further training.

EVALUATING THE QUALITY OF TESTS

WHAT IS A GOOD TEST OR ASSESSMENT

PROCEDURE??

The criteria for a good test would include clear instructions for administration,

scoring and interpretation. It would also seem to be a plus if the test offered economy inthe time it takes to administer, score and interpret it. Good test should measure what it

purports to measures.

For a good test, the following must be taken into account:-

Reliability

Validity

Norms

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Chapter 3 Research

Methodology

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RESEARCH METHODOLOGY

TITLE: - Recruitment & selection process in Vardhman Textiles & role ofpsychometric tests.

OBJECTIVE: -

1)To study the present recruitment &selection process in the organization atvarious levels.

2) Role of psychometric test in selection process.

3)Effectiveness of psychometric test, recruitment &selection process in theorganization

DATA COLLECTON: - Data was collected from people working in the

organization.. of Vardhman Textiles Ltd. Ludhiyana.

The questionnaire was distributed to the following 21 employees of the organization who

are holding responsible positions in the company.

Executives - 8

Officers - 5

Employees - 7

Secretary - 1

METHODS FOR DATA COLLECTION: -The data for thisresearch has been collected both from primary as well as secondary sources.

PRIMARY SOURCES WERE:

Direct Observation: I collected the data for this research by directobservation method. I made frequent visits to the office, which provided

me a clear understanding and view about the attitude and behavior of the

employees at the workplace.

Personal Interview: I also collected data through personal interviewmethod. The interview was quite unstructured but focused one. It was to

explore the needs, desires and feelings of respondents.

Questionnaire Method : the questionnaire in printed form was sent to thesuperiors as well as the subordinates with a request to fill it. There was a

systematic and particular question sequence. The data I got from this

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questionnaire proved to be very valuable for me in this research. The

aforesaid questionnaire is attached in the annexure.

SECONDARY SOURCES WERE:

Annual reports and other publications of the organisation

Reference Books

PROCEDURE:

The procedure for the research conducted was as follows:

Study the present system from the recruitment and selection policy ofthe organization.

By studying and analyzing current psychometric test used inorganisation and their benefits.

Designing a questionnaire

Administration of the questionnaire of the people working in theorganisation.

Arriving at conclusions.

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Chapter 4 Dataanalysis and results

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2. Are the present sources of recruitment able to cater to the need of the

organisation: -

Reply ofrespondents

No. ofrespondents

Percentage oftotal

respondentsyes 19 90%

no 2* 10%

Total 21 100%

*The two felt that the recruitment should be done through advertisements only in national

dailies so that better persons could be selected from a wider basket.

Are the present sources of recruitment able to

cater to the need of the organisation

90%

10%

yes

no

COMMENTS:- It is not warranted since it will make the basket too big for filling a smallnumber of vacancies caused now & then.

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3. Role of psychometric tests being used in recruitment selection process.

Reply of

respondents

No. of

respondents

Percentage of

total

respondents

yes 21 100%

no 0 0%Total 21 100%

All the 21 employees expressed satisfaction over the psychometric test being currently

used in the company. They found it very useful in recruiting/selecting employees with

right type of mind set for the jobs they have to perform.

Role of psychometric tests being used

in recruitment selection process

100%

0%

yes

no

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4. Is the present selection procedure providing effective & efficient

manpower?

Reply of

respondents

No. of

respondents

Percentage of

total

respondentsyes 19 90%

no 2 10%

Total 21 100%

All responded affirmatively. One officer & one engineer, however, shared couple of

instances when wrong people were got selected / recruited and who had to be shunted outafter following due process & paying compensation as stipulated.

Is the present selection procedure providing effective &efficient manpower

90%

10%

yes

no

COMMENTS: -

Considering that the Company have reasonable large workforce, 2 instances of the nature

referred to above were negligible & could have happened in any situation.

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Chapter 5

Interpretations and

discussions

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INTERPRETATION AND DISCUSSIONS

As the second objective of the research was to study the role of psychometric test in the

selection process, various psychometric test used in the organization was analyzed.

PROCESS OF RECRUITMENT

Recruitment begins by specifying the human resource requirements, initiatedactivities and actions to identify the possible sources from where they can be met,

communicating the information about the jobs, terms and conditions and prospects they

offer, and enthuse people who meet the requirements to respond to the invitation by

applying for jobs. Thereafter, the selection process begins.

The whole organization is composed of six departments:

PRODUCTION DEPARTMENT

QUALITY ASSURANCE DEPARTMENT

PURCHASE DEPARTMENT

MATERIALS DEPARTMENT

HUMAN RESOURCES DEPARTMENT

FINANCE DEPARTMENT

PRODUCTION DEPARTMENT

The production department is designed in the following manner.

At level 1, there is a GENERAL MANAGER (manufacturing)

At level 2, there is a MANAGER (manufacturing) who is under the GM (mfg)

At level 3, there is an ASSISTANT MANAGER (molding) who is under theManager (Mfg)

At level 4, there is an ENGINEER (maintenance) who is under the Manager

(mfg)At level 5, there are three ENGINEERS (molding) who are under the

Assistant Manager (mldg) and there are three ENGINEERS

(Production) who are under Manager (mfg)At level 6, there is a RECEPTIONIST who is under the Manager (mfg)

QUALITY ASSURANCE DEPARTMENT

There is an Quality assurance ENGINEER who is under the GM (Mfg).

PURCHASE DEPARTMENT

There is a Senior Purchase MANAGER under whom an ASSISTANT Purchase Manager

is working.

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MATERIALS DEPARTMENT

There is a Senior Manager (Materials management) and an officer who is working under

him and another officer who is working under this officer.

HUMAN RESOURCES DEPARTMENT

There is a GENERAL MANAGER (HR) at the top level.

There is HR MANAGER who is working under GM (Hr)

There are 2 officers (HR) who are working under the Manager (HR)The receptionist is also working under Manager (HR)

FINANCE DEPARTMENT

There is a Senior MANAGER (Finance)

There is a DEPUTY MANAGER who is working under Senior Manager (Fin)There is an officer who is working under Deputy manager

Recruitment in the organization takes place at three levels:-

OPERATING LEVEL

STAFF LEVEL

MANAGERIAL LEVEL

The current recruiting process for various levels is as follows:

OPERATING LEVEL:

The requirements generate from the production line. Then an approval for

recruiting the candidates is required from the corporate cell, which is then forwarded toHR department.

The various recruiting sources used are:

Word of mouth

Consultants

Employee network

Employment exchange

Advertisements through posters

Then the eligible candidates are called for introductory interview and they are short

listed by HR manager. After this the candidates have to go through numerical ability and

general aptitude test, which is provided in both the languages, Hindi and English. Then thesuccessful candidates go through a comprehensive interview including the job skills,

which is taken, by the line manager or engineer. Then the final selection interview is taken

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by the HR manager. Then the finally selected candidates fill the form to enter into the

organization.

STAFF LEVEL:

The requirements generate from the production line. Then an approval for recruiting the

candidates is required from the corporate cell which is then forwarded to corporate HR in

the recruitment cell.

The various recruiting sources are:

Consultants

Employee network

The eligible candidates are called for an introductory interview taken by junior HR

executive then the short listed candidates have to go through comprehensive interview

taken by the line manager. After that the interview is taken by the general manager HRthen the final selection interview is taken by the HR manager and the finally selected

candidates are into the organization.

TOP LEVEL

The requirements generate from the inner business plan. The recruiting source here is the

headhunter who finds the few best valuable persons for the particular top level designationthroughout the whole industry. Then the most valuable person out of all is short listed by

the GM {HR} and finally is selected by the chairman of the company.

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PURPOSE OF SELECTION

The purpose of selection is to pick up the most suitable person who would match

the requirements of the job and the organization best. The emphasis in selection is,

therefore, optimal match between the person and the job. Now the question arises as to

which is the dependent variable: Person or job? Some organizations emphasize onselecting the right person for the right job. Here the job is usually considered constant and

the person is sought to be fitted into the job. Creative and innovative organizations,instead, see to find the right job for the right person. They select key professionals who

can knit together and leave structuring of the tasks to themselves.

For the selective process to remain dynamic and purposive, organizations need tobe continually focus attention and understand the chemistry between people and jobs.

CRITERIA OF SELECTION

Selection criteria are usually based on how the applicant is rayed in terms of

likelihood of the job. The criterion of selection needs to be critical to the job. The key jobdimensions identified in the job analysis and job description. Provide the basis fordetermining the relevant criteria. This includes measuring educational qualifications,

technical skills, aptitude, interest, and personality traits.

