process of recruitment and orientation

___________________________________ Recruitment and Orientation process at CGL

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PROJECT REPORT ON

THE PROCESS OF RECRUITMENT AND ORIENTATION

AT

CROMPTON GREAVES LTD.

BY

MR. SIDDHANTH. K. PAREKH

GUIDE

Dr. (Mrs.) VANDANA GOTE

PROJECT WORK

SUBMITTED TO UNIVERSITY OF PUNE

IN PARTIAL FULFILLMENT OF 2 YEARS FULL TIME COURSE

MASTERS OF BUSINESS ADMINISTRATION (M.B.A.)

ACADEMIC YEAR 2006-2007

B.R.A.C.T.

VISHWAKARMA INSTITUTE OF MANAGEMENT.

S.NO 63 KONDHAWA(Bk), PUNE-411048


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DECLARATION

I, SIDDHANTH PAREKH, OF VISHWAKARMA INSTITUTE OF MANAGEMENT

MBA. (SEMESTER III) HEREBY DECLARE THAT I HAVE COMPLETED THIS

PROJECT ON RECRUITMENT SELECTION AND ORIENTATION DURING THE

ACADEMIC YEAR 2005-2007. THE INFORMATION SUBMITTED IS TRUE AND

ORIGINAL TO THE BEST OF MY KNOWLEDGE.

DATE: SIGNATURE OF STUDENT

PLACE: PUNE


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CERTIFICATE

I, Dr. (MRS.) VANDANA GOTE, HEREBY CERTIFY THAT SIDDHANTH PAREKH

OF VISHWAKARMA INSTITUTE OF MANAGEMENT OF MBA. (SEMESTER III)

HAS COMPLETED PROJECT ON RECRUITMENT, SELECTION AND

ORIENTATION DURING THE ACADEMIC YEAR 2006-2007. THE

INFORMATION SUBMITTED IS TRUE AND ORIGINAL TO THE BEST OF MY

KNOWLEDGE.

SIGNATURE OF PROJECT SIGNATURE OF THE

CO-ORDINATOR DIRECTOR OF THE COLLEGE


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ACKNOWLEDGEMENT

I am sincerely thankful to Prof. (Mrs.) VANDANA GOTE for her efforts and

guidance throughout my project work which helped me to do this project.

I am very much thankful to Mrs. SHARAYU D MELLO, Dy- Manager HR

Transformer division, Crompton Greaves LTD, for giving me this opportunity to

undertake this project in their organization, and also for providing me the necessary

information for my project.

I also wish to express my sincere gratitude to Mrs. Smita Sawant and Mr.

Chanrdashekher Khare (HR staff) for there valuable contribution towards my project.

I shall be failing in my duty if I do not express my thanks to all the members of

Crompton Greaves Ltd, who took time out of their schedule to share their knowledge

with me.

I am greatly obliged to our Director, Dr. SHARAD JOSHI. and my project guide Dr.

VANDANA GOTE, for guiding and supporting me all through this project.

Above all, I thank every body at Crompton Greaves Ltd, for making me feel comfortable

and offering me help whenever I required. I do feel privileged for getting and opportunity

to work in such an esteemed organization.

SIDDHANTH PAREKH.


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INDEX

OBJECTIVE OF THE PROJECT 01

EXECUITVE SUMMARY 02

INTRODUCTION

RECRUITMENT 03

ORIENTATION 08

TRAINNING AND DEVELOPMENT 09

COMPANY PROFILE 11

JOB PROFILE 19

RESEARCH METHODOLOGY 35

CONCLUSION 37

OBSERVATION AND FINDINGS 38

BIBLIOGRAPHY 39


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CERTIFICATE

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Mr. SIDDHANTH.K.PAREKH is a bonafide student of our institute

VISHWAKARMA INSTITUTE OF MANAGEMENT PUNE. He has successfully

completed a project report on THE PROCESS OF RECRUITMENT AND

ORIENTATION AT CROMPTON GREAVES LTD.

With specific reference to

CROMPTON GREAVES LTD for a period from 05th June to 22 July 2006.

This is an original of Mr. SIDDHANTH PAREKH the sources used by him have been

acknowledged by this report. The report is submitted in partial fulfillment of two years

full time course in MASTERS IN BUSINESS ADMINISTRATION (2005-2007) as per

the rules of Pune University.

Dr. (Mrs.) VANDANA GOTE Dr. S.L.JOSHI

(Project Guide) (Director)


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OBJECTIVES OF THE PROJECT

Every project report is carried out with some specific OBJECTIVE in the mind.

Objective is basically the purpose behind conducting a project and unless the objective is

certain or specifically defined it is not understood what data has to be collected.

Objectives of the project are nothing but what is to be learned out of this project report.

Specific objectives of this Project Report

To understand:

To understand the effectiveness of the recruitment process?

To have exposure to recruitment process?

To understand to documentation involved in recruitment process?

To have exposure to employees Orientation program?

Whether the recruitment process is satisfactory?

To study the Training and Development pattern in the industry?

To understand how effective the computer system or new technology is in the

recruitment system, orientation and training process.

