1

INTRODUCTION
1.1 INTRODUCTION
The human resources are the most important assets of an organization. The success or
failure of an organization is largely dependent on the calibre of the people working
therein. Without positive and creative contribution from people, organizations cannot
progress and prosper. In order to achieve the goals or perform the activities of an
organization, therefore, we need to recruit people with requisite skills, qualifications
and experience. While doing so, we have to keep the present as well as the further
requirement of the organization.
Recruitment is the process of location and encouraging potential application to
apply for existing or anticipated job openings. It is actually is linking function, joining
together those with jobs to fill and those seeking jobs. Recruitment, logically, aims at
(i) attracting a large number of qualified applicants who are ready to take up the job if
its offered and (ii) offering enough information for unqualified persons to self-select
themselves out (For the example, the recruitment ad of a foreign bank may invite
applications from chartered accountants who have cleared the CA Examination in the
first attempt only).
In actual practice, it is always not easy to find and select a suitable candidate for a job
opening. The recruiters choice of a communication medium (e.g. advertising in a
trade journal read by the prospective candidate) may not be appropriate. Some of the
bright candidates may begin to view the vacancy as not in line with their current
expectations (e.g. challenging work, excellent rewards, and flexible schedules and so
on)
To structure the recruitment policy of the company for different categories of
employees. To analysis the recruitment policy of the organisation. To compare
recruitment policy with general policy. To provide a systematic recruitment process.
It extends to the whole organisation. It covers corporate office, sites and work
appointments all over India.
It covers workers, clerical staffs, officers, Jr Management, Middle Management,
Senior Management carders.
2


1.2 OBJECTIVE OF THE STUDY
1. To study about the recruitment procedure followed in Hanani Rubbers Co.
2. To evaluate the effective recruitment method that has been undertaken at
Hanani Rubbers Co.
3. To find out opinion of Employees about the recruitment process
4. To identify the effective recruitment process which has to be followed
1.3 LIMITATIONS OF THE STUDY
1. The sample size was limited to 90
2. The survey is time consuming
3. Generally do not provide in-depth understanding of underlying issues, reasons
or behaviour patterns..













3

1.4 REVIEW OF LITERATURE
Heidrick & Struggles an International Inc of Singapore published an article
Internal versus external hiring decision in 2006 by Charles Moore, Managing
partner.
Is it better to hire from within or outside of your organization? This was the
problem faced by Heidrick International Inc. The firm had strong internal candidates,
but was adamant about entertaining outside talent for Friels successor. After a few
months, the board met to review a shortlist of external candidates, but despite the
exhaustive process chose an internal applicant. While some may argue that we could
have saved time and money by only looking within, the process ensured that every
possible option was considered, and that we arrived at the best solution for the firm.s
Hiring externally has a number of challenges. The more seniority a position
carries, the greater the chance for failure. Unlike middle managers, the spotlight is
immediately focused on the new senior executive. At many companies in Asia, the
new executive will be confronted with a sink or swim situation: He will either adapt
to the new culture in which he finds himself, or he will drown and the company
will be left with little more than an expensive lesson.
An internal hire, on the other hand, has proven his ability to operate within the
companys culture. So why not, then, stick with only internal candidates? While
certainly safer in the short term, relying only on internal promotions can lead to far
greater long-term problems for an organization.
Whether an external hire succeeds in his position often depends on the
companys strong, forward-looking human resources team, which understands a
companys business strategy and proactively puts systems in place to ensure new
executives adjust to their new culture. They provide the new executive with a
mentoring and coaching network that will guide him through the critical first 12
months on the job. As for the executive himself, he should refrain from making
radical changes as much as possible from day one.
The process includes formal mentoring and an external coaching program.
And after six months, a 360-degree appraisal is conducted with the new executive.
4

Interestingly, Goodyears on-boarding efforts apply not only to external candidates,
but also to internal executives that take on a new role.
Ultimately, the question to hire from within or outside an organization has no single
correct answer, but clever companies answer yes to both. They promote from within
when possible, provided their internal talent is first-rate, and from outside when they
realize their internal resources fail to stack up to external benchmarks. The company
must also ensure that the new senior executive has the support he needs to adapt to his
new culture, which will help align his abilities with the organizations strategic
objectives.
