SELECTION CRITERIA FOR MANAGEMENT RECRUITMENT

Top management Middle management Lower management

Integrity Integrity Integrity

Leadership Loyalty Energy

Maturity Job knowledge and skills LoyaltyInitiative Initiative, drive Mental Alertness

Drive Maturity Manner and Attitude

Resourcefulness Energy level MotivationLoyalty Leadership Ambition

Organizational skills Communication

Communication IntelligenceConfidence Relevant qualification/education

Intelligence

Mental alertness

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For improving the current recruitment and selection process in the organization, use of

standardized PSYCHOMETRIC TESTS should be introduced. These tests are used for

recruitment and selection process at each level-

OPERATING LEVEL

MIDDLE LEVEL

TOP LEVEL

Some standardized Psychometric tests are as follows:

OPERATING LEVEL:

WORKER PERSONALITY SCALE

OCCUPATIONAL STRESS INDEX

BHATIAS TEST BATTERY:

1. KOHS BLOCK DESIGN TEST

2. PATTERN DRAWING TEST3. PICTURE CONSTRUCTION TEST

MIDDLE LEVEL:

FUNDAMENTAL INTERPERSONAL RELATIONS ORIENTATION-BEHAVIOR

STATE TRAIT ANXIETY TEST

COMPREHENSIVE INTEREST SCHEDULE

EMOTIONAL STABILITY QUESTIONNAIRE

TOP LEVEL:

I6 PERSONALITY FACTORS TEST

LOCUS OF CONTROL SCALE

GLOBAL ADJUSTMENT SCALE

SOCIAL INTELLIGENCE SCALE

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PSYCHOMETRIC

TEST

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EXPLANATION OF STANDARDIZED

PSYCHOMETRIC TEST

TOP LEVEL TESTS

TITLE OF THE TEST: SOCIAL INTELLIGENCESCALE (SIS)

PURPOSE:

IT IS BASICALLY THE ABILITY TO UNDERSTAND AND DEAL WITH

PERSONS EFFECTIVELY.

SUMMARY:

The intelligence quotient is not identified with a particular type of score on a

particular test, but is often a shorthand designation for intelligence. However, a moreprecise approach to the context yields a number of definitions for the term.

Intelligence is general mental adaptability to new problems and situations of life or

in other words, it is the capacity to reorganize ones behavior patterns so as to act more

effectively and more effectively and more appropriately in novel situationsA second type of definition states that intelligence is the ability to learn. According

to this definition, a persons intelligence is a matter of the extent to which he is educable,

in the broadest sense. The more intelligent the individual is, the more readily andextensively is he able to learn, hence, also, the greater is his possible range of experience

and activity

An operational definition proposed is what intelligence tests measure. Many arguethat intelligence is not the same as other psychological terms like learning, thinking,

problem solving, attainment, or achievement?

E.L. Thorndike has divided intelligent activity into three types:

1. Social intelligence or ability to understand and deal with persons.

2. Concrete intelligence or ability to understand and deal with things as in skilled tradesand scientific appliances.

3. Abstract intelligence or ability to understand and deal with verbal and mathematical

Symbols.The merit of this classification of types of intelligent activity, for psychological

tests, is that it indicates several realms in which persons might be functioning and implies

that separate and sufficiently specialized tests might be devised to measure howeffectively persons are functioning in each.

The problem of understanding the behavior of people in face-to-face contacts ofempathy of person perception, and of social sensitivity, and problems of influencing

or managing the behavior of others have been recognized for a long time, but little

systematic work has been done on basic understanding of those phenomena.

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E.L. Thorn dike had pointed out that there is an aspect of personality that can be

called social intelligence, distinct from concrete and abstract intelligence.

Guilford suggested that social intelligence could be accounted for as a fourthcategory of information. It carries the implication that there are 30 abilities involved in

social intelligence as specified by structure of intellect theory, six abilities for dealing with

different products of information within each of the five operation categories.

The initial selections of the dimensions that measure social intelligence weredetermined on the basis of the judgment of 25 experts in the field of behavioral sciences.

In order to construct the scale the dimensions of social intelligence were selected in ascientific manner. Following, this a final list of 8 dimensions was selected and retained for

final inclusion in the scale.

The 8 dimensions that measure social intelligence are:-

1. Patience: - Calm endurance under stressful situations.

2. Co-operative ness: - Interaction in a pleasant way to be able to view matters from allangles.

3. Confidence Level: - Trust in oneself and ones chances.4. Sensitivity: - To be acutely aware of and responsive to human behavior.5. Recognition of social environment:- Perceive the nature and atmosphere of existing

situation.

6. Tactfulness: - Perception of the right thing to say or to do.7. Sense of Humor:- Capacity to feel and cause amusement.

8. Memory: - Remembrance of all relevant issues, names and faces of people.

LANGUAGES:-

ENGLISH

USES:

It is used for employee assessment

It is used for recruiting and selecting employees on the basis of ability to deal with

persons.

LEVEL:

TOP LEVEL

TIME LIMIT:

It is a power test so, it has no time limits.

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MIDDLE LEVEL TESTS

TITLE OF THE INSTRUMENT :STATE TRAIT ANXIETY TEST (STAT)

PURPOSE:

This instrument can be used as a reliable measure of anxiety in a rapid, objective,

and standard manner. Apart from the total anxiety, it also measures dimensions: Guilt

proneness, Maturity, Self-control, Suspiciousness, and Tension.

SUMMARY:

Present day civilization is heading towards the industrialization and mechanization. In

this era, new social process where competition, conflict, social differentiation, economic

inflation, rising cost of living, migration etc. combine together to make up a disorganizedsociety in which we live today. Therefore, the present age in which we live today is the

age of anxiety and anxiety manifestations are certainly widespread. There are many

situations in which accurate assessment of anxiety is of prime importance. It has become

very necessary to have a standard and dependable measure of anxiety. It can also be usedfor analyzing the stress reactions to internal disturbances.

In many cases, anxiety has been measured by observation and interview. But, there

are many reasons like lack of frankness, differences in the use of words, lack ofstandardized situation, which make the accurate interview estimate very difficult.

The main reason behind this is that anxiety definitions vary from individual to

individual. Anxiety may be defined as an unpleasant emotional state in which a presentor continuing strong desire or drive seems likely to miss its goal. Or it may be taken as a

fusion of fear and fearsome threat without the individual being able to say what he thinks

threatens him.

AUTHOR: By Psy Com

LANGUAGES:

English

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USES :

STAT can be used to assess the anxiety pattern. The detailed use of the instrumentis explained below:-

Anxiety may be defined as an unpleasant emotional state in which a present or

continuing strong desire or drive seems likely to miss its goal. The standard anddependable measures of anxiety can be used for analyzing stress reactions to internal

disturbances.

DIMENSIONS OF ANXIETY:

There are five anxiety related dimensions included in the test:-

1. Tension

2. Guilt proneness3. Maturity

4. Suspiciousness

5. Self control

SCORING INTERPRETATION OF ANXIETY DIMENSIONS

a) TENSION:

High Score: - The person who scores high on tension tends to be very tense, excitable,

frustrated, restless and impatient and easily fatigued. In groups, he takes a poor view ofdegree of leadership and unity.

Low Score: - The person who scores low on tension tends to relax, composed, satisfiedand not frustrated at all in difficult situations. But an extremely low score may lead to

laziness and low performance.

b) GUILT PRONENESS:-

High score: The person who scores high on this dimension tends to be depressed, moody,

troubled. They have childlike tendency to anxiety in difficulties. He does not feel acceptedor free to participate in groups. These are considered as ineffective speakers, are rigidly

task oriented and have few friends.

Low score:-These are self assured, confident, mature and have unshakeable nerve to deal

with easy and difficult situations.

c) MATURITY: -

High score: - The person with high score on maturity is easily affected by feelings andtends to be low in frustration tolerance. These are emotional, easily annoyed and

dissatisfied.

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Low score: - Low scoring individuals on this dimension are emotionally stable, calm and

face reality. They are realistic about life , unruffled and possess ego strength.

d) SUSPICIOUSNESS: -

High Score: - The person tends to be suspicious, doubtful, hard to fool, self-opinionated.

He is generally unconcerned about other people and a poor team member.

Low Score: - Low scoring individual on this dimension is trusting, adaptable, cheerful,uncompetitive, concerned, good team worker and easy to get with.

e) SELF CONTROL:-

High Score: - The person scoring high will not be considerate, careful, and painstaking.

He is not bothered with regard for social demands. He is generally careless of protocolsand follows his own urges.

Low Score:- The person scoring low has strong control over his emotions and generalbehavior. He is careful, socially mature, socially aware and self respecting. They havegood leadership abilities.

LEVEL:

It can be used for middle level managers.

ADMINISTRATION:

Administration of STAT is very simple and non stressful. The STAT has been

designed for self-administration with little supervision required. The examiner should notindicate to the subject that scale is a anxiety scale, nor that the STAT printed on the

booklet stands for State Trait Anxiety Test. It should be referred to as an attitude scale.

Environmental conditions should be adjusted to provide a comfortable testing setting.

TIME LIMIT:

This scale is a power test, i.e., there is no time limit but it typically requires about

10 minutes on an average to complete the test.

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WORKER LEVEL TESTS

TEST: OCCUPATIONAL STRESS INDEX (OSI)

PURPOSE:

It basically measures the extent of stress, which employees perceive arising fromvarious conditions and constituents of their job.

SUMMARY:

As we are living in an era of growing complexities, pressures where human

constitution and capacities are being taxed severely therefore stresses relating to the jobhave become predominant feature of the modern life, exerting for reaching effects on focal

employees behavior and adjustments on as well as off the job. This is the reason that

systematic studies of stress in organizational setting have increased dramatically over thepast one decade. Recently, job stress has come into prominent work related research topic.

Stress is interaction between person and environment. There is potential for stress

when an environmental situation is perceived as presenting demand which threatens toexceed the persons capabilities and resources for meeting it, under conditions where he

expects a substantial differential in the rewards and costs from meeting the demand versus

not meeting it.

The psychologists and management scientists have different views about potential

psychological and situational conditions or job factors which cause job stress. The

researchers engaged in analyzing the antecedents and consequents of job stress havereported different physical and psychological conditions at work as potential stressors.

OSI purports to measure the extent of stress which employees perceive arisingfrom various constituent and conditions of their job.

The items relate to relevant components of the job which cause stress areRole overload

Role ambiguity

Role conflictGroup and political pressures

Responsibility for personsUnder participationPowerlessness

Poor peer relations

Intrinsic impoverishment

Low statusStrenuous working conditions

Un-profitability

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LANGUAGES:

ENGLISH

USES:

It is used for employee assessment It is used for selecting and recruiting the employees on the basis of the level of

stress involved in a particular job.

LEVEL:

WORKER LEVEL

TIME LIMIT:

Total time required is 15 minutes approx.

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As the third objective of the research was to study the effectiveness of the psychometric

test and recruitment & selection process in the organization aSummary of responses to material questions along with our comments is placed below: -

1. Do you find decentralized manpower planning effective-

Reply ofrespondents

No. ofrespondents

Percentage oftotal

respondents

Yes 18 86%

No 3 14%

Total 21 100%

The 3, who did not find decentralized manpower planning effective were of the opinion

that the centralized manpower planning for the company will comparatively be

economical & meet its requirements.

2. Are the present sources of recruitment able to cater to the need of the

organisation: -

Reply of

respondents

No. of

respondents

Percentage of

totalrespondents

Yes 19 90%

No 2* 10%

Total 21 100%

*The two felt that the recruitment should be done through advertisements only in nationaldailies so that better persons could be selected from a wider basket.

3. Role of psychometric tests being used in recruitment selection process.

Reply ofrespondents

No. ofrespondents

Percentage oftotal

respondents

Yes 21 100%

No 0 0%

Total 21 100%

All the 21 employees expressed satisfaction over the psychometric test being currently

used in the company. They found it very useful in recruiting/selecting employees with

right type of mind set for the jobs they have to perform.

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4. Is the present selection procedure providing effective & efficient manpower?

Reply of

respondents

No. of

respondents

Percentage of

total

respondents

Yes 19 90%

No 2 10%Total 21 100%

All responded affirmatively. One officer & one engineer, however, shared couple of

instances when wrong people were got selected / recruited and who had to be shunted outafter following due process & paying compensation as stipulated.

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Chapter 6

Conclusions &

Limitations

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CONCLUSION

In fine, it may be concluded that: -

1. The Company has an effective & time-tested system of selection & recruitment,

which is working satisfactorily.

2. The psychometric tests being currently used by the Company are serving thepurpose of selecting / recruiting employees with right type of mindset.

3. The employees are satisfied with the current selection procedure. The present

method of selection/recruitment is providing the company with effective &efficient manpower, which is getting reflected in the performance of the Company

& is its market image as also its reputation, which has improved significantly over

the years.

4. The present system & process of selection & recruitment followed by the

Company, in the view of the forgoing, does not warrant any change. .

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Limitations of the study:

1. Many employees were not ready to fill up their questionnaire.

2. Employees were not aware about the tests of selection and recruitment

3. There is no participative type of management in the organization.

4. The employees data collected does not seem to be true and accurate.

5. Many employees were left for the questionnaire... it may be assumed

that their views will be different than the selected employees for

questionnaire.

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Chapter 7

Recommendations

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RECOMMENDATION

1.The present system of decentralized manpower planning is working efficiently and does

not required any change right now but keeping in mind the future needs of organisation

changes should be incorporated to maintain the level of efficiency and effectiveness. It is

more so since the company have to recruit employees for diversified activities withdifferent qualification and experience.

2. Role of psychometric test plays very important role in selection & recruitment process

in the organisation. It serves the purpose of recruiting/selecting employees with right type

of mindset.

3. As various tests are used in recruitment and selection process in the organisation, the

process become very lengthy. So appropriate steps should be taken to reduce this time

frame as short as possible.

4. Knowledge and awareness about various tests used in recruitment and selection shouldbe provided to employees as to reduce the resistance towards those tests.

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Chapter 8

Bibliography

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Bibliography

Saiyadain, M. HumanResourse Management, Tata McGraw Hill, 1986, New

Delhi.

Ghosh, P.k. and Ghorpade, M.B. Industrial Psychology. 1996.Bombay: Himalaya.

Anne, Anastari.Psychological Testing in Industry.1976.

Blum, M.l. and Naylor, J.c. Industrial Psychology, Theoretical and SocialFoundations, International Edition, 1987, Newyork-row,

Cascio, W.f. Managing Human Resource. McGraw, 1987 Hill, New York.

Decenzo, D.A.and Robbins, Personnel/Human Recourses Management,1974,Prentice Hall Of India, New Delhi.

Pace, R.w., Philip C. Smith and Mills, G.E Human ResourseDevelopment,Prentice Hall, 1982, Englewood Cliffs,

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Chapter 9

QUESTIONNAIRE

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RESPONDENT DEMOGRAPHICS

TOTAL NO: 22

EXECUTIVES = 22

OFFICERS = 5

ENGINEERS = 7

SECRETARY = 1

AGE GROUPS

20-25 = 1

25-30 = 4

30-35 = 6

>35 = 10

GENDER

MALE = 18

FEMALE = 3

QUALIFICATIONS

GRADUATES = 8

POST GRADUATES = 8

DIPLOMA HOLDERS = 5

WORK EXPERIENCE

FRESHERS = NIL

0-2 YRS = NIL

2-4 YRS = 1

5-10 YRS = 5

10 YRS = 14

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QUESTIONAIRE

NAME:

1. POSITION HELD IN ORGANISATION:-EXECUTIVE

ENGINEER

OFFICER

CLERK

OTHERS

2. AGE:-

20-25 YRS

25-30 YRS

30-35 YRSABOVE 35

3. GENDER:-

MALE

FEMALE

4. QUALIFICATION:-

GRADUATE

DIPLOMAPOST GRADUATE

OTHERS

5. WORK EXPERIENCE: -

FRESH

0-2 YRS

2-4 YRS

5-10 YRS

ABOVE 10 YRS

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1. DO YOU FIND DECENTRALIZED MANPOWER PLANNING EFFECTIVE

FOR YOUR ORGANIZATION?

YES NO

ANY COMMENTS

2. ARE THE PRESENT SOURCES OF RECRUITMENT ABLE TO CARTER THE

NEED OF THE ORGANIZATION ?

YES NO

ANY SUGGESTIONS:

3. ROLE OF PSYCHOMETRIC TESTS CURRENTLY BEING USED IN

RECRUITMENT AND SELECTION PROCESS ARE:-

SATISFACTORY UNSATISFACTORY

ANY SUGGESTIONS

4. ARE YOU SATISFIED WITH SELECTION PROCEDURE CARRIED OUT

PRESENTLY, OR DO YOU THINK PRESENT SELECTION PROCEDURE

PROVING THE ORGANIZATION WITH EFFECTIVE &EFFICIENT

MANPOWER?

YES NO

ANY COMMENTS

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