So in this project report I have made every effort to understand the above specified

objectives keeping in mind the present scenario of the Recruitment and Full and Final

Settlement of employee s process and collect data.


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EXECUTIVE SUMMARY

The main objective of carrying this study was to get a first hand knowledge of the

of the HR industry and in general.

The methodology used for carrying this study was through personal visits to the

company for a period of 50 days. The Primary data was collected with the help of an

one-on-one interaction with the Dy manager personal of the company.

The project highlights the process of Recruitment in Crompton Greaves Ltd.

(Mumbai). It also looks into the Induction programs held for the new recruits and various

aspects of the Training & Development programs are also covered under this title.

A inside view of the Recruitment process which includes,

Employee Requirements,

Sources of Recruitment,

Selection Pattern,

Orientation Program,

Training Calendar.


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CHAPTER-I

INTRODUCTION

RECRUITMENT-DEFINITION.

FACTORS AFFECTING RECRUITMENT.

TYPES OF RECRUITMENT.

RECRUITMENT PROCESS.

ORIENTATION.

TRAINNING AND DEVELOPMENT.


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INTRODUCTION

Recruitment and Selection

Definition:

Recruitment defined by Flippo as a process of searching for prospective employees and

stimulating them to apply for job in the organization. As per Yoder a process to discover

the sources of manpower to meet the requirement of staffing schedule and to employ

effective measure for attracting that manpower in adequate number to facilitate effective

selection of an efficient working force , thus the purpose of recruitment is to locate

sources of manpower to meet job requirement and job specifications.

The Recruitment process is a flow of events which results in a continuous manning of

organizational positions at all levels -from the top management to the operative level.

This process includes manpower planning, authorization for planning, developing sources

of applicants, evaluation of applicants, employment decisions (selection), offers

(placement), induction and orientation, transfers, demotions, promotions and separations

(retirement, lay-off, discharge, resignation, disability, and death).

Manpower planning is a process of analyzing the present and future vacancy that may

occur as a result of retirements, discharges, transfers, promotions, sick-leave, leave of

absence, or other reasons, and an analysis of present and future expansion or curtailment

in the various departments. Plans are then formulated for internal shifts or cut-backs in

manpower, for the training and development of present employees, for advertising

openings, or for recruiting and hiring new personnel with appropriate qualifications.

Recruitment is concerned with the process of attracting qualified and competent

personnel for different jobs. This includes the identification of existing sources of the

labour market, the development of new sources, and the need for attracting large number

of potential applicants so that a good selection may be possible.


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Selection Process is concerned with the development of selection policies and procedures

and the evaluation of potential employees in terms of job specifications This process

includes the development of application blanks, valid and reliable tests interview

techniques, employee referral systems, evaluation and selection of person in terms of job

specifications, the making up of final recommendations to the line management and the

sending of offers and rejection letters. Placement is concerned with the task of placing an

employee in job for which he is best fitted, keeping in view the job requirements, his

qualifications and personality needs.

FACTORS AFFECTING RECRUITMENT:

The size of organization

The employment conditions in the community where the organization is located.

The effect of past recruiting efforts which shows the organization ability to locate

and keep good performing people.

The working condition, salary and benefits package offered by the organization.

The rate of growth of organization.

The level of seasonality of operation and future expansion and production

programmes and the culture, economic and legal factors, etc.


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Types of Recruitment

Internal recruitment

The first step always in filling a position is to consider promoting or trans. ferring

existing employees. Considerable dissatisfaction can be caused by bringing newcomers in

over the heads of present staff, which is often done with the intention of causing as little

disturbance as possible to the organisation, unfortunately, because the hopes of some

individuals in the organization may be frustrated, they may leave or behave in other

unsatisfactory ways and the long-term effect is therefore far more damaging.

It is good management practice, therefore, for all vacancies in a company, and

particularly those that may be seen by existing employees to be promotions, to be

advertised internally on the staff notice board or by circulars. Circulating details to

supervisors only is generally not satisfactory as some employees may fear that their

supervisors will not put them forward for various reasons.

External recruitment

The next step, if no existing staff are suitable, is to go onto the labour market. This is

where most problems arise and where most money and effort can be wasted.

The numerous and varied means of recruitment include:

1 Newspapers: national, local and trade.

2 Agencies, including the Department of Employment and the Employment Offices.

3 Executive selection and management consultants.

4 Posters, e.g. on London Underground, in one's own premises, postcards local Post

Office windows.

5 Colleges.


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Advertising

A large part of any recruitment can be expected to rely on advertising and, therefore,

apart from the choice of media, the drafting of advertisements is important. To recruit

successfully these days, in the face of expert competition from other employers, it is no

longer enough just to place an advertisement. It has to be a good advertisement.

Recruitment agencies

In large organizations where recruitment costs run into thousands of pounds a year, it is

often normal to retain a recruitment agency. Usually their services cost relatively little as

they receive a commission from the newspaper owners. Smaller firms, on the other hand,

will not be able to offer recruitment agencies enough business for them to be interested,

but in this case the media themselves will always give advice and guidance.

Word of mouth

One particular method of recruitment has been purposely left until last because of the

unique and important part it plays in recruitment. People in this industry know well the

value of 'word of mouth' recommendation. Many highly successful hotels, restaurants and

public houses do not need to spend a penny on attracting customers. Their reputation is

enough. This applies equally to staff and there are many successful managers who never

have to spend a penny to recruit new staff. Consciously or unconsciously, their existing

employees recruit newcomers for them.

This method of recruitment is particularly good because of the two-way recommendation.

An existing employee is recommending someone as a good employer and the applicant is

being recommended as a suitable employee. Recognizing the value of this method of

recruitment, some firms actually stimulate it by paying bonuses to employees who

successfully introduce newcomers to the firm.


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ORIENTATION

By induction and orientation we meant the introduction of an employee in the

organisation and the job by giving him a possible information about the organisation's

history, Objectives, Philosophy, Policies, Future Development, Opportunities, Products,

Goodwill in the market and the community, and introducing him to other employees with

whom and for whom he has to work

Transfer process is concerned with the placement of an employee in a position in which

his ability can be best utilized. This is done by developing transfer policies and

procedures, counseling employees and line management on transfers and evaluating

transfer policies and procedures.

Promotion is concerned with rewarding capable employees by putting them in higher

positions with more responsibility and higher pay. For this purpose, a fair, just and

equitable promotion policy and procedure have to be developed; line managers and

employees have to be advised on these policies, which have to be evaluated to find out

whether they have been successful.

Separation process is concerned with the severing of relationship with an employee on

grounds of resignation, lay-off, death, disability, discharge or retirement. Exit interviews

of employees are arranged, causes of labour turnover are to be analyzed and advice is

given to the line management on the causes of, and reduction in, labour turnover .

A number of devices and sub-systems are used in the systems designs to manage the

staffing process. These are:

(a) Planning tables and charts; (I) Physical examination;

(b) Application blanks; (g) Performance reviews; and

(c) Interviews; (h) Exit interviews.

(d) Psychological tests;

(e) Reference checks;


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TRAINING AND DEVELOPMENT

It is complex process and is concerned with increasing the capabilities of individuals and

groups so that they may contribute effectively to the attainment of organisational goals.

This process includes:

(1) The determination of training needs of personnel at all levels, skill training, employee

counseling, and programmes for managerial, professional and employee development;

(2) Self-initiated developmental activities (formal education), during off-hours (including

attendance at school/college/professional institutes); reading and participation in the

activities of the community.

Under this area, the training needs of the company are identified, suitable training

programs are developed', operatives and executives are identified for .training, motivation

is provided for joining training programmes, the line management is advised in matters of

conducting training programmes, and the services of specialists are enlisted. The

effectiveness of training programmes has to be evaluated by arranging follow-up studies.

.

Training

Current Jobs

Development

Future Jobs

Objectives

Improving Organisation Performance

Enhance Knowledge & Skill levels


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Training Techniques

Informational Presentation

Simulation Method Case Studies/Role Plays/Games/In-basket exercise

On the job training

Sensitivity Training

Multimedia Training/E-Learning

Assessment Centers/Development Centers


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CHAPTER-II

COMPANY PROFILE

INTRODUCTION.

TRANSFORMER DIVISION AN OVERVIEW.

HR DEPT. IN CROMPTON GREAVES.

HR STRUCTURE.


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Introduction

For the last sixty-eight years, Crompton Greaves (CG) has become synonymous with

electricity in India. In fact, the first unit of electricity was generated on a "Crompton

Dynamo" at Calcutta in 1899. A pioneering leader since 1937 in the management and

application of electrical energy, Crompton Greaves, today, is India's largest private sector

enterprise, extensively engaged in designing, manufacturing and marketing high

technology electrical products and services related to power generation, transmission,

distribution as well as executing turnkey projects. The company is customer centric in its

focus and it is the single largest source for a wide variety of electrical equipments and

products. Further, the company is emerging as a first choice global supplier for high

quality electrical equipments.

History

The history of Crompton Greaves goes back to 1878 when Col. R.E.B. Crompton

founded R.E.B.Crompton & Company. The company merged with F.A Parkinson in the

year 1927 to form Crompton Parkinson Ltd., (CPL). Greaves Cotton and Co (GCC) was

appointed as their concessionaire in India. In 1937, CPL established, it s wholly owned

Indian subsidiary viz. Crompton Parkinson Works Ltd., in Bombay, along with a sales

organization, Greaves Cotton & Crompton Parkinson Ltd., in collaboration with GCC. In

the year 1947, with the dawn of Indian independence, the company was taken over by

Lala Karamchand Thapar, an eminent Indian industrialist. Crompton Greaves is

headquartered in a self-owned landmark building at Worli, Mumbai.


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Products & Services Offered

The company is organized into three business groups viz. Power Systems, Industrial

Systems, Consumer Products. Nearly, two-thirds of its turnover accrues from products

lines in which it enjoys a leadership position. Presently, the company is offering wide

range of products such as power & industrial transformers, HT circuit breakers, LT & HT

motors, DC motors, traction motors, alternators/ generators, railway signaling

equipments, lighting products, fans, pumps and public switching, transmission and access

products. In addition to offering broad range of products, the company undertakes

turnkey projects from concept to commissioning. Apart from this, CG exports its

products to more than 60 countries worldwide, which includes the emerging South-East

Asian and Latin American markets.

Thus, the company addresses all the segments of the power industry from complex

industrial solutions to basic household requirements. The fans and lighting businesses

acquired "Superbrand" status in January 2004. It is a unique recognition amongst the

country's 134 selected brands by "Superbrands", UK.

Pauwels Acquisition - an Indian MNC

Crompton Greaves has completed the acquisition of the Belgium-based Pauwels on 13th

May 2005. The group has manufacturing facilities in Belgium, Ireland, Canada, USA and

Indonesia and well spread distribution network across the globe.The acquisition catapults

the company amongst top ten transformer manufacturers in the world. It has truly

transformed into an Indian MNC making a long-cherished dream finally come true.

Apart from strengthening its foothold in the Indian market, Crompton Greaves

acquisition of the Pauwels Group and its transformer manufacturing facilities in five

countries is expected to provide a significant impetus to the company's international

presence.

The additional turnover of approximately Rs.1,380 crore of Pauwels Group for its last

financial year is expected to increase Crompton Greaves' International business to around


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50% of its turnover, making the company a force to reckon with, in the international

market.

Manufacturing, Marketing & Servicing Network.

CG's business operations consist of 22 manufacturing divisions spread across in Gujarat,

Maharashtra, Goa, Madhya Pradesh and Karnataka, supported by well knitted marketing

and service network through 14 branches in various states under overall management of

four regional sales offices located in Delhi, Kolkata, Mumbai and Chennai. The company

has a large customer base, which includes State Electricity Boards, Government bodies

and large companies in private and public sectors.


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TRANSFORMER DIVISION

Transforming Technology Energizing Power

The transformers division of Crompton Greaves began

operations over 60 years ago with their first supply to the US

Army. The initial inputs for technology came from

collaborations with Brush Transformers and Hawker Siddeley

Power Systems of U.K. The company then forged a technology

arrangement with Westinghouse Electric Corporation U.S.A.

for transformers of up to 400 kV to serve international demand. The Transformer

Division is the highest exporter of Power Transformers from India, a position it has

maintained consistently since 1997-98. Exports of the division amount to over 50% of the

total transformer exports from India! Products of the Transformer division are exported to

over 40 countries worldwide. The Crompton Greaves Transformer division is known for

its wide range, reliable designs, excellent materials and globally benchmarked

manufacturing practices.

Transformers for Every Need

Crompton Greaves is among the very few companies worldwide that designs and

manufactures the widest range of Power & Distribution Transformers and Reactors from

160kVA to 415MVA, 500kV Class to fulfill the specific demands of the Power &

Industrial sectors and the Railways. With an installed base of over 120 million kVA in

Transformers, Crompton Greaves has emerged as the largest Indian supplier of a wide

range of Transformers and Reactors for all critical applications. These Transformers and

Reactors find use in industries such as Power Utilities, Process Industries, Railways,

Mines, Electricity Boards, Industrial users etc in both the Domestic as well as Global

markets.


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International Quality Specifications

The division has the capability to manufacture transformers from 400 kVA to 900,000

kVA (in a bank) 3.3 kVA TO 500kv class for various applications confirming to IS, IEC,

EN, AS, BS, ANSI and other international standards. All the plant operations are certified

under the ISO 9001 and ISO 14,000.

The Division has technologically superior manufacturing facilities in Mumbai, Gwalior

and Bhopal with a total installed capacity of 18,500 MVA. Crompton Greaves

incorporates the latest technology, superior raw materials and state-of-art manufacturing

facilities to build transformers of superior quality and with high degree of reliability.

Listed of CG Clients

NEPCO USA (Co. of Enron Corp.)

Siemens

ABB

Electro Watt, Thailand

Mitsubishi, Japan

Grouped Schneider France

Alstom, France

Stone & Webster, USA

Hyundai.


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HUMAN RESOURCE DEPARTMENT IN CROMPTON GREAVES.

Policies:

In Company like Crompton Greaves HR planning and policies plays a major role in the

growth of the organization. HR planning foreseen the man power requirement. The HR

department should update the manual of the company. As these manual contains Govt

made rules and regulation. The management can also make changes in the manual. The

manual contains the rules & policies of the company. The manual is the internal

document of the company.

The other policies for HR department are that the company shall have Manpower

planning for one-year period, based on the business plan for the year. There shall be no

recruitment outside the manpower plan without prior approval of head HR and CEO.

There is Joining Formalities, Internal grading structure, salary processing formalities,

service condition, Additional HR policies, and policies for Resignation/Termination.

Apart from the work the individual view is taken into consideration. Any problem in the

organization to an of their team member personal consul ling is done & tries to satisfy

their need i.e. (sociological & psychological needs).

The ultimate objective of the co. is in the growth of organization. If policies are not made

and implemented and proper care is not taken of human assets i.e. employees than there

is no progress to the employees and organization. So policies are important as well their

employees who are key person who follows policies.


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Objectives:

The Human Resource objective consists of the following:

1. Manpower planning.

2. Recruitment and selection.

3. Employee Development.

4. Performance Appraisal.

5. Develop belongingness for work.

6. Excellence performance award every month.

7. Training and Development.

8. Planning future goals for career development.

9. Teamwork & cooperation with people in the organization.

10. To provide security for work.

11. Promotion.

12. To build organization with integration, honesty & Quality of work.


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STRUCTURE OF HUMAN RESOURCE DEPARTMENT- Transformer Division

General Manager Manufacturing Head

PERSONNEL (T1)

TIME OFFICE

Sharayu D mello Dy. Manager

Personal

MV Tokekar Dy. Manager

Administration

Personal function Smita Sawant Sr. Supervisor

(T/O function) MG Chaubal

Sr. Supervisor

Personal function C.J Khare

Sr. Supervisor

(T/O function) A.V Pawar

Sr. Assistant

Cashier CC D Souza Sr.Supervisor


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CHAPTER-III

JOB PROFILE

SCOPE OF WORK.

RECRUITMENT PROCESS.

INTERVIEW ASSESSMENT FORM.

LIST OF CANDIDATES RECRUITED.

ORIENTATION PROGRAM.

TRAINING PROGRAM.

TRAINING CALENDER.

TRAINING FEED BACK FORM.


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INTERNSHIP JOB PROFILE:-

During my summer Internship I worked in Personnel Department, Transformer Division.

Transformer Division at Kanjurmarg, Mumbai

In personnel Department my Scope of Work was Overall Recruitment Process which

includes:-

Head Hunting Candidates.

Short listing the CV s.

Briefing the Candidates.

Fixing-up the interviews.

Organizing & Co-ordinating Interviews.

Interaction with various departments for their Requirements.

Off Campus For Graduate Trainees

New Recruit joining formalities

Maintaining Personal files of the new recruits

Exit Interview formalities


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Recruitment Process at CG:-

Acquiring Resumes of candidates from Internal & External Sources.

Scanning the Resumes

Contacting the Candidates via E-mail and Telephone.

Co-ordinating dates and availability of the Panel as well as candidates.

Completing Pre Interview formalities.

Short listing Candidates for Second Interview.

Final Interview for short listed Candidates.

Salary fitment.

Issue of Offer letter.

Recruitment Process completes after issue of offer Letter.

Recruitment Policy of Crompton Greaves:-

CGL is Engineering Company, In Transformer Division -

CG Recruits Engineers Mostly from Electrical & Mechanical background.

Fresh Engineering Graduates are appointed in CG as Graduate Trainee Engineer

for the period of 1 year.

Fresh Management Graduate is appointed as Management Trainee for the period

of 1year.

Both GT & MT are confirmed after 1year.

Minimum Experience required is 1year for Executives.

Company has Transformer Plants at Nasik & Bhopal so candidate from the nearby

areas are Posted at these locations as per requirement.

Medical Test /Fitness Certificate are Mandatory for all Executives.


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Interview Assessment Form

Name of Candidate: Position Interviewed for:

Date of Interview: Nature of Employment: Contract / Regular

Present Company: Present Designation:

Education Qualifications: Total Experience:

Current CTC & Net Take Home: Expected CTC & Take Home

Assessment Details: Rating Scale 1 5: (1 Poor, 2 Average, 3 Good, 4 Excellent, 5 Outstanding)

Personal Assessment

Rating Technical / Functional Skills Rating (List the Skills)

Rating

Education Qualifications Skill 1

Relevance of Previous Experience Skill 2

Attitude (Motivation to join us) Skill 3

Personality (Individualistic / Team player etc.) Skill 4

Comprehension, Analytical & Mental Ability Skill 5

Communication Skills (clarity, understanding) Skill 6

Job / Product / Technical Knowledge Skill 7

Interviewer s comments Technical Interviewers:

HR Interviewers:

Overall Rating: Scale: 1 5: (1 Poor, 2 Average, 3 Good, 4 Excellent, 5 Outstanding)

Interview Result / Feedback: SELECT / REJECT / KEEP PENDING (tick the decision)

IF Selected:

Designation / Position to be Offered: Division / Business Unit Grade / Band / Level:

Notice Period: CTC Recommended Expected Date of Joining

Notice Period Buying required, if any? (Please elaborate): - ________________________________________________________________________________________ Signature of the Panel of Interviewers: Name of Interviewer Designation & Department Signature 1.

2.


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CROMPTON GREAVES LIMITED

REMUNERATION STRUCTURE - EXECUTIVE GRADE - C2

GRADE C2

BASIC SALARY 7000

84000

CLA 6835

82020

TOTAL (A) 13835

166020

MONTHLY ALLOWANCES (B)

H R A 3525

42300

CONV ALL 800

9600

EDUCATION ALL 500

6000

WORKS ALL (Mfg.Divns. Only) 0

0

SPECIAL ALLOWANCE 0

0

GRADE ALLOWANCE 3875

46500

TOTAL (B) 8700

104400

TOTAL (A to B) 22535

270420

ANNUAL EMOLUMENTS (C)

LTC 1317

15800

REIMB DOM MED EXP 1250

15000

TOTAL (C) 2567

30800

TOTAL (A to C) 25102

301220

RETIREMENT BENEFITS (D)

PF(12% of Basic+HCLA) 1660

19922

SUPERANNUATION (15% of Basic) 1050

12600

GRATUITY (4.81% of Basic+HCLA) 665

7986

TOTAL (D) 3376

40508


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TOTAL (A to D) 28477

341728

VALUATION OF PERQUISITES (E)

HOSP. INSURANCE 375

4500

TOTAL (E) 375

4500

TOTAL (A to E) 28852

346228

GENERAL INFORMATION

Annual Performance Recognition 24000

Hospitalisation (Max 6 persons) 120000

SALARY STRUCTURE

GRADE E2 (MUMBAI)

BASIC SALARY 3000

36000

HCLA 9300

111600

TOTAL (A) 12300

147600

MONTHLY ALLOWANCES (B)

HOUSE RENT ALLOWANCE 3050

36600

CONVEYANCE ALLOWANCE 800

9600

EDUCATION ALLOWANCE 200

2400

WORKS ALLOWANCE (Mfg.Divns. Only) 75

900

SPECIAL ALLOWANCE 4400

52800

GRADE ALLOWANCE 1650

19800

TOTAL (B) 10175

122100


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ANNUAL EMOLUMENTS (C)

LEAVE TRAVEL CONCESSION 508

6100

REIMBURSEMENT - DOMICILIARY MEDICAL

1000

12000

TOTAL (C) 1508

18100

TOTAL (A to C) 23983

287800

RETIREMENT BENEFITS (D)

PF(12% of Basic+HCLA) 1476

17712

SUPERANNUATION (15% of Basic) 450

5400

GRATUITY (4.81% of Basic+HCLA) 592

7100

TOTAL (D) 2518

30212

TOTAL (A to D) 26501

318012

VALUATION OF PERQUISITES (E)

HOSPITALISATION INSURANCE 375

4500

TOTAL (E) 375

4500

TOTAL (A to E) 26876

322512

GENERAL INFORMATION

Annual Performance Recognition 18000

Hospitalisation (Max 6 persons) 80000

We also provide: *Canteen facility which costs around Rs.24,000/- per year, per executive at Mumbai for the Company

* The major hospitalisation coverage expenses for the Executive, spouse and two dependent children upto the age of 24 years (not dependent parents) to a limit of Rs.3.00 lacs per financial year

* The Executive is covered under Group Personal Accident Policy However, please do note that we have not computed the above as part of

the CTC component


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Candidates Recruited by ME during the course of training.

NAME SHORTLISTED CANDIDATE

STATUS

STATUS DOJ QUAL BACKGROUND

SMITA MOHITE E2 OFFER ACCEPTED 14/08/2006

BE-ELEC VJTI EMCO AMIT MIRGAL E2 OFFER ACCEPTED BE-ELEC BBL VIKRANT HASE E1 JOINED 20/06/2006

BE-ELEC - PUNE GEMINI

AROOP C M2

OFFER IN PROCESS

MAYUR DUBEY E2 OFFER ACCEPTED 20/07/2006

BE-MECH VIDHARBHA BBL

NIHAL E1 BBL SHAMIR KHAN E2 OFFER IN PROCESS BE - MECH EMCO

SOLANKI E2 JOINED - INCOMING 19/06/2006

BE- MECH SURASHTRA WELSPUN

SACHIN JAGTAP E1 JOINED INPROCESS 18/07/2006

BE - PROD EMCO DINESH LOKHANDE E1 JOINED TEST 6/7/2006 BE-ELCE - SP EMCO CHANDRAKANT GUDE E1 JOINED - TEST BE ELEC - SP AROP ELECT

SHEKHAR BUVA E2 OFFER ACCEPTED 20/08/2006

BE- PROD - K K WAGH GANG PRESS

PR NOT YET APPROVED

DEELIP DHURDE E1 JOINED 20/07/2006

BE-ELCT EMCO

LANDE E1 JOINED 27/06/2006

BE-MECH - PUNE UN

HYMECH ENGG

MAHESH PAWAR E1 OFFER ACCEPTED 5/8/2006 BE-ELEC- PUNE EMCO

YOGESH JADHAV E1 OFFER ACCEPTED 17/08/2006

BE-ELEC - GUJRAT T & R

MANDAR WAINGENKAR E1 OFFER ACCEPTED 10/8/2006

BE-MECH

PR NOT YET APPROVED

PR SURRENDERED AGAINST IMPORT CONTRACT OFFER ISSUED JOINING 14TH AUG SANGALE E1 JOINED 1ST JULY BE-MECH - BV J & J


-36-

ORIENTATION PROGRAM AT CROMPTOM GREAVES

I CGL all new recruits are provided a very homely atmosphere and are treated with

respect and gratitude.

Once all the post recruitment formalities are completed i.e. submission of necessary

documents and medical tests the process of orientation starts.

Orientation means the introduction of an employee in the organisation and the job by

giving him a possible information about the organisation's history, Objectives,

Philosophy, Policies, Future Development, Opportunities, Products, Goodwill in the

market and the community, and introducing him to other employees with whom and for

whom he has to work.

At first all the new recruits are welcomed bye the HR manager of the division.

The name, qualification, past employer is then displayed on the LCD screen at

the entrance of the division. (Initiated by me.)

The companies medical Doctor then approves the medical tests done my the new

recruits.

The new recruit is then given the Orientation Kit (Initiated by me.) which

includes:

1) CG Values.

2) Booklet- our Values- The Driving Force.

3) CG Values Booklet.

4) Travel Policy.

5) Overview- for Executives.

6) Rules for Procedure for Management.


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7) Planner.

8) Works Calendar.

9) FAQ. (Prod/QA).

10) Notice Period- Revision of policy (Letter).

11) Employee Profile.

12) Performa for Issue of Identity Card.

13) P.F and Gratuity Form.

14) Punching Card.

All the above documents are put into a folder and given to the new recruits and time is

given to them to study and understand the values of the organization.

An orientation plan is been drawn and given to the new recruits, in which they

have to spend a week in different departments of the division to get a feel of the

organization. The plan formulated is as under:

Day 1

8.30-10.30 Winding dept.

11.00-12.30 Marketing dept.

1.00-4.30 Bay 14.

Day 2

8.30-10.30 Bay 0.

11.00-12.30 Power Winding.

1.00-4.30 Materials Dept.

Day 3

8.30-10.30 I T Dept.

11.00-12.30 Finance Dept.

1.00-4.30 Design Dept.


-38-

The above mentioned table is just a brief detail as to how the Orientation plan is

formulated. Each and every new recruit has to go through this plan to get a feel of the

functioning of the organization.


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Training program at Crompton Greaves.

The determination of training needs of personnel at all levels, skill training, employee

counseling, and programmes for managerial, professional and employee development;

Self-initiated developmental activities (formal education), during off-hours (including

attendance at school/college/professional institutes); reading and participation in the

activities of the community.

Under this area, the training needs of the company are identified, suitable training

programs are developed, operatives and executives are identified for training, motivation

is provided for joining training program, the line management is advised in matters of

conducting training programs, and the services of specialists are enlisted. The

effectiveness of training programs has to be evaluated by arranging follow-up studies.

In CGL Training is given a lot of importance, as overall development of the employee is

considered very important. So a considerable amount and time is spent on development

of the employee as a whole. The company formulates a training calendar for each and

every employee of the organization, let it he a worker, staff or executives, every one is

considered for training.


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Training Calendar 2006-07 for the month for June & July.

Date Programme Batch Venue For

19-20/06/06 COACHING STAGE OF CGPS GLOBAL ACCR

PLAN

20-25 CHANAKYA, CGMDC. MUNSHI

E1-M3

19-20/07/06 INTEREST STAGE OF CGPS GLOBAL ACCREDIATION PLAN


E1-M3

05-07/07/06 SUPPLY CHAIN MANAGEMENT

20-25 AHMEDNAGAR EXECUTIVES

08-09/06/06 FINANCE FOR NON-FINANCE EXECUTIVES

20-25 AHMEDNAGAR E2 AND ABOVE

16-17/06/06 CERTIFIED RECRUITMENT

ANALYST


EXECUTIVES

22-23/06/06 VALUES WORKSHOP 20-25 GOA ALL EMPLOYEES

06-07/07/06 VALUES WORKSHOP 20-25 NASHIK ALL EMPLOYEES

14-15/07/06 TRAIN THE TRAINER 20-25 CHANAKYA, CGMDC. MUNSHI

M2-L2


-41-

17-18/07/06 COMMUNICATION AND PRESENTATION

SKILLS

20-25 NEW DELHI E1-M3

07-08/07/06 Effective MANG. OF

TIME & STRESS WORK LIFE BALANCE

20-25 NEW DELHI ALL EXECUTIVES

21-22/07/06 EXECUTION 20-25 CHANAKYA, CGMDC. MUNSHI

E1-M3 (LEAD TEAM)

07-08/07/06 TEAM BUILDING 20-25 BHOPAL

17-19/07/06 PERFORMANCE EXECELLANCE- SALES

30 GURUKUL, CGMDC, MULSHI

STAFF (SALES, MKT

11-13/07/06 PERFORMANCE EXECELLANCE-

MATERIALS

30 GURUKUL, CGMDC, MULSHI

STAFF( MATERIALS)

The above training programs have been conducted as per schedule and were a great

success. To judge the effectiveness of the training program a Training Evaluation Form is

to be duly filled by the employee who has undergone the training. This form helps in

judging the effectiveness of the training program, which forms a platform for formulating

the future training programs.


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TRAINING FEED BACK & EVALUATION

1. Name of the Training Programme : ______________________________

2. Faculty : ______________________________

3. Date / Duration of Programme : ______________________________

4. Venue : ______________________________

5. Contents of Programme : ______________________________

6. PROGRAMME ASSESSMENT :

A. The contribution of the programme in knowledge / professional skills enhancement was Insufficient Sufficient Very High

Unsatisfactory Satisfactory Good Excellent B. Training Methodology C. Course Material D. Overall Programme Rating

E. What went Well ?

F. What could be improved ?

G. What I have learnt ? Knowledge :

Skill :


-43-

H. How the Training will be useful in my work

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

Signature : ______________________________

Name of Participant : ______________________________

Department : ______________________________

To be filled by immediate superior

I. Improvement Noticed. :

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

______________________________________________________________________

J. Follow up required :

______________________________________________________________________

______________________________________________________________________

______________ Department Head

K. Training Recorded

______________________ Date : Personnel Department


-44-

My mentor Ms. Sharayu D Mello, has guided me in different areas of HRD like

Recruitment, Selection, Orientation, Training & Development etc. During my Internship I

got an opportunity to attend interviews along with my Mentor & Panel Members, which

was a good learning for me.

During Internship I also got Knowledge of Employee Relations, Handing Various issues

related to Employees ,Workers.


-45-

CHAPTER-IV

THE PENULTIMATE STEP

RESEARCH METHODOLOGY.

CONCLUSION.

OBSERVATION AND FINDINGS.


-46-

Research Methodology

Research Methodology is a systematic method of discovering new facts or verifying old

facts, their sequence, inter-relationship, casual explanation and the natural laws which

governs them.

Research Methodology explained by Redman and Mory are as follows systematized

effort to gain new knowledge Research Methodology is original contribution to the

existing stock of knowledge making for its advancement. It is the purist of truth with the

help of study. Observation, comparison and experiment. In short also covers the

systematic method of finding solution to a problem is research. It also covers the

systematic approach concerning generalization and the formulation of the theory.

Different stages involved in research consists of enacting the problem, formulating a

hypothesis, collecting the facts or data, analyzing the facts and reaching certain

conclusion either in the form of solution towards the concerned problem or in

generalization for some theoretical formulation.

In Research Methodology mainly Data plays an important role.

The Data is divided in two parts:

a) Primary Data.

b) Secondary Data.

Primary Data is the data, which is collected directly by direct personal interview,

interview, indirect oral investigation, Information received through local agents,

drafting a schedule, drafting a questionnaire.

Secondary Data is the data, which is collected from the various books, magazine and

material, reports, etc. The data which is stored in the organization and provide by the HR

people are also secondary data. The various information is taken out regarding that

subject as well other subject from various sources and stored. The last years data stored


-47-

can also be secondary data. This data is kept for the internal use of the organization. The

HR manual is for the internal use of the organization they are secondary data which help

people to gain information. In this report the data plays a very crucial role. For this report

the data was provided to me by HR department and other departmental head in the

organization.

The Primary and Secondary data which is specified above was provided by:

a) Dy- Manager HR- Personnel.

b) Sr. Executive.- Personnel

c) Other department head.

Due to discussion with these people lot data as well latest information was known by

these people who was very beneficial and was primary data to me. This is the Research

Methodology used in the project. The primary and secondary data method has been used

in this project. Unless the data is collected no project can be complete. So both these data

is very important in the project.


-48-

CONCLUSION

The overall Recruitment process in Crompton Greaves Ltd. satisfactory. There are certain

organization objectives both in short term and long term should be taken into

consideration as a basic parameter for recruitment decision and need of the personnel

area which will be beneficial to everyone in organization.

There are minor modifications in the areas like documentation of recruitment process,

other department head participation in interview, written test, and involvement of senior

executives in the process of orientation.

The training program conducted is of a very good type as it covers most of the topics

necessary for the growth and development of the employee in the organization. The

organization also covers all the employees and not only training the top brass of the

company.

the company should consider:

Establish cost and time effective Recruitment & Selection Practices & Processes

Design good Induction & Orientation Processes coupled with Technical,

Functional & On-the-job, and Off-the-job training & skill development programs

till the time an employee is ready to be productive.

Introduce learning practices, knowledge sharing activities, create Knowledge

Dashboards and promote sharing information between teams, departments and in

the entire organization.

Establish clear and transparent employee classifications & occupational levels so

that roles and responsibilities are clearly defined. This is possible if you have a

robust Grading & Designation system, which is not only as per current size of

manpower but also futuristic, and capable to take care of additional manpower

expected to be recruited in near future.


-49-

OBSERVATION AND FINDINGS

Crompton Greaves Ltd is a leading Company in the marker today. The HR department

is having very strong base and while doing project in the company the observation and

findings found by me are as follows.

The company has clarity of the recruitment process and they are doing well and

recruiting correct candidates.

The recruitment process is decentralized in the company.

Most of the time the criteria of selection are on the basis of the Knowledge +

Experience. this is good for the company.

The company provides a good basis for the FRESHER. Which is a positive side

for the both the concern, in the form of GT/MT.

The personal interview is more beneficial than other method of the interview.

The company concentrates more on E- Recruitment for the need of man power.

The selection of the candidate in CGL is done up to the mark. There is no bias s

view for other.

The sales department and finance department their clearances process is also

slow.

The working environment for the workers in the factory is excellent to work in.

The canteen facility are also above standards.

The panel of interviewers are all CRI certified executives.

Lack of involvement of senior executives in the process of Orientation.


-50-

BIBLIOGRAPHY

Books

Human Resource Management

- Anjali Ghanekar

Manual

HRD Manual of CROMPTON GREAVES LTD

CGL Database.

Websites

www.cgl.com

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