5

1.5 RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It deals
with the objective of a research study, the method of defining the research problem,
the type of hypothesis formulated, the type of data collected, method used for data
collecting and analyzing the data etc. The methodology includes collection of primary
and secondary data.
RESEARCH DESIGN
A research design is the arrangement of condition for collection & analysis of data in
manner that aims to combined relevance to the research purpose with economy in
procedure. As such the design includes an outline of what researcher will do from
writing the hypothesis & its operational implication to the final analysis of data. More
explicitly, the design decisions happen to be in respect of:
1. What is the study about?
2. Why is the study being made?
3. Where will the study be carried out?
4. What type of data is required data be found?
5. Where can the required data are found?
6. What periods of time will the study includes?
7. What will be the sample design?
8. What techniques of data collection will be used?
9. How will be the data analyzed?
10. In what style will the report be prepared?
DATA COLLECTION
For the purpose of study use primary data and secondary data
SOURCE OF PRIMARY DATA
Primary data were collected from the employees at Hanani Rubbers Co.directly by
the researcher for the purpose of study.



6

SECONDARY DATA
Secondary data is the data used by the interviewer which are already published from
magazines, news paper and other publishers etc
SOURCE OF SECONDARY DATA
The source of secondary datas are obtained from the magazines, journals,
newspapers, various books and internet. The secondary data analysis saves time that
would otherwise be spending collecting data.
QUESTIONNAIRE
Questionnaire is a list of questions used for the collection of data in an investigation
form. Schedules are usually prepared with these questions printed or written on the
left side of the paper and space left for answers on the right side. Questionnaire is
necessary for both census and sample study.
SAMPLING METHOD
Sampling technique used in this study is Random sampling. The sample size
taken for this study is 90.
TOOLS FOR ANALYSIS
Percentage analysis is used. Tables, Bar diagram, Pie diagrams are used to present
the analysed data.
DATA ANALYSIS AND INTERPRETATION
The data collected has been tabulated and the percentage of respondent for each factor
has been calculated using tally mark operation, data collected has been converted into
quantitative figures. The percentage of analysis has been done to draw conclusion.
Percentage refers to the special kind of ratio. Percentage is used in making
comparison between two or more series of data. Percentage can also used to compare
two relative terms, the distribution of two or more series of data.
Since percentage reduced everything to common based and thereby allows
meaningful comparison to be made with the data, the percentage is conducted by
dividing number of Employees for each criteria with total number of Employees.
7

INDUSTRY PROFILE
The world production of rubber was considered to be very unstable during the last few
years. Comparatively, India's production of rubber is consistent at the rate of 6% per
annum. The Rubber industry in India has been growing in strength and importance.
This is the result of India's burgeoning role in the global economy. India is the world's
largest producers and third largest consumer of natural rubber. Moreover, India is also
one of the fastest growing economy globally. These factors along with high growth of
automobile production and the presence of large and medium industries has led to the
growth of rubber industry in India.
Rubber Producing Areas in India
Rubber producing regions in India are divided into two zones traditional and non-
traditional.

Traditional zone
Non-traditional zone
Kanyakumari in Tamil
Nadu
Coastal regions of Karnataka
Districts of Kerala
Goa

Andhra Pradesh

Orissa

Some areas of Maharashtra

Northeastern states (mainly
Tripura)

Andaman and Nicobar
Islands
8


Kerala contributes 90% of Indias total production of natural rubber. Also, Kerala and
Tamil Nadu together occupies 86% of the growing area of natural rubber.
Rubber Production in India
Here are some facts regarding rubber industry in India.
India is the third largest producer of rubber in the world.
It is the fourth largest consumer of natural rubber.
It is the fifth largest consumer of natural rubber and synthetic rubber together
in the world.
India is the world's largest manufacturer of reclaim rubber.
India and China are the only two countries in the world which have the
capacity to consume the entire indigenous production of natural rubber.
Rubber Consumption in India
The following industrial sector consume most of the rubber products.
Automotive tyre sector: 50% consumption of all kinds of rubbers
Bicycles tyres and tubes: 15%
Footwear: 12%
Belts and hoses: 6%
Camelback and latex products: 7%
Other products: 10%
Indian Rubber Market
Indias production varies between 6 and 7 lakh tons annually which amounts to Rs.
3000 crores. Seventy percent of the total rubber production in India is in the form of
Ribbed Smoked Sheets (RSS). This is also imported by India accounting for 45% of
the total import of rubber. The Indian rubber industry has a turnover of Rs 12000
crores. Most of the rubber production is consumed by the tyre industry which is
almost 52% of the total production of India. Among the states, Kerala is the leading
consumer of rubber, followed by Punjab and Maharashtra. The exports of Indian
natural rubber have increased tremendously over the years and have reached 76000
tons in 2003-04.
Though, India is one of the leading producers of rubber but it still imports rubber from
other countries. At present, India is importing around 50000 tons of rubber annually.
India Rubber Industry Overview
9

There are about 6000 unit comprising 30 large scale, 300 medium scale and around
5600 small scale and tiny sector units. These units are manufacturing more than
35000 rubber products, employing 400 hundred thousand people, which also includes
22000 technically qualified support personnel, contributing Rs. 40 billions to the
National Exchequer through taxes, duties and other levies. The Indian Rubber
Industry plays a vital role in the Indian national economy. The rubber plantation
sector in India produces over 630 hundred thousand tones of natural rubber and there
is a projected production of more than one million tones in near future. This has
helped in the radical and rapid growth of the Indian rubber industry. This prospect of
growth is further enhanced by a boom in the vehicle industry, improved living
standards of the people and rapid over-all industrialization. The per capita
consumption of rubber in India is only 800 grams compared to 12 to 14 kilos in Japan,
USA and Europe. So far as consumption of rubber products is concerned, India is far
from attaining any saturation level. This is another factor leading to tremendous
growth prospects of the industry in the years to come



















10

COMPANY PROFILE
For over 30 years Hanani Rubber Industries has been a technological leader in
manufacturing, Supplying, and trading high quality rubber products. Hanani rubber
Industries today offers a diverse range of rubber products from the land of latex,
Kottayam, South India . Made exclusively out of pure natural rubber, straight from its
own plantations,our products find demand in overseas market, worldwide.
We proud to reveal that our products are widely distributed in world class chain
stores-Metro Cash & Carry, Auchan, OBI, Real, Leroy Merlen, Castorama, Victoria,
Hyperglobus, Carrefour, Home Centre through our buyers.
Hanani Rubber Industries an ISO 9001:2008 certified company always works towards
achieving total customer satisfaction. It is committed to give clients product and
service excellence by providing in time delivery and consistent products. It has a
highly skilled, competent, and experienced management team and manufacturing staff
with over 30 years of manufacturing experience. Hence, clients are guaranteed that
they receive only the best products and quality service.
All products pass through quality testing at every step of the production process -
starting from the selection of raw materials and mixing of rubber compounds to
completion of the final product. Thus, ensuring that each and every unit that goes out
of the production is in its best quality.
VISION and MISSION
"Our vision is to be recognized as one of the leading manufacturers and suppliers of
moulded rubber products. Our mission is to ensure total customer satisfaction and cost
effectiveness by providing quality rubber products and delivering them to clients
promptly."
OBJECTIVE
The company aims not just to be considered as a leading supplier of quality materials
but also to develop partnership with its clients, suppliers and manufacturers.






11

PRODUCT PROFILE
The Rubberized Poultry Cage Mats
The rubberized poultry cage mats introduced found and believed to be very effective
and useful. They are affordable in prize, let the litter pass easily avoid the possibility
of the presence of microorganism that may cause infection. Again the rubberized
poultry cage mats are eco friendly. All over India, Bangladesh, Sri Lanka and Middle
East these are used successfully. The wire mesh at the bottom of the cage covered
completely. The mats can be fixed very accurately to the mesh.
Tile Mats
Tile mats with interlocking system are available mainly in four colors Black, Blue,
green and Magenta. These can be used to cover a vast area decoratively for having a
smooth surface. The interlocking tile mats can be used to cover a large area
beautifully
The Rubber Floor Mats
The rubber floor mats keep the floors neat and clean. They are attractive as well as
affordable and available in very many designs.
Hollow Mats
Hollow Mats are mainly in two sizes .i.e., 600m x 40m and 75m x 45m. Both are
available with 12 mm thicknesses and 16mm thickness
The Honey Comb Mat
The honey comb Mat is as exclusive as the hollow mats. Any design prescribed by the
buyer can be excellently manufacture.
Tray Mats
Tray Mats - The coir decorated tray mats are extremely attractive. The tips of coir
brush produce an acupuncture effect.






12

ORGANISATIONAL STRUCTURE




















MANAGING
DIRECTOR
PRODUCTI
ON
MANAGER
FINANCE
MANAGER
H.R.
MANAGER
PURCHASE
MANAGER
MARKETING
OR SALES
MANAGER
WAREHOUSE
MANAGER
EXPORT
MANAGER
DESPATCH
OFFICER
H.R. OFFICER
ACCOUNTS
OFFICER CUM
CASHIER
RESEARCH AND
DEVELOPMENