new summer training

A STUDY ON THE RECRUITMENT PROCESS AND IMPLEMENTATION

AT UTTAR PRADESH STATE INDUSTRIAL DEVELOPMENT

CORPORATION, LAKHANPUR, KANPUR

Thesis submitted to UP Tech University in partial fulfillment of the requirements for

the degree of

MASTER OF BUSINESS ADMINISTRATION

Divya Pandey

(Roll No.0805070015)

Under the guidance of

Prof. M.A. Naqvi Mr. Ajeet Singh

Director, C.M.S. college Personal manager

Kanpur UPSIDC,Kanpur

COLLEGE OF MANAGEMENT STUDIES

KANPUR

(Affiliated to U.P. Technical university)

DECLARATION

I Divya pandey do here by declare that this

Dissertation entitled “A Study on the Recruitment Process And Implementation” at Uttar Pradesh state industrial development Corporation, Lakhanpur, kanpur is an original

work done by me in partial fulfillment for the degree of

Master of Business Administration under U.P.T.U.

I further declare that this work is not partly or wholly

submitted for any other Purpose, And the data included in the

report collected from various sources are true to the best of

my knowledge and will be kept Confidential.

Place-Kanpur Divya Pandey

2

ACKNOWLEDGEMENT

First of all I praise and thank Almighty god for all his blessings and

Grace which he has bestowed on me through out this research work..

I would like to pay my sincere regards to

Prof. Dr. M. A. Naqvi, Director C.M.S. College for his valuable guidance

And support in completion of this Report.

I place on record the valuable

guidance and co-operation extended to me by Mr. Nirbhay Das,

General Manager Administration, UPSIDC, Kanpur, through out this

research work.

I express my heart felt thanks to Mr.S.K Kanaujia, assistance

manager HR and my guide, for his steady encouragement direction and guidance

throughout this study.

3

I extend my heart felt thanks to Mr.Ajeet singh, personal manager and Mr.Ram

Shankar Gautam, Executive, for spending their valuable time with me and

helping me with his insights and guidance.

I also extent my gratitude to all the employees

of UPSIDC for their valuable co-operation and support at the of survey.

Finally I express my gratitude to Admin. staff

for their valuable support and encouragement for the successful

completion of this Project work.

DIVYA PANDEY

4

CONTENTS

CHAPTER TITLE PAGE

NUMBER

1 INTRODUCTION 6 to 8

2 THEORETICAL OVERVIEW 9 to 18

3 COMPANY PROFILE 19 to 36

4 METHODOLOGY 37 to 47

5 ANALYSIS & INTERPRETATION

OF DATA

48 to 79

6 SUMMARY OF THE STUDY,CONCLUSION &

RECOMMENDATION

80 to 83

BIBLIOGRAPHY

5

CHAPTER 1

INTRODUCTION

1.1. EXECUTIVE SUMMARY

1.2. OBJECTIVE OF THE STUDY

6

1.1-EXECUTIVE SUMMARY

Recruitment is a linking function joining together those with

jobs to fill and those seeking jobs.

Recruitment makes it possible to acquire the no. And types of

People necessary to ensure the continued operation of the

Organization.

Recruitment is a process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employ

Effective measures to facilitate effective selection of an effective

Working force.

7

1.2- OBJECTIVE

1 The main objective of this summer training is to acquire the

Knowledge in Auto ancillary and the practical exposure of the

Human resource functions and activity in production unit in

Industry.

2 Beside this the Main topic on which trainee concentrated is

The Recruitment process & Implementation of employees in

Organization.

As man power is the very first pillar (resources) to run any

Organization and to get appropriate and best employees fit for

The required jobs, so trainee has chosen this part of management. During his summer training. Trainee has tried to explore the

Recruitment Process of the employees at UTTAR PRADESH STATE INDUSTRIAL DEVELOPMENT CORPORATION.

8

CHAPTER 2

THEORETICAL OVERVIEW

2.1 INTRODUCTION

2.2 RECRUITMENT PROCESS

2.3FACTORS AFFECTING RECRUITMENT

2.4 THEORIES REGARDING RECRUITMENT

2.5 SOURCES OF RECRUITMENT

2.6 METHOD OR TECHNIQUE OF RECRUITMENT

9

2.1 Introduction:

After having determined the no. and kind of personnel

required, the human resource and personnel Manager proceeds with the

identification of the source of recruitment and finding suitable

candidates for employment. Both internal and external sources of man

power are used depending upon the types of personnel needed.

10

RECRUITMENT

According to Edwin B. Flippo

“Recruitment is the process of searching the candidates for

employment and stimulating them to apply for jobs in the

organization”

According to Dale S. Beach

“Recruitment is the development & maintenance of adequate

manpower resource. It involves the creation of a pool of available

labour upon whom the organization can draw when it needs

additional employees”

11

2.2 PROCESS OF RECRUITMENT

Identifies the different sources of labour supply

Assesses their validity

Chooses the most suitable source or sources

Invites applications from the prospective candidates

for the vacant job.

12

RECRUITMENT & SELECTION PROCESS

As yolder pointed that the recruitment is the process to discover the source of

manpower to meet the recruitment of staffing schedule and to employee effective

measures for attracting that manpower is adequate numbers to facilitate effective

selection of an efficient working source.

In other words we can say that recruitment is to locate

sources of manpower to meet job requirement and job specification.

2.3 FACTORS AFFECTING RECRUITMENT

1- The size of organization

2- The employment conditions in the community where the organization

is located.

3- The effects of past recruiting efforts that show the organizations ability

to locate and keep good performing people.

4- Working conditions and salary and benefits packages offered by the

organizations which may influence turn over and necessities future

recruiting.

5- The rate of growth of organization.

6- The level of seasonality of operations and future expansion and production

programs.

7- Cultural, economic and legal factors.

13

2.4 THEORIES REGARDING RECRUITMENT

Recruitment is a two way street: it takes a recruiter and recruitee

“The objective factor theory views the process of organizational choice as being

one of weighing and evaluating a set of measurable characteristics of

employment of us such as pay, benefits, location, opportunity for advancement,

The nature of work to be performed and educational opportunities”.

“The critical contact theory suggest that the typical candidate is unable to

make a meaningful differentiation of organizations offer in term of objective and

subjective factors, because of his limited or very short contact with the

organization. Choice can only be made only when the applicant can readily

perceive the factor such as behavior of the recruiter, the nature of physical

facilities and the efficiency processing paper work associated with application”

“The subjective factor theory emphasize the congruence between personality

pattern and the image of the organization, i.e. choice made on a highly personal

and emotional basis.”

14

2.5 SOURCES OF RECRUITMENT

INTERNAL SOURCE

Internal sources include personnel already on the payroll of an organization, i.e.

its present working force. Whenever any vacancy occurs, somebody front within

the organization is upgraded, transferred, promoted or sometimes demoted.

EXTERNAL SOURCE

These source outside the organization. They usually include :

1. New entrants to the labor force.

2. The unemployed.

3. Retired experience persons.

4. Other labor force like married women and person from minority.

15

2.6 METHODS OR TECHNIQUES OF RECRUITMENT

INTERNAL METHOD

Promotion and transfers

Many organization prefer to fill vacancies through promotion or transfers from within

whenever possible. Promotion involve movement of an employee from a lower level

position to an higher level position accomplish by change in duties, responsibilities,

status and value. The Tatas, the Birlas and most multinationals have fast-track

promotion system in place.

Job posting

Job posting is another way of hiring people from with in. In this metod , the

organization publicises job openings on bulletin boards, electronic media and similar

outlets. Hindustan Uniliver limited introduced its version of open job postings in

early 2002 and over 40 positions have since filled through the process.

16

Employee Referrals

Employee referrals mean using personal contracts to locate job opportunities. It is a

recommendation from current employee regarding a job applicant. The logic behind

employee referral is that “It take one to know one”. In fact, this has become a popular

way of recruiting the people in the higher competitive information technology

industry nowadays. For example City Bank offers Rs. 50,000 to its employees for

every vacancy filled up by the bank on the basis of their referral.

DIRECT METHODS

Campus Recruitment

These include sending traveling recruiters to educational and professional

institution, employee’s contracts with public and manned exhibits. One of the

widely used direct methods is that of sending of recruiter to college and

technical school. Most college recruiting is done with the cooperation with the

placement officer of the college.

Other direct method include sending recruiter to convention and seminars,

setting up exhibits at fairs and using mobile offices to the desired centers

17

INDIRECT METHODS

Indirect method involve mostly advertising in newspapers, on the radio , in

trade and professional journals, technical magazines and other Advertisement is

generally given for the top legal executives. In order to get the best out he

advertisement following three pointes should be kept in mind. Firstly, to

visualize the type of the applicant one is trying to recruit. Secondly, to write

out the list of advantages a company offers; in other words, why the redder

should work for the company. Thirdly to decide where to run the advertisement.

Many organization often places “blind advertisement” 0ne in which there

is no identification of the organization.

THIRD PARTY METHOD

These include the use of commercial or private employment agencies, state

agencies, placement officers of colleges and professional associations, recruiting

firms, management consulting firms for examples private employment agencies,

colleges and professional institutions, professional organizations or recruiting

firms or executive recruiters, indoctrination seminars for colleges professors

employee referrals , trade union voluntary organizations, computer databank.

18

CHAPTER 3

COMPANY PROFILE

19

UPSIDC is the government organization that has captured a large area for industrial

development. It headoffice is located at A1/4 Lakhanpur kanpur. It has 10 Regional

Manager Office & 10 Executive Engineer office in all U.P.

1. Kanpur

2. Lucknow

3. Allahabad

4. Meerut

5. Ghaziabad

6. Agra

7. Aligarh

8. Bareilly

9. Faizabad

10.Banaras & many more .

20

Development Process

Development works such as construction of roads, drains &

culverts, water supply, sewer line, internal electricity & building works is

carried out in Industrial Areas. The work is carried out through the

contractors those who are registered in UPSIDC after wide publicity in

the regional & national news paper both in Hindi & English.

The development works above Rs. 5.00 Lacs are published in the news

paper as per policy of the Corporation.

The registered contractors are required to purchase the tender form from

the concerned office during office hours on payment of cost of tender

which are as below:-

Upto Rs. 5.00 Lacs - Rs. 100.00

Over Rs. 5.00 Lacs but upto Rs. 15.00 Lacs - Rs. 500.00

Over Rs. 15.00 Lacs but upto Rs. 25.00 Lacs - Rs.1000.00

Over Rs. 25.00 Lacs but upto Rs. 50.00 Lacs - Rs.1500.00

( 10% Trade Tax shall be charged extra on the cost mentioned above)

21

These rates are applicable in the single Bid system (i.e. upto 50.00

Lacs) but the cost of tender invited on double Bid system is Rs. 2500.00

plus Trade Tax 10% extra per set of forms.

Tenders are accepted on the basis of lowest rates quoted by the contractor

within the sanctioned estimated amount and supported with earnest

money 1% of the tender cost as mentioned in the tender notice and in the

news papers and website available.

For execution of agreement contractor shall be required to submit stamp

duty as per Govt. rules.

The works are carried out strictly as per UPPWD specification/MOST.

During execution of work the quality control is ensured by testing of

materials from HBTI or approved Laboratories. The quality of works of

amount more than Rs. 20.00 Lacs is got checked through reputed

institutes like I.I.T. etc.

22

On Going Development Works Of Industrial Areas

Sl.

No.NAME OF I.A.

NAME OF

DIVISION

CARRYING OUT

THE

DEVELOPMENT

WORK

1. I.A. Tronica City & Apparel Park CD-I

2. I.A. Sikandrabad CD-I

3.Apparel Park Tronica City, & Commercial Sector

D-1 CD-II

4. I.A. Pilkhani CD-II

5. I.A. Tronica City, Ghaziabad. CD-III

6. I.A. CDS Aligarh CD-IV

7. N.B.Q.C.C. Baghpat CD-III

8. G.C. Bijoli, Jhansi CD-V

9. I.A. Orai CD-V

10 G.C. Jainpur CD-VI

11. Agro Park Kursi Road & IIDC CD-VII

12. I.A. Sandila CD-VII

13. I.A. Jagdishpur, Utelwa CD-VII

23

Deposit Works Being Carried Out By UPSIDC

Sl.

No.Name Of Work

Amount

(in lacs)

Name Of

Related Deppt.

Name Of

Division

Carrying

The Work

1.Construction of Animal Building with

boundary roads, labs etc.742.29

NVBQCC

Baghpat

CD-III,

Ghaziabad

2. Construction of PHC Buildings 119.42IPHC Deptt.

Lucknow

CD-V,

Agra

3.

Various works of development,

beautification & other works of

Tourism Deptt. , Lucknow at Distt.

Ambedkar Nagar

115.57Tourism Deptt.

Lucknow

CD-VII,

Lucknow

4. Electrification work in PHC Building 9.45 PHC Deptt. LucknowED-II,

Ghaziabad

5.Electrification work in Animal House

at NVBQCC Bagpat458.81

NVBQCC Baghpat

(under completion

stage)

ED-II,

Ghaziabad

1.Upto Rs.

5.00 Lacs - Rs. 100.00

24

2. Over Rs.

5.00 Lacs

but upto

Rs. 15.00

Lacs

- Rs. 500.00

3. Over Rs.

15.00 Lacs

but upto

Rs. 25.00

Lacs

- Rs.1000.00

4. Over Rs.

25.00 Lacs

but upto

Rs. 50.00

Lacs

- Rs.1500.00

( 10% Trade Tax shall be charged extra on

the cost mentioned above)

Allotment Procedure >> Industrial

25

UPSIDC has categorised the areas into Very Fast, Fast and Slow moving depending on the market

demand, industrialisation and infrastructure position. Allotment procedure varies with category.

Categorisation of Industrial areas be seen before appreciating the allotment procedure.

Very Fast/Fast Moving Areas Slow Moving Areas

Advertisements periodically in

national newspaper calling

applications

Applications can be obtained and

deposited in Regional offices

anytime

Interview of the applicants to

check their genuinity and

interest

Allotments on first come first

served basis

Application Procedure

Application form and other documents should be submitted as per details below:

Duly filled application form obtainable from Regional office to be submitted in

duplicate with the concerned regional office.

Project report duly signed to be submitted in duplicate

Rough layout plan in duplicate

Detail of applicant’s constitution e.g. partnership deed, Article/ Memorandum

of association, list of shareholder & director.

Bank Draft for Earnest and Processing money as per details given in the application

form, in name of UPSIDC Ltd payable at place of deposit of application.

Terms of Allotment

Terms of allotment vary with the category of Industrial area.

Very Fast/Fast Moving Areas Slow Moving Areas

26

10% of total amount to be

deposited as earnest money

5% of total amount to

be deposited as

earnest money

15% of total amount to be

deposited in 30 days of

allotment

5% of total amount to

be deposited in 30

days of allotment

Balance 75% in 12 equal 6

monthly installments along-

with interest on balance amount

After 2 years

moratorium, balance

90%in 10 equal 6

monthly installments

along-with interest on

balance amount

Possession after execution of Lease Deed

to be executed within 3 months

Possession after execution of Lease Deed to be executed

within 3 months

Unit to be brought under production in 2

years covering 30% area

Unit to be brought under production in 2 years covering

30% area

Photo Gallery >>

EPIP, AGRA

27

LEATHER TECHNOLOGY PARK, BANTHAR

SEZ, MORADABAD

APPAREL PARK, ROOMA

S.T.P.I., KANPUR

EPIP, GREATER NOIDA

28

http://upsidc.com/agra2.htm

http://upsidc.com/BANTHAR.htm

http://upsidc.com/moradabad.htm

http://upsidc.com/ROOMA.htm

TRONICA CITY

AGRO PARK, BARABANKI

AGRO PARK, VARANASI

Industrial Area Description

Industrial area: Rooma (General)

Regional Office: Regional Office, Kanpur

Address: UPSIDC Complex, A-1/4

29

http://upsidc.com/UPSIDC.htm

Lakhanpur

Last Updated On: 1.09.2008

Salient Features Descriptions

C.F.C Exits in the Area

Education Centre

Inter College ,Engineering

College,exits in the

area.A.L.T. (Proposed to setup

Training Centre) & Testing

Laboratories of Textile Units)

Location

6 Km from Ramadevi

Chauraha of Kanpur on NH-2,

Kanpur-Allahabad road

Petrol Pump Exists in Industrial Area

Railway Station 1.5 km from Industrial Area

Total Land Acquied 243.00 Acres

PERSONNEL DEPARTMENT AT UPSIDC

Introduction

Personnel management is an attempts at getting the milling

cooperation of the employee’s people for the attainment of desired

goal.

30

Personal department in any organization plays a very vital role

in the acquisition and attainment and retraining of employees. Every

personal manager uses various type of managerial tools of motivate the

employees for achievement of the organization objective or goal.

Personnel manager is also responsible for selection, recruitment,

placement, induction, promotion, transfer, demotion, wage and salary,

administration, training and development etc in any organization.

Thus the personnel department of any organization should

deal its employees as the assets of the organization so that to get the

desired goal of the organization with effective and efficient work of

the employees.

FUNCTION OF PERSONNEL DEPARTMENT

1. Recruitment and selection.

2. Placement and transfer.

3. Promotion.

4. Retirement.

31

5. Training and development.

6. Safety.

Recruitment & selection

For recruitment and selection both internal and external sources

are used usually. In internal recruitment, lower grade employees

are promoted to higher grade according to the eligibility

criterion. No agencies are supposed to be hired for recruitment

from external sources. Vacancies are notified in employment

exchange and newspaper. Generally, external sources for recruitment is resorted

to only when internal sources dries up. But for the higher level

post recruitment may be based upon.

40% external sources .

60% internal sources.

For selection Process, the company has laid down

certain criteria for screening the application with help of which suitable

application are screened out and then the applicants are called for

some other tests.viz. psychological and personality tests in order to

32

judge the various skills. Selection is done by a selection committee

consisting of head of concerned department and external specialists

and in this way the final selection of candidate is done.

Posting and transfer

Regardless of the post to which the employee is initially

appointed and the station where he is posted. UPSIDC reserves

the right to transfer him from one post to other, any where in

INDIA including transfer in new establishment that

might be started in future.

Promotion

UPSIDC has a fixed and written promotion policies, based on

both seniority and merit. Usually, it is a 3 year policy but it

vary disarmament wise, qualification wise and cadre wise.

Generally merit is given more weightage.

33

Retirement

Retirement age at UPSIDC is 58 years an employee retires from

the service at T, at the age of superannuating at the last

day of month in which his date of retirement actually false

due. UPSIDC may at its discretion retires a person after a total

service of 30 years or at the age of years on a notice of

three months being given to the individuals. Similarly, an

employee who has put in 30 years may voluntarily opt for

retirement from the UPSIDC service after notice of the three

months of the employee.

Training and development

Since inspection of the plant emphasis has been laid on the

man power training and development. So by keeping the above

view in mind training and development has been provided by

the HR department at UPSIDC, Pantnagar. Most of the employees

at UPSIDC, Pantnagar are recruited as trainees and then recurred

34

on the job and of the job technical, managerial and operational

training is imparted to them. A process real time simulation has

been provided on which the training of the operational staff

given an insight to the handling of problems of process.

Training and development has been entrusted with the

responsibility of fining the training and development needs of

the employees and arrange suitable house and external

programs for them.

Safety

Safety is very essential to protect the human life from

industrial hazards, direct and indirect cost, deaths and injuries. Productivity is indirectly improved by listening the

interruption in the production process.

In safe working environment a worker will work more

efficiently and fear free.

35

CHAPTER 4

36

METHODOLOGY

4.1 INTRODUCTION4.2 RESEARCH DESIGN

4.3 OBJECTIVES OF RESEARCH

RESEARCH METHODOLOGY

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

can also define research as scientific and systematic search for

pertinent information on a specific topic. In fact, research is an art of

scientific investigation. The Advance Learner dictionary of current

English lays down the meaning of research as “A carefull investigation

37

or inquiry specially through search for new facts in any branch of

knowledge”.

Redman and Mory define research as a “systematized effort to gain

new knowledge.” Some people consider research as movement, a

movement from known to unknown. It is actually a voyaga of

discovery. We all possess the vital instinct of inquisitiveness for,

unknown confront us, we wonder and our inquisitiveness make us

probe and attain full and fuller understanding of unknown. This

inquisitiveness is the mother of all knowledge and the method, which

a man employee for obtaining the knowledge of whatever the

unknown, can be term as research. Research is academic activity and such a term should

be used as a technical sense. According to Clifford Wood research

comprise defining and redefining problems, formulating hypothesis or

suggested solution; collecting, organizing and evaluating data, making

deductions and reaching conclusion ; and at last carefully testing the

conclusions to determine weather the fit the formulating hypothesis.

Research is thus an original contribution to the existing stock of

Knowledge making for its advancement. It is the pursuits of truth with

38

the help of study, observation , comparison and experiment. In short,

the search for knowledge through objective and systematic method of

finding solution to a problem is research.

4.1 INTRODUCTION

Research methods are of utmost importance in a

research process. By planning the research the researcher has to decide

about the method that he could use in solving his research problem.

The planning describes the various steps adopted in solving a research

problem, such as the manner in which the problems are formulated, the

39

definition of term, the choice of subjects for investigation, the validation

of data gathering tools, the collection, analysis and interpretation of

data and the process of inferences and generalization.

Research Design

In this Trainee decided to conduct his research with the help of

questionnaire which consist closed ended questions. In this process

Trainee asked the questions from staff as well as workers. The

questions asked are depend upon the Recruitment process &

implementation/Performance appraisal of employees at UPSIDC,

40

Pantnagar.

Population

The population for the research is staff and workers of UPSIDC.

Sample

As It know that a sample reflects the whole population so

here Trainee selected 50 persons from various levels from

executive to managerial level.

Data collection

In this Trainee designed questionnaires are distributed randomly and

they are asked to fill them up.

OBJECTIVE OF RESEARCH

The purpose of a good research to discover answer to questions through the

application of scientific procedures. The main aim of research is to find out the

trouth which is hidden and has not been discovered as yet. Through each research

study has its own purpose, the research objectives as falling inton av no. of

41

following broad groupings.

To gain familiarity with a phenomenal or to achieve new insight in to it

To portray accurately the characterististics of a particular individual

situation or a group

To determine the frequency with which something occur or with which

it is associated with something else.

To test a hypothesis of casual relationship between variables.

TYPES OF RESEARCH

The basics type of research are as follows:

1) Descriptive vs. .Analytical:-- Descriptive research includes surveys and

fact-finding enquiries of different kinds .The major purpose of descriptive

research is description of the state of affairs as it exists at present. In social

science and business research we quite often use the term .Ex post facto research

42

for descriptive research studies. The main characteristics of his method are that

the research has no control over the variables; he can only report what has

happened or what is happening. Most ex post facto research projects are used for

descriptive studies in which the researcher seeks to measure such items as, for

example, frequency of shopping ,preferences of people or similar data.

In analytical research, on the other hand, the research has to

use facts or information already available, and analyze these to make a critical

evaluation of the material.

2) Applied vs. Fundamental:-- Research can either be applied{or action}

research or fundamental{or basics or pure}research. Applied research aims at

finding a solution for an immediate problem facing a society or an

industrial/business organization, whereas fundamental research is mainly

concerned with generalization and with the formulation of a theory. “Gathering

knowledge for knowledge’s sake is termed ‘pure’ or ‘basics’ research.” Research

concerning some natural phenomenon or relating to pure mathematics are

examples of fundamental Research. Similarly,studies,concerning human

43

behavior carried on with a view to make generalizations about human behavior ,

are also examples of fundamental research ,but research aimed at certain

conclusions{say, a solution}facing a concrete social or business problem is an

example of applied research.

3) Quantitative vs. Qualitative:-- Quantitative research is based on the

measurement of quantity or amount. It is applicable to phenomena that can be

expressed in terms of quantity. Qualitative research, on the other hand, is

concerned with qualitative phenomenon, i.e, phenomena relating to or involving

quality or kind. For instance, when we are interested in investigating the reasons

for human behavior ,we quite often talk of ‘Motivational Research’ ,an important

type of qualitative research. Qualitative research is specially important in the

behavioral sciences where the aim is to discover the underlying motives of human

behavior.

4) Concept vs. Empirical:-- Conceptual research is that related to some

abstract ideas{s} or theory . It is generally used by philosophers and thinkers to

develop new concepts or to reinterpret existing ones. On the other hand,

empirical research relies on experience or observation alone, often without due

regard for system and theory . It is data-based research, coming up with

conclusion which are capable of being verified by observation or experiment type

44

of research. In such a research it is necessary to get at facts firsthand, at their

source, and actively to go about doing certain to stimulate the production of

desired information.

5) Some Other Type of Research:--

1.One-time research or longitudinal research 2.Field- setting research or laboratory research

3. Clinical or diagnostic research

4. Historical research

5. conclusion-oriented and decision-oriented

Criteria of Good Research

Whatever may be the types of research works and studies, one thing that is

important is that they all meet on the common ground of scientific meathead

employed by them. One accepts scientific research to satisfy the following

criteria;

1 The purpose of the research should be clearly defined and common concepts

be used.

45

2 The research procedure used should be described in sufficient detail to permit

another researcher to repeat the research for further advancement, keeping the

continuity of what has already been attained.

3 The procedural design of the research should be carefully planed to yield result

that are as objective as possible.

4 The research should report with complete frankness, flaws in procedural

design and estimate their affects upon the findings.

5 The analysis of data should be sufficiently adequate to reveal its significance

and the method of analysis used should be appropriate. The validity and

reliability of data should be check carefully.

6 Conclusions should be confined to those justified by the data of the research

and limited to those for which the data provide an adequate basis.

7 Greater confidences in research is warranted if the researcher is experienced,

has a good reputation and is a person of integrity

46

CHAPTER 5

ANALYSIS AND INTERPRETATION

47

5.1 INTRODUCTION5.2 ANALYSIS AND INTERPRETATION OF QUESTIONNAIRE5.3 SCORING PROCEDURE

5.1 INTRODUCTION

The term “analysis” refers to the computation of certain

measures along with searching for patterns of relationship that exists

among data groups.

Analysis would also mean categorizing, ordering,

manipulating and summarizing of the data to obtain answers to

research questions. The purpose of analysis is to reduce data to

48

intelligible and interpretable forms so that the relations of research

problems can be studied and tested.

Interpretation refers to the task of drawing inferences from

the collected facts after an analytical study.

ANALYSIS AND INTERPRETATION:

1- Does your company has chosen the appropriate sources for

Attracting the required manpower(Viz. Employment Exchange,

Media, I.J.P, Reference etc.)

Strongly agree-26% Agree-32% Undecided-14%

49

Disagree-28% Strongly Disagree-0%

0%

28%

32%

26%

14%

s.disaree

disagree

agree

s.agree

undecide

Interpretation:

From the survey conducted the chart

formed, concludes that 26% are strongly agree with the

sources opted for attracting the required manpower,32% are

50

agree, 14% are undecided and 28% disagree with the above

statement.

So the conclusion can be made that 58% of

the employees are satisfied with the sources used and 28% are

not satisfied and 14% don’t have any opinion of their own

regarding this process.

2- You have been intimated for the interview(call of interview)

by the best way of communication.


Disagree- 8% Strongly Disagree-8%

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Interpretation: From the above chart it can be concluded

that 26% of the employee strongly agree by the way used for

calling them for the interview purpose, 52% agree, 6% cant say

anything, 8% disagree and remaining 8% strongly disagree by

the above statement.

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So the result can be drawn out that out of

the total sample surveyed 78% are fully satisfied by the way

the call is made to them for the interview and remaining 22%

are not satisfied.

3- Date, Time and venue for interview was decided in

accordance to my convenience.



53

Interpretation: The following chart shows the fact that 6% of the employees

S.Agree with the statement that, the date, time and venue for the interview was

kept according to their covinience,20% agree, 18% are undecided,42% disagree

and remaining of the employees S.Disagree with the above statement.

From the above percentage drawn out it is clear that 26% of

the employees are satisfied with the above fact,while 74% shows their

discontentment in this regard. So overall improvement needed in this field.

4- Interview was well planned & finished in well time.

55



56

Interpretation: The above chart clarifies that 14% of the

employees S.agree with the statement that the interview was

well planned by the recruiter and also finished in good time,

50% agree, 10% can’t say anything, 18% Disagree, 8%

S.disagree with the above fact.

So over all inference comes out that 64% of

the employees are satisfied with this, while 36% are of the

point of view that improvement is needed in planning the

interviews.

5- I have been intimated properly regarding my

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selection/rejection through interview.



58

Interpretation: The above pie chart shows that 48% of the

employees are of the view that the management dealt with them

with proper intimacy through interview at the time of their

selection and rejection,50% agree and 2% deny with the above

given statement.

So an inference can be drawn that 98% of the

employees are satisfied in this regard, while 2% shows their

discontentment, so no any improvement is needed in this field.

6- Before induction I was given proper and adequate time to

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fulfill all my formalities(viz. submission of all documents, issue

of A.P.L, Entry into master etc.)



60

Interpretation: The above chart shows that 42% of the

employees S.agree with the fact that the proper and adequate

time was provided to fulfill all their formalities before

induction. 42% agree, 4% can’t say anything, 8% disagree and

4% S.disagree.

So overall conclusion is drawn out that 84% of

the employees are satisfied with the time made available to

them for fulfilling the required formalities and remaining 16%

are dissatisfied.

The overall result is that the employees are of the

view that the management is good in this regard.

7- We find no difficulty in getting employees as per the required

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skills, experience and qualification.



62

Interpretation: The above pie chart focuses that 36% of the

staff employees are of the view that the company don’t find

any difficulty getting the skilled employees. 28% agree, 30%

disagree and 6% S.disagree with this statement.

So the overall result is that 64% of the

employees are of the view that the company is sufficient in

getting the skillful employees, while 36% are against this fact.

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8- Sometimes we go for judgment methods of determining

vacancies in our organization.



64


employees S.agree with the statement that judgment method is

used in the organization for determining vacancies. 26% agree,

40% are undecided and 32% disagree with this statement.

So overall it can be said that most of the

people can’t give any opinion regarding this fact, 28% agree

with this fact and remaining disagree.

So overall improvement is needed.

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9- Usually company needs to recruit new employees when there

is innovation and expansion.



66


employees S.agree that the company recruits new employees

when innovation is needed and expansion is required. 62%

agree with the fact, 8% are undecided and 2% disagree.

So overall it can be said that 90% of the

employees are satisfied in this field. And remaining needs an

improvement in this.

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10- We can get good and experienced employees by way of

promotion and transfer.



68

Interpretation: From the above pie chart the conclusion

comes out, that 24% of the sample are strongly agree with the

fact that company is able to get good and experienced

employee by the way of promotion and transfer, 60%

employees agree, 4% can’t say anything, 12% disagree with this

fact.

So overall inference is that 84% of the

employees shows their contentment in this fact, and remaining

16% needs improvement.

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11- Internal job posting gives us the best method of recruitment.



70

Interpretation: Above pie chart shows that 24% of the

total employees are agree with the fact that internal job posting

is the best method of recruitment. 54% of the total employees

are undecided with this fact, they can’t say anything regarding

that fact, 22% employees are disagree with the fact that IJP is

the best method of recruitment.

So the overall inference is that 54% of the total

employee are undecided, they did not have any opinion regarding

that.

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12- Normally my organization depends on external sources of

recruitment.



72

Interpretation: The above pie shows that 10% of the

employee are S.agree with the fact that their organization

depends upon external sources of recruitment, where 32% agree,

14% are undecided, 44% S.disagree with this facts.

So overall result can be drawn out that 42%

of the employees feels satisfied with this way of recruitment,

while 58% of the employees are dissatisfied with this regard.

73

13- My organization follows a well planned process for

recruitment.



74

Interpretation: From the pie chart it can be concluded that

22% of the employee feels that their organization follows a well

planned process of recruitment. 56% agree, 4% undecided, 10%

disagree and 8% S.disagree.

So overall result is that 78% employees are

satisfied with statement, while remaining percentage think that

improvement is needed.

75

14- I personally feel that I am satisfied with the recruitment

process of my organization.



76

Interpretation: The following pie chart shows that 22% of

the employee are personally satisfied with the recruitment

process of the organization. 40% of the employee agree with

the fact, 4% are undecided and 34% are disagree.

So overall inference can be drawn that 62%

employees are satisfied with the recruitment process and

remaining are dissatisfied, so not much improvement is

required.

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The scoring pattern of the favorable and unfavorable items.

Position in the scale Favorable statement

(score values)

Unfavorable statement

(score value)

Strongly Agree 5 1

Agree 4 2

Undecided 3 3

Disagree 2 4

Strongly disagree 1 5

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SCORING PROCEDURE

The questionnaire consist of 14 questions, in which, score are selected on the

basis of favorable and unfavorable items. The score of an individual was

calculated by adding the score values of all responses to the statement in the scale.

Therefore the score of an individual falling between 43 and 56 is Very good. A

score above 56 shows that the recruitment process is outstanding and it tends to be

favorable to the given point of view.

0-14 Unsatisfactory

15- 28 Improvement needed

29-42 Good

43-56 Very good

57-70 Outstanding

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CHAPTER 6

CONCLUSION AND RECOMMENDATION

6.1 CONCLUSION BASED ON THE FINDING OF STUDY

6.2 RECOMMENDATION

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6.1 CONCLUSION BASED ON THE FINDING OF STUDY

The overall conclusion of this survey over the topic

RECRUITMENT PROCESS & IMPLIMENTATION

at UPSIDC PVT. LTD. is that the process and method

which the company adopted for recruitment and

selection of the employee is VERY GOOD.

Employees are quite satisfied with this process.

They help us a lot regarding this

survey. I tried my best to search the right

information from the employee.

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6.2 RECOMMENDATIONS

Communication is the main channel for the recruitment. So there should

be proper communication in order to inform the applicant for the job.

Everyone takes some time to adjust with the environment so there

should be proper time for the new employee to adjust with the new

working environment.

The management of UPSIDC should decide proper and aequate time for

the interview, they should try to make a proper planning that the

interview will finish well in time.

Choose the right person for the right job is such a difficult thing so they

can help for recruit the new people from the various source of

recruitment.

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Transparency regarding the procedure, rules and policies of recruitment

are to be brought down in knowledge of the employee.

The management of UPSIDC depends more on the internal sourse of

recruitment, so there should be some more contribution of external

source of recruitment.

Trainee has found in his survey thea most of the employee of UPSIDC are

not bsatisfy with the IJP, so modification in this field is also required.

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BIBLIOGRAPHY

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1- Dessler, Garry. (2004). Human Resource Management. New Delhi;

Prentice Hall Of India Limited.

2- Mirza S Saiyadain. (2003). Human Resource Management. New

Delhi : Tata MacGraw Hill Publishing Company.

3- Monappa Arun and Mirza S Saiyadain. (1979) Personnel

Management. . New Delhi : Tata MacGraw Hill Publishing

Company.

4- www.UPSIDCpl.com {Date 28th july between 2:30p.m. to 4:30p.m.}

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APPENDIX

1. Corporate office of UPSIDC

2. Organization of UPSIDC

3. Organization chart of UPSIDC, KANPUR.

4. Process flowchart of UPSIDC, KANPUR.

5. Questionnaire

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