Somany ceramics ltd

file project

1. SUMMER TRAINING REPORT
ON
“RECRUITMENT & SELECTION
PROCESS IN
SOMANY CERAMICS LTD”





SUBMITTED IN PARTIAL FULFILLMENT REQUIREMENT
FOR THE AWARD OF THE DEGREE OF
MASTERS OF BUSINESS ADMINISTRATION
(SESSION 2011-2012)

SUBMITTED BY: -
NISHA
ROLL NO 741/MBA
MBA.3
RD
SEMESTER

PDM COLLEGE OF ENGINEERING , BAHADURGARH
MAHARSHI DAYANAND UNIVERSITY , ROHTAK

2. NOWLEDGEMENT

The satisfaction and euphoria that accompany the successful completion of any task
would be incomplete without the mention of the people who made it possible, whose constant
guidance and encouragement crowned out effort with success.

Though taking a project of this nature was a thrilling experience for me, the task would
not have been accomplished without the assistance and guidance of our experienced professor.
Our professor has been kind enough to understand our queries and evolve a suitable solution
package to each one of us for completing this project on time.

I thank the College and Department of Human Resource for providing all the facilities
required to conduct the project.

My sincere thanks to faculty guide , “DR. NIDHI MISHRA” HOD (Head of the
department). I am greatly indebted to his help, which has been of immense value and has played
a major role in bringing this to a successful completion.
I would also like to thank Ms. Poonam, (Deptt. Of Mgt. Studies) for her kind attitude
towards me & for their co-operation remained as a constant source of insipiration during my
report also for having spared her precious time in spite of her busy and tight schedule.

"Study of Recruitment and Selection Process in an Organization”
All those employees of “Somany Ceramics Limited” deserve special thanks for their
cooperation and help in the collection of necessary and relevant material for this work.
Also, I do thank and remember my friends for their effort and helping hand.
Every effort has been made to enhance the quality of work. However, I owe the sole
responsibility of the shortcoming, if any, in the study.

3. DECLARATION


I, Nisha, Roll no. 741, Course- M.B.A. (3
rd
Semester) , Bahadurgarh, hereby declare that the
project entitled ‘RECRUITMENT & SELECTION PROCESS IN SOMANY CERAMICS
LTD.’ is an original work and same has not been submitted to any other institution for the award
of any other degree. The interim report was presented to the supervisor on………………………
and the pre- submission was made on……………………
The feasible suggestion as approved by faculty have been duly incorporated in consultation with
the supervisor.



Countersigned



Signature of supervisor Signature of the Candidate



Forwarded by:



Director/Principal of the Institute

4. TABLE OF CONTENT

CHAPTERS TABLE CONTENTS PAGE NO.
1 Title Page


2 Certificate


3 Acknowledgement


4 Declaration


5 INTRODUCTION 1-19
6 COMPANY PROFILE 21-27
7 OBJECTIVE OF STUDY

29
8 RESEARCH METHODOLOGY

31-35
9 DATA ANALYSIS AND INTERPRETATION 37-51
10 FINDINGS 53
11 LIMITATIONS OF STUDY 55
12 RECOMMENDATIONS AND SUGGESTIONS 57-59
13 CONCLUSION 61
14 BIBLIOGRAPHY
15 ANNEXURE

5. CHAPTER-1

INTRODUCTION

6. INTRODUCTION

Human resource management is concerned with the ‘people’ dimension in management. Since
every organization is made up of people, acquiring their skills, developing their skills, motivating
them to high levels of performance and ensuring them to continue to maintain their commitment
to the organization, are essential to achieving organizational objectives. This is true regardless of
the type of organization – Government, business, education, health, recreation or social action.
Getting and keeping good people is critical to the success of every organization, whether profit
or non- profit, public or private.
Those organizations that are able to acquire, develop, stimulate and keep out standing workers
will be both effective and efficient. Those organizations that are ineffective or inefficient risk the
hazard of stagnating or going out of business.
Survival of an organization requires competent managers and workers coordinating their
effort towards an ultimate goal, while successful coordination cannot guarantee success.
Organizations that are unsuccessful in getting such coordination from managers and workers will
ultimately fail. It’s been well said by Werther & Davis – “How well an organization attains,
maintains and retains its human resources determines its success and failures. And the success or
failure of the organization shapes the well being of every person on the planet”
Human resources are the most valuable and unique assets of an organization. The

successful management of an organization's human resources is an exciting, dynamic and

challenging task, especially at a time when the world has become a global village and economies

are in a state of flux.

The scarcity of talented resources and the growing expectations of the modern day worker have

further increased the complexity of the human resource function.

7. DEFINITIONS


According to Edwin B Flippo –
“Personal management is planning, organizing, directing and controlling of the
procurement, development, compensation, integration, maintenance, separation of human
resource to the end that individual, organization and social objectives are accomplished”


According to Micheal J. Junis –
“Personal management is the field of management which has to do with the planning,
organization and controlling various operative functions of procuring, developing and
maintaining and utilizing labor force such that – (a) the objective for which the company is
established are attained economically and effectively; (b) objective of all levels of personnel are
same to the highest possible degree and (c) objectives of the community are duly considered and
served”


According to U.K. Institute of Personal Management –
“Personal management is that part of management function which is primarily concerned
with human relationship within the organization.
Its objectives are maintenance of those relationship on a basis by which consideration of the well
being of the individual, enable all those engaged in the undertaking to make the maximum
contribution to the effective working of that undertaking”.
Management is a process of getting things done with and through other people. The
management process includes planning, organization, directing, leading and controlling activities
to accomplish organizational goals.

8. HUMAN RESOURCE MANAGEMENT MODEL

In recent years, there has been relative agreement among HRM specialist as to what
constitutes the field of HRM. A model that provides the focus was developed by the American
Society for Training & Development (ASTD). In this study they defined 9 HR areas –

1. Training & development – focus is on identifying, assessing and through planned
learning, help in developing key competencies, which enable individuals to perform
current or future jobs.
2. Organizational development – focus is on assuring healthy inter & intra unit
relationships and helping groups initiate & manage change.
3. Organizational / Job designing – focus is on defining how tasks, authority and system
will be organized and integrated across organizational units and in individual jobs.
4. Human resource planning – focus is on determining the organization’s major needs,
strategies and philosophies.
5. Selection & staffing – focus is in matching people and their career needs and capabilities
with jobs and career paths.
6. Personal research and information system – focus is on assuring a personnel
information base.
7. Compensation / benefits – focus is on assuring compensation and benefits fairness and
consistency.
8. Employee assistance – focus is on providing personal problem solving, counseling to
individual employee.

Union / labor relations – focus is on assuring healthy union / organization relationships

9. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

The main functions of Human resource Management are;
 Job Design (JD)
 Job Analysis
 Human Resource Planning (HRP)
 Recruitment
 Selection
 Hiring
 Induction
 Performance Evaluation
 Compensation Management
 Training and Development
 Employee Movements
 Welfare Administration
 Health and safety Administration
 Discipline Administration
 Grievance Handling
 Labour Relations

10. RECRUITMENT & SELECTION

Every organization has its own policies, procedures, rules and regulations for effective
management. All these aspects are kept in mind during the working and the structure of that
particular organization. Every department has to perform its functions and follow that guidelines
prescribed for these functions. The only factor that distinguishes one company from another is
the quality of the people working in that organization. People are the key factor for the growth of
any organization.
It’s pertinent to state that for the right people to reach the right organization, the organization
culture, environment and practices are of utmost importance. To reach new frontiers of
knowledge, people of high caliber and understanding are essential. Business today is built, and
growth, around human resources. The people are the key resources. The organization with a
motto “people always first will reap the best fruits in the long run”.

Recruitment refers to the process of screening, and selecting qualified people for a job at an
organization or firm, or for a vacancy in a volunteer-based organization or community group
While generalist managers or administrators can undertake some components of the recruitment
process, mid- and large-size organizations and companies often retain professional recruiters or
outsource some of the process to recruitment agencies. External recruitment is the process of
attracting and selecting employees from outside the organization. The purpose of recruitment is
to prepare an inventory of people who meet the criteria laid down in job specifications so that the
organization may choose those who are found most suitable for the position vacant.






Recruitment Purpose:

11.  Attract and encourage more and more candidates to apply in the organisation.

 Create a talent pool of candidates to enable the selection of best candidates for the
organisation.

 Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.

 Recruitment is the process which links the employers with the employees.

 Increase the pool of job candidates at minimum cost.


 Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.

 Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.


 Meet the organizations legal and social obligations regarding the composition of its
workforce.


 Begin identifying and preparing potential job applicants who will be appropriate candidates.

 Increase organization and individual effectiveness of various recruiting techniques and
sources for all types of job applicant.

12. Sources of recruitment

 Internal sources
 External sources

MERITS OF INTERNAL SOURCES

1. It is time saving, economical, simple and reliable.
2. There is no need of induction training because the candidate already knows everything about
the organization, the work, the employee, the rules and regulations etc.
3. It motivates the employees of work hard in order to get higher jobs in the same organization.
4. It increases the morale of the employees and it improves the relations in the organization.
5. It reduce executive turnover.
6. It develops loyalty and a sense of responsibility.

DEMERITS OF INTERNAL SOURCES

1. It prevents new blood from entering the organization. New blood brings innovative ideas,
fresh thinking and dynamism into the organization.
2. It has limited scope because it is not possible to fill up all types of vacancies from within the
organization. The position of the person who is promoted or transferred will be vacant.
3. There may be bias or partiality in promoting or transferring persons from within the
organization.
4. Those who are not promoted will be unhappy.

13. EXTERNAL SOURCES OF RECRUITMENT

The external sources of recruitment are:-
1. Management Consultants: Management consultants are used for selecting higher-level
staff. They act as a representative of the employer. They make all the necessary arrangements
for recruitment and selection. In return for their services, they take a service charge or
commission.

2. Public Advertisements: The Personnel department of a company advertises the vacancy in
newspapers, the internet, etc. This advertisement gives information about the company, the
job and the required qualities of the candidate. It invites applications from suitable
candidates. This source is the most popular source of recruitment. This is because it gives a
very wide choice. However, it is very costly and time consuming.

3. Campus Recruitment: The organization conducts interviews in the campuses of
Management institutes and Engineering Colleges. Final year students, who're soon to get
graduate, are interviewed. Suitable candidates are selected by the organization based on their
academic record, communication skills, intelligence, etc. This source is used for recruiting
qualified, trained but inexperienced candidates.

4. Recommendations: The organization may also recruit candidates based on the
recommendations received from existing managers or from sister companies.

5. Deputation Personnel: The organization may also recruit candidates who are sent on
deputation by the Government or Financial institutions or by holding or subsidiary company.

14. ADVANTAGES OF EXTERNAL SOURCES

1. It encourages young blood with new ideas to enter the organization.
2. It offers wide scope for selection. This is because a large number of suitable candidates will
come for the selection process.
3. There are less chances of bias or partiality.
4. Here there is no need to maintain confidential records..

DISADVANTAGES OF EXTERNAL SOURCES

1. It is very costly because advertisements, test, medical examination etc. has to be conducted.
2. It is very time consuming because the selection process is very lengthy.
3. It may not develop loyalty among the existing managers.
4. The existing managers may leave the organization if outsiders are given higher post

FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment:-
1) INTERNAL FACTORS
• Recruiting policy
• Temporary and part-time employees
• Engagement of the company in HRP
• Company’s size
• Cost of recruitment
• Company’s growth and expansion
2) EXTERNAL FACTORS
• Supply and Demand factors
• Unemployment Rate

15. • Labour-market conditions
• Political and legal considerations
• Social factors
• Economic factors
• Technological factor

RECRUITMENT POLICY

Recruitment policy is necessary for organizations to respond to its human resource requirements
in time. Therefore, it is important to have a clear and concise recruitment policy in place, which
can be executed effectively to recruit the best talent pool for the selection of the right candidate
at the right place quickly. It may involve organizational system to be developed for
implementing recruitment programmes and procedures by filling up vacancies with best
qualified people.
A recruitment policy of an organization should be such that:
1. It should focus on recruiting the best potential people.
2. To ensure that every applicant and employee is treated equally with dignity and respect.
3. Unbiased policy.
4. To aid and encourage employees in realizing their full potential.
5. Transparent, task oriented and merit based selection.
6. Weightage during selection given to factors that suit the organization needs.
7. Optimization of manpower at the time of selection process.
8. Defining the competent authority to approve each selection.
9. Abides by relevant public policy and legislation on hiring and employment relationship.
10. Integrates employee needs with the organizational needs.

16. FACTORS AFFECTING RECRUITMENT POLICY

1. Organizational objectives
2. Personnel policies of the organization and its competitors.
3. Government policies on reservations.
4. Preferred sources of recruitment.
5. Need of the organization.
6. Recruitment costs and financial implications

METHODS OF RECRUITMENT

Recruitment methods refer to the means by which an organization reaches to thepotential job
seeker. It is important to mention that the recruitment methods aredifferent from the resources of
recruitment. Dunn and Stephen have broadly classified methods of recruitment into three
categories.
1. Direct Method
2. Indirect Method
3. Third Party Method
1. Direct Method:
In this method, the representatives of the organizations are sent to the potential candidates in
the educational and training institutes. They establish contacts with the candidates seeking
jobs. Person pursuing management, engineering, medical, etc. programmers are mostly
picked up the manner. Sometimes, some employer firm establishes with professors and
solicits information about student with excellent academic records. Sending the recruiter to
the conventions, seminars, setting up exhibits at fairs and using mobile office to go to the
desired centers are some other methods used establish direct contact with job seeker.

17. 2. Indirect method:
It include advertisements in the newspaper, on the radio and television, in professional
journals, technical magazines etc. this method is useful when organization does not find
suitable candidates to be promoted to fill up the higher posts
 When the organization want to reach out a vast territory.
 When organization wants to fill up scientific, professional and
technical posts.
The experience suggests that the higher the position to be filled up in the organization, or the
skill sought by the sophisticated one, the more widely dispersed advertisement is likely to be
used to reach too many suitable candidates.
Sometimes, many organizations go for what referred to as blind advertisement which only
Box No. is given and the identity of the organization is not disclosed.
3. Third Party Method:
These include the use of private employment agencies, management consultants,
professional bodies associations, employee referral recommendation, voluntary
organization, trade banks, labor contractors etc. to establish contact with the job seekers.
Which particular method is to be used to recruit employee in the organization?
The answer to it is that it will depend on the policy of the particular firm, the position of the
labor supply, the government regulations in this regard and agreements with labor organizations.
Notwithstanding, the best recruitment is to look from within the organization

18. Recruitment Process:

Job Analysis
The proper start to a recruitment effort is to perform a job analysis, to document the
actual or intended requirement of the job to be performed. This information is captured in a job
description and provides the recruitment effort with the boundaries and objectives of the search.
Sourcing
Sourcing involves 1) advertising, a common part of the recruiting process, often
encompassing multiple media, such as the Internet, general newspapers, job ad
newspapers, professional publications, window advertisements, job centers, and campus
graduate recruitment programs; and 2) recruiting research, which is the proactive
identification of relevant talent who may not respond to job postings and other recruitment
advertising methods. These initial researches for so-called passive prospects, also called
name-generation, results in a list of prospects who can then be contacted to solicit interest,
obtain a resume/CV.
Screening and Selection
Suitability for a job is typically assessed by looking for skills, e.g. communication,
typing, and computer skills. Qualifications may be shown through resumes, job applications,
interviews, educational or professional experience, the testimony of references, or in-house
testing, such as for software knowledge, typing skills, numeracy, and literacy, through
psychological tests or employment testing.
On Boarding
"On boarding" is a term which describes the introduction process. A well-planned
introduction helps new employees become fully operational quickly and is often integrated with
a new company and environment. On boarding is included in the recruitment process for
retention purposes. Many companies have on boarding campaigns in hopes to retain top talent
that is new to the company, campaigns may last anywhere from 1 week to 6 months.

19. Selection
After identifying the source of human resources, searching for prospective employees and
stimulating them to apply for jobs in an organization, the management has to perform the
function of selecting the right employees at the right time0. The obvious guiding policy in
selection is the intention to choose the best – qualified and suitable job candidate for each
unfilled job. The objective of the selection decision is to choose the individual who can most
successfully perform the job from the pool of qualified candidates. The selection procedure is
the system of function and devices adopted in a give company to ascertain whether the
candidates’ specifications are matched with job specifications and requirements or not.
The Selection Process:
The Selection Committee is responsible for carrying out the selection process. Its main
responsibility is to assess the relative claims of applicants against the selection criteria and
ensure that the best available applicant is recommended for appointment. In order to
achieve it the Selection Committee should:
 Review the search and screening process and search further if it is considered to be
necessary; consider the Faculty Screening Committee's recommendation and shortlist the
candidates to be interviewed.
 Arrange (through the secretary) for each shortlisted candidate to give a presentation(s) to
the Faculty. The Faculty's evaluation of the presentation(s) should be represented to the
Selection Committee through its nominees on the committee.
 Conduct the formal interviews and review referees' reports.
 Recommend the candidate most suitable for appointment

21. BARRIER TO EFFECTIVE SELECTION

The main objective of selection is to hire people having competence and commitment. This
objective is often defeated because of certain barriers. The impediments which check
effectiveness of selection are perception, fairness, validity, reliability and pressure.
 PERCEPTION:
Our inability to understand others accurately is probably the most fundamental barrier to
selecting right candidate. Selection demands an individual or a group to assess and compare the
respective competencies of others with the aim of choosing the right persons for the jobs. But
our views are highly personalized. We all perceive the world differently. Our limited perceptual
ability is obviously a stumbling block to the objective and rational selection of people.
 FAIRNESS:
Fairness in selection requires that no individual should be discriminated against on the basis of
religion, region, race or gender. But the low number of women and other less privileged sections
of society in the middle and senior management positions and open discrimination on the basis
of age in job advertisements and in the selection process would suggest that all the efforts to
minimize inequity have not been very effective.
 VALIDITY:
Validity is a test that helps to predict job performance of an incumbent. A test that has been
validated can differentiate between the employees who can perform well and those who will not.
However, a validated test does not predict job success accurately. It can only increase possibility
of success.
 RELIABILITY:
A reliable method is one which will produce consistent results when repeated in similar
situations. Like a validated test, a reliable test may fall to predict job performance with precision.

22.  PRESSURE:

Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends, and peers to
select particular candidate. Candidates selected because of compulsions are obviously not the
right ones. Appointments to public sector undertakings generally take place under such pressure.

23. INDUCTION



Once an employee is selected and placed on an appropriate job, the process of familiarizing him
with the job and the organization is known as induction.
Induction is the process of receiving and welcoming an employee when he first joins the
company and giving him basic information he needs to settle down quickly and happily and stars
work.
Induction is designed to achieve following objectives: -
 To help the new comer to overcome his shyness and overcome his shyness nervousness in
meeting new people in a new environment.
 To give new comer necessary information such as location of a café, rest period etc.
 To build new employee confidence in the organization.
 It helps in reducing labor turnover and absenteeism.
 It reduces confusion and develops healthy relations in the organization.
 To ensure that the new comer do not form false impression and negative attitude towards the
organization.
 To develop among the new comer a sense of belonging and loyalty to the organization

24. ADVANTAGES OF INDUCTION

The advantages of formal induction are: -
 Induction helps to build up a two-way channel of communication between management and
workers.
 Proper induction facilitates informal relation and team work among employee.
 Effective induction helps to integrate the new employee into the organization and to develop a
sense of belonging.
 Induction helps to develop good relation.
 A formal induction Programme proves that the company is taking interest in getting him off to
good start.
 Proper induction reduces employee grievances, absenteeism and labor turnover.

25. SCOPE
OF THE STUDY

26. SCOPE
The Benefits of the study for the researcher is that it helped to gain knowledge and
experience and also provided the opportunity to study and understand the prevalent
Recruitment and selection procedures.
The key points of my study are :
1. Help understanding the recruitment & selection activities at Somany Ceramics Ltd.
2. Help in thorough analyzing of the current recruitment and selection process.
3. Will help in improving the recruitment and selection methodologies and introducing new
strategies which would increase the productivity of the employee.
4. The study aims at understanding various issues involved in managerial recruitment
process.
5. The study does not look into financial aspects of recruitment cost analysis the study was
done only to know the various sources of recruitment

27. Chapter –2
COMPANY’S PROFILE

28. COMPANY PROFILE

History

The history of a company which has captured the memories of millions of its customers as a
strong witness to every moment of their joy and emotions bears testimony to the durability of its
products. Somany Ceramics Limited is one such company which began as a vision of the future
and an adapting, ever-changing companion to every customer ever since and is now a trail-blazer
for everyone to follow. Somany Ceramics with the plants in Kadi (Gujarat) and Kassar
(Haryana), with the production capacity of 19.6 million square per annum is the producer of the
highest quality of ceramic glazed tiles, vitrified tiles, sanitary ware or porcelain floor tiles.
Somany started off with a clear distinctive position, that of being strong, durable and effectively
close to the heart.
Since its inception in 1969 as Somany Pilkington's, it was this dream of establishing the closest
connect with its patrons that Shri H. L. Somany strived to realize. This dream did not only drive
the company towards the path of unparalleled success, but also established its presence as an
unchallenged leader in the Indian tiles sector.
With a clear and unique objective to achieve, Somany has always tried to relentlessly set
benchmarks and create trends in home interior design. Like every growing family, each Somany
home has stories to tell, which have seamlessly been captured thanks to quality, strength and life
of its products.
To sustain a dream of such a magnitude, it is always important to stay ahead of your time. This
truth, realized by Shri H.L. Somany was not only executed through the superior and innovative
style and quality of Somany products, but also sustained through the wisdom of the following
generations of leaders. With Shri H. L. Somany at the helm as Founder, Shri Shreekant Somany
as the CMD and Shri Abhishek Somany as the JMD, the company is heading towards an exciting
phase of expansion and growth.

29. Management Team:-



Mr. Srikant Somany
Chairman & Managing
Director
Mr. Abhishek Somany
Joint Managing Director
Mr. G.G.Trivedi
CEO






Mr. A. K. Beejawat
President
Mr. Tapan Jena
Joint President (Sales &
Mktg)
Mr. Sundar Rajan
Vice President (Commercial)





Mr. K. Dave
Vice President (Technical)
Mr.R. K. Lakhotia
Vice president (Finance)
Mr. R. P. Mittal
Vice president (Corporate
Affairs)

30. SOMANY’S VALUE







VISION




"Most sought after tile and allied product in India and be the best employer in the tile industry".


MISSION




"Achieving customer delight through business innovation and cost effectiveness while pursuing

latest fashion trends in ceramics

31. SOMANY BRANDS

33. PLANT LOCATION


GUJRAT HARYANA







KASSAR
Works & Corporate Office SOMANY CERAMICS LIMITED
P.O. – Kassar – 124 507, Bahadurgarh (Haryana)
Tel : 01276 - 241001 / 0005
Fax : 01276 - 241006 / 1011
Email : [email protected]


KADI WORKS
14, G.I.D.C. Indl. Estate,
Distt. Mehsana, Kadi, Gujarat – 382 715
Tel : 02764 – 242153/ 54/ 242630
Fax : 02764 – 242169/ 70/ 263011/ 326408
Email : [email protected]

34. CORPORATE MILESTONE
2010

Somany became India’s first tile company to be felicitated with the BIS mark license for its
products, manufactured at the Kassar manufacturing unit.
Won the Power Brands Award.



2009
Somany earned the patent for its innovative VC Shield technology.



2000
Awarded Export House award.
Capexil award for three consecutive years



1999
ISO 14001 certification awarded
ISO 9001 certification awarded





1998
ISO 9002 certification awarded



1996

Somany’s in-house R & D department became the first department in the Indian tile
industry to get approval/recognition from the Govt. of India.

35. CHAPTER-3
OBJECTIVES

36. OBJECTIVE

1. To study about different sources of recruitment and various types of selection tests.
2. To analyze and study the appropriate method of recruitment & selection process.
3. To identify the probable area of improvement to make Recruitment and Selection of
employee.
4. To know the managerial satisfaction level about Recruitment and Selection Procedure.

37. Chapter – 4
RESEARCH
METHODOLOGY

38. RESEARCH METHODOLOGY

Research is considered as movement, a movement from known to unknown. It is actually a
voyage of discovery.

According to Clifford woody “Research comprises defining and redefining problems,
formulating hypothesis or suggested solution; and at last carefully testing the conclusions to
determine whether they fit the formulating hypothesis”.
The plan is called “Research Methodology” comprised of a number of interrelated and
overlapping practices. It may be understood as a science of studying how research is done
Scientifically.
The purpose of research methodology is to describe the research procedure and to establish a
truth and gain wide acceptability for the research.



RESEARCH DESIGN
Research design is the blue print for collection, measurement and analyses of data. “A Research
design is the arrangement of conditions for collection and analysis of data in a manner that
aims to combine relevance to the research purpose with economy in procedure”. In fact, it is
the conceptual structure with in which research is conducted. Research designs function for us
to ensure that the required data are collected accurately and economically. This research
design for present study is partially descriptive mainly analytical in nature.

39. Types of Research Design


Research design have been classified in different ways, such as—

•Exploratory Research Design

•Descriptive Research Design

•Casual research Design

Exploratory Research

Many times a decision-maker is grappling with broad and poorly defines problems. Exploratory
research uses a less formal approach. It pursues several, possibilities simultaneously and in a
sense it is not quite sure of its objective. Exploratory research is designed to provide a
background, to familiarize and, as the word implies, just “explore”, the general subject. A part of
exploratory research is investigation of relationships among variables without
knowing why they are studied. It borders on an, idle curiosity approach, differing from it only
in that the investigator thinks there may be a payoff in the application some where in the forest of
questions.



Conclusive Research


Exploratory research gives rise to several hypotheses, which have to be tested for drawing
definite conclusions. These conclusions when tested for validity lay the structure for decision
making. Conclusive research is used for this purpose of testing the hypotheses generated by
exploratory research.



Conclusive research can further be classified as:


•Descriptive
•Experimental.

40. Descriptive Research

Descriptive research as the name suggests is designed to describe Something. To be of maximum
benefit, a descriptive study must only collect data for a definite purpose. Descriptive studies vary
in the degree to which a specific hypothesis is the guide. It allows both implicit and explicit
hypotheses to be tested depending on the research problem.


Experimental Research


Experimentation will refer to that process of research in which one or more variables are
manipulated under conditions, which permit the collection of data, which show the effects.
Experiments will create situation so that a researcher can obtain the particular data needed
and can measure the data accurately. Experiments are artificial in the sense that the
situations are usually created for testing purposes. This artificiality is the essence of the
experimental method.

SAMPLE PROFILE
The sample undertaken to conduct research study consist of 100 employees who were newly
recruited in SOMANY CERAMICS LTD.. They have been chosen form 2008 year onwards. It
covers employee from whole eastern zone covering all the branches/departments.

41. TOOL & METHODS OF DATA COLLECTION
The data collection of the project Work is done by:
i. Primary data collection
 Observation
 Interaction
 Interviews
 Questionnaire
ii. Secondary data collection
 Literature Survey
 Journals & Magazines
 Internet
 Company documents
STATISTICAL TOOL:
The statistical data is used to analyze the collected data.
 Pie Chart
SAMPLE PLAN
 Sample size: 100
 Sample unit: Somany Ceramics Ltd., Kassar & Bahadurgarh.
 Sample tool: Random selection (Sr. Persons)
TARGET PEOPLE
 Newly joined employee of the company
 Employee of different level and department

42. DATA PROCESSING AND ANALYSIS
A list of employee from the Company’s residential area was obtained. These lists of 100
employees collected from company internal data.. Minutely going through the transcripts of the
discussion with each employee & doing a content analysis to come to an overall understanding
by summing up all the respondent feedback in order to get a the directional prospective on each
topic of discussion.
Sample drawn were used to collect data pertaining to their interviewing process by the
company along with the companies recruitment & selection process.
The analysis of the collected transcripts is carried out with the help of pie-charts.

43. Chapter – 5
DATA ANALYSIS
&
INTERPRETATION

44. DATA ANALYSIS

Q1. How did you come to know about the vacancy in Somany Ceramics Ltd?
a) Advertisement
b) Employee referral
c) Placement Consultancy services
d) Job Portals
e) Any other ________________ (pl. specify)

Advertisement 6%
Job Portals 19%
Consultant 38%
Employee Referral 25%
Othres 13%




INTERPRETATION:
Out of 100 respondents 40.2% (6) have got information about the vacancy through
placement consultancy services, 26.8% (4) through employee referral, 20.1% (3) through job
portals, 6.7% (1) through advertisement and 13.4% (2) through other sources like I Sculpt
(internal mobility).




Advertisement
6%
Employee Referral
25%
Consultant
38%
Job portals
19%
Others
13%
.

45. Q2. What excited you more to apply for the job in this company?
a) Job description
b) Pay package
c) Organizational background
d) Facilities (perks other than salary)
e) Brand image
f) Designation
g) Growth from past company position
h) Any other____________________(pl specify)
Job Description 9%/
Pay package 12%
Organisational background 17%
Facilities 10%
Brand image 31%
Designation 7%
Growth from past company position 14%
Any other



INTERPRETATION:
Out of 100 respondents 87.1 (13) respondents are attracted by the brand image to apply
for the job in Somany Ceramics Ltd., 46.9% (7) are attracted by the organizational background,
40.2% (6) are attracted by the growth opportunity from past company, 33.5% (5) are attracted by
the pay package, 26.8% (4) are attracted by job description and facilities and 20.1% (3) are
attracted by designation offered by Somany Ceramics Ltd.
Job Description
9%
Pay Package
12%
Org. Background
17%
Facilities
10%
Brand Image
31%
Designation
7%
Past Comp. Growth
14%
.

46. Q3. Where you clear about your role before you joined SOMANY CERAMICS LTD. ?
a) Yes
b) No





INTERPRETATION:
Out of 100 respondents 87.1% (13) were having idea about the job prior to joining the
organization, 13.4% (2) were having no idea about the job prior to joining the organization.
Hence it can be concluded that most of the employee got clear idea about their jobs prior
to joining the organization.








Yes
87%
No
13%
.

47. Q4. Did you get the acknowledgement of the receipt of your C.V. from company’s HR
department?
a) Yes
b) No
c) Don’t remember




INTERPRETATION:
Out of 100 respondents’ 53.6% (8) respondent have got their acknowledgement of the
receipt of their CV from company’s HR department whereas 46.9% (7) have not got their
acknowledgement and 6.7% (1) don’t remember.
Hence it is clear from the available data that more than 50% of the employee got the
acknowledgement of the receipt of their C.V from company’s HR department.










Yes
50%No
44%
Don't Remember
6%
.

48. Q5. Did you get timely communication regarding the interview date, time and venue?
a) Yes
b) No
c) Can’t say




INTERPRETATION:
Out of 100 respondents 93.8% (14) have got timely communication regarding the
interview date, time and venue and 6.7% (1) have not got timely communication.

















Yes
93%
No
7%
Can't say
0%
.

49. Q6. What is your perception towards company’s culture with regard to receiving the candidates
and attention given to the candidate who came for interview?
a) Satisfactory
b) Good
c) Average
d) Poor
e) Very Poor




INTERPRETATION
Out of 100 respondents 60.3% (9) are satisfied regarding the company’s culture and
attention given to the candidate who came for interview, 40.2% (6) says good about the
company’s culture.











Satisfactory
60%
Good
40%
Average
0%
Poor
0%
Very Poor
0%
.

50. Q7. The application form collects the relevant data of the candidate appearing for the interview?
a) To some extent
b) To lesser extent
c) To greater extent
d) Not at all




INTERPRETATION
Out of 100 respondents 80.4% (12) says that the application form collect the relevant data
for the candidate appearing for the interview, 20.1% (3) says that to a lesser extent the
application form collect the relevant data.















To some extent
20%
To lesser extent
0%
To greater extent
80%
Not at all
0%
.

51. Q8. How many rounds of interview had you had to go through?
a) 1
b) 2
c) 3
d) More than 3




INTERPRETATION
Out of 100 respondents 33.5% (5) says that they have to go through three round of
interview, another 33.5% (5) says two rounds of interview, 20.1% (3) says one round of
interview and 13.4% (2) says that there are more than three rounds of interview.















1 Round
19%
2 Round
31%
3 Round
38%
More than 3
13%
.

52. Q9. While interviewing the aspiring candidate the panel has give importance to which of the
following?
a) Experience
b) Qualifications
c) Physical appearance
d) All




INTERPRETATION
Out of 100 respondents 80.4%(12) have accepted that while interviewing the aspiring
candidates the panel will give importance to experience, qualifications, physical appearance and
33.5%(5) have agreed that the panel will give importance to experience, 20.1%(3) have agreed
that the panel will give importance to qualification, 6.7% (1) says that the panel will give
importance to physical appearance while interviewing a candidate.










Experience
25%
Qualification
15%
Physical
Appearance
5%
All
55%
.

53. Q10. How relevant and effective the interview rounds were with respect to the position you are
inducted into the company?
a) To some extent
b) To greater extent
c) Not at all




INTERPRETATION
Out of 100 respondents 80.4% (12) says that to a greater extent the interview rounds were
effective with respect to the position they are inducted into the company, 20.1% (3) says that to
some extent only the interview rounds were effective with respect to the position they are
inducted into the company.












To some extent
20%
To greater extent
80%
Not at all
0%
.

54. Q11. Do you feel that you are placed in the right job in the right department with right fitment?
a) Yes
b) No
c) Can’t say




INTERPRETATION
Out of 100 respondents 93.8% (14) says that they are placed in the right job in the right
department with right fitment, and 6.7 %( 1) says that they are placed in the right job and in the
right department but not with right fitment.
















Yes
93%
No
7%
Can't say
0%
.

55. Q12. Offer letters and appointment letters were issued on time and followed up in between to
keep your interest in the company?
a) To some extent
b) To lesser extent
c) To greater extent
d) Not at all



INTERPRETATION
Out of 100 respondents 80.4%(12) says that to a greater extent offer letters and
appointment orders were issued on time and followed up in between to keep up the interest of the
candidate in the company, 13.4%(2) says that to a some extent and 6.7% (1) says that to lesser
extent the offer letters were issued on time to keep up the interest of the candidate in the
company.













To some extent
13%
To lesser extent
7%
To greater extent
80%
Not at all
0%
.

56. Q13. Did you go through a formal/informal induction program?
a) Yes
b) No



INTERPRETATION
Out of 100 respondents 87.1% (13) says that they have gone through formal induction program
whereas 13.4% (2) says that they are waiting for their induction program.



















Yes
87%
No
13%
.

57. Q14. Are you satisfied with the joining formalities and orientation program at Somany Ceramics
Ltd.?
a) Highly satisfied
b) Satisfied
c) Not satisfied
d) Dissatisfied
e) Highly Dissatisfied




INTERPRETATION
Out of 100 respondents 67% (10) are satisfied with the joining formalities, induction, and
orientation program at Somany Ceramics Ltd. and 33.5% (5) are highly satisfied with the joining
formalities, induction, and orientation program at Somany Ceramics Ltd.













Highly Satisfied
33%
Satisfied
67%
Not Satisfied
0%
Dissatisfied
0%
Highly Dissatisfied
0%
.

58. Q15. Are you satisfied with present organization recruitment policy?
a) Highly satisfied
b) Satisfied
c) Not satisfied
d) Dissatisfied
e) Highly Dissatisfied




INTERPRETATION

Out of 100 respondents 67% (10) are satisfied with the present organization recruitment
policy, 26.8% (4) are highly satisfied with the present organization recruitment policy.













Highly Satisfied
29%
Satisfied
71%
Not satisfied
0%
Highly Dissatisfied
0%
.

59. Chapter- 6

FINDINGS

60. FINDINGS

There are several facts that come up after the survey in the organization:

1. The candidates are not attracted by the pay package but they are attracted by the brand
image of the organization and organizational background.
2. The application form collects data about the candidates to a greater extent appearing for the
interview.
3. For selecting the candidates the traditional method that is interview is done for testing the
capability of the candidates.
4. Experience, qualification and physical appearance is given importance while interviewing a
candidate.
5. The candidates who are selected are highly satisfied with the joining formalities, induction
and orientation program and also with the present organizational recruitment policy.
6. Employees have got the clear idea about their role in the organization prior to their joining
in Somany Ceramics Ltd.
7. Company is currently hiring mostly from internal sources only. Recruitment and selection
process can be improved if company is going for external sources as well.

61. CHAPTER-7
LIMITATIONS
OF
THE STUDY

62. LIMITATIONS
1. Only small sample size was surveyed due to limitation of time.
2. Accuracy of information given by employees cannot be guaranteed.
3. Some of the facts are not disclosed in the report due to restriction and formalities of
company.
4. As the employee of SOMANY CERAMICS LTD. were busy to compile & close their
work by 31
st
March due to pending of FY 2009 – 10, they were not being able to devote
adequate time for the project & interaction.

63. Chapter – 8

RECOMMENDATIONS
AND
SUGGESTION

64. RECOMMENDATIONS AND SUGGESTION

1. The company should use new methods for interviewing a candidate like group
discussion, video conferencing and stress interview.
2. A proper background check should be done while recruitment because where money is
involved the integrity level has to be high.
3. The company should follow good advertisement process about the job vacancies.
4. Communication skill and relevant market knowledge should be given importance while
selecting a candidate.
5. Candidates should be placed based upon their knowledge and experience for the better
fitment of the vacancies in the organization.
6. Referential check should be done from the previous company (if the employee was
previously working).
7. Remuneration part should be explained by the HR department prior to the joining of the
candidate in order to avoid further confusion.
8. The company should reduce time in sending the offer letter.

Recruitment and selection process of a company vary from department to department
based upon the nature of job. Similarly Somany Ceramics Ltd. as an organization comprises
various departments (like sales, credit, operations, etc) where each department operates in a
different style. Hence each department search for some specific qualities along with general
criteria in the new recruits which help the department in its smooth functioning.

65. Following are the specific qualities required by different department:

SALES

 Good negotiation skill
 Sound knowledge about market, production, function
 Good communication skill
 Must have leadership qualities

CREDIT

 Good analytical skill
 Tactful
 Patient
 Good communication skill



OPERATIONS

 Better performer under stress
 Tactful in handling critical situation
 Young candidate with minimum 2-3yrs of experience
 Presentable


COLLECTION

 Innovative & hard working
 Good reasoning power
 Presentable & tactful.

66. LEGAL

 Good written & drafting skills
 Go getter attitude
 Experience holder along with thorough knowledge of law.


ADMINSTRATION

 Ability to remain focused
 Patient & a good listener
 Quality of involvement
 Go getter attitude

67. CHAPTER-9
CONCLUSION

68. CONCLUSION
Based on the analysis through the questionnaire response the following is the conclusion of the
study :-
The organization follows the rules & regulation involved in their Recruitment & Selection
Process of the organization. However there is some scope of improvement with regard to the
following-
1. The manager is fully satisfied with the existing recruitment & selection process
2. Recruitment & selection process should not be lengthy.
3. To some extent clear picture of required candidates should be made in order to search
appropriate candidates.
4. Recruitment & selection process should be impartial

69. CHAPTER-10


BIBLIOGRAPHY

70. BIBLIOGRAPHY

BOOKS
 Awasthappa.k.(2002) “Human Resource & Personnel Management” Tata McGraw-Hill
publishing company limited, New Delhi.
 Kothari, C.R. (2004), “Research Methodology Methods & Techniques”, Second Edition,
New Age International Publishers, New Delhi
 Rao , V.S.P. (2002), “ Human Resource Management,” Second Edition, Parkash
Publication, New Delhi

WEBSITE:
 WWW.wikipedia.COM
 WWW.CITEHR.COM

SEARCH ENGINES
 WWW.GOOGLE .COM

71. CHAPTER-11



ANNEXURE

72. ANNEXURE-1

APPLICATION FORM

Photo
Please affix your
passport size
photograph, Do
not paste.
Post applied for :
Applied through (Please mention the
name of Agency/ Referals) if
applicable.

Name of the candidate
Present Organization:
Present Designation
Date of Birth
Category GEN / OBC / SC / ST
COMMUNICATION ADDRESS PERMANENT ADDRESS

Tele No.01. Tele No. 02.
Do you have any relative in Somany
Ceramics :
Name :
Relation :
Current Salary Details :
1. Basic : 5. P.F :
2. HRA : 6 Medical / E.S.I :
3. Conveyance : 7. Bonus :
4.Gratuity : 8. Others :
Total CTC (Per Month) :
Minimum CTC Expected (Per Month)
:

Salary negotiated (Per Month)
to:

Total Experience in the current
Position / Designation
Total Overall Experience
Minimum Period (in days) required to
join, if selected
References : 1 Contact No.:
References : 2 Contact No. :
Date : Signature of the candidate

73. (For office use only)
SELECTED FOR THE POST OF: IN GRADE:
FINAL CTC PER MONTH:
EXPECTED DATE OF JOINING:
Date:
Signature:

74. ANNEXURE-2

EXIT INTERVIEW FORM
Name of the Resigned Individual :
Function/Location :

Name of Immediate Manager :

Interviewee’s comments :

Score the attributes below with a response which comes closest to how you feel or act:

1.Always/absolutely 2.Most often/to a great extent 3.Sometimes/fairly
4.Rarely/somewhat 5.Never/not at all

S No Attribute Score Comments
1 My job role is clear and is in line
with business/functional strategy
& goals

2 My job is challenging (in terms of
targets)

3 I am given guidance and support
on a regular basis

4 My manager takes quick decisions


5 I am comfortable with the
appraisal process

6 I enjoy autonomy/degree of
freedom on job is high

7 I see growth opportunities in the
job


8 My good work is
recognized/appreciated

9 My job has helped me to develop
skills which will be useful for my
career

10 I am provided technical and
managerial updates on the job by

75. my manager

S No Attribute Score Comments
11 I have received formal
training necessary to
enhance my skills

12 I feel the company is
professional


13 The organizational
environment supports
learning

14 The problems faced on job
are resolved

14 The suggestions made to
improve job or make work
environment more
conducive are accepted

16 My compensation meets
my expectation

17 Employee Benefits meet
personal & family
expectations

18 Personnel Administration in
the Company is effective,
friendly and timely (eg.,
LTA, Salary issues, Medical
benefits)



(If you have any further comments/suggestions, you may enclose an additional sheet)




Individual’s Name : Signature :

Date : Place :

76. S No Attribute Score Comments
11 I have received formal
training necessary to
enhance my skills

12 I feel the company is
professional


13 The organizational
environment supports
learning

14 The problems faced on job
are resolved

14 The suggestions made to
improve job or make work
environment more
conducive are accepted

16 My compensation meets
my expectation

17 Employee Benefits meet
personal & family
expectations

18 Personnel Administration in
the Company is effective,
friendly and timely (eg.,
LTA, Salary issues, Medical
benefits)



(If you have any further comments/suggestions, you may enclose an additional sheet)




Individual’s Name : Signature :

Date : Place :

77. QUESTIONNAIRE

78. QUESTIONNAIRE

Q1. How did you come to know about the vacancy in Somany Ceramics Ltd?
f) Advertisement
g) Employee referral
h) Placement Consultancy services
i) Job Portals
j) Any other ________________ (pl. specify)

Q2. What excited you more to apply for the job in this company?
i) Job description
j) Pay package
k) Organizational background
l) Facilities (perks other than salary)
m) Brand image
n) Designation
o) Growth from past company position
p) Any other____________________(pl specify)
(Please rate the above mentioned options in the order of choice from 1 – 8)

Q3. Where you clear about your role before you joined Somany Ceramics Ltd?
c) Yes
d) No

Q4. Did you get the acknowledgement of the receipt of your C.V. from company’s HR
department?
d) Yes
e) No
f) Don’t remember

79. Q5. Did you get timely communication regarding the interview date, time and venue?
d) Yes
e) No
f) Can’t say

Q6. What is your perception towards company’s culture with regard to receiving the candidates
and attention given to the candidate who came for interview?
f) Satisfactory
g) Good
h) Average
i) Poor
j) Very Poor

Q7. The application form collects the relevant data of the candidate appearing for the interview?
e) To some extent
f) To lesser extent
g) To greater extent
h) Not at all

Q8. Which procedure do you think is appropriate while testing the capability of the employee?
a) Interview ……….
b) Written Test ……….
c) Group Discussion/ Personal Interview ……….
d) Telephonic Interview ……….
e) Video Conferencing .……....
f) Any other____________________(pl specify)
(Please rate the above mentioned options in the order of choice from 1 – 5)

80. Q9. How many rounds of interview had you had to go thru?
e) 1
f) 2
g) 3
h) More than 3

Q10. While interviewing the aspiring candidate the panel has give importance to which of the
following?
e) Experience
f) Qualifications
g) Physical appearance
h) All

Q11. How relevant and effective the interview rounds were with respect to the position you are
inducted into the company?
d) To some extent
e) To greater extent
f) Not at all

Q12. Do you feel that you are placed in the right job in the right department with right fitment?
d) Yes
e) No
f) Can’t say

Q13. Offer letters and appointment letters were issued on time and followed up in between to
keep your interest in the company?
e) To some extent
f) To lesser extent
g) To greater extent
h) Not at all

81. Q14. Did you go through a formal/informal induction program?
a) Yes
b) No

Q15. Are you satisfied with the joining formalities and orientation program at Somany Ceramics
Ltd?
f) Highly satisfied
g) Satisfied
h) Not satisfied
i) Dissatisfied
j) Highly Dissatisfied

Q16. Are you satisfied with present organization recruitment policy?
f) Highly satisfied
g) Satisfied
h) Not satisfied
i) Dissatisfied
j) Highly Dissatisfied.










***************************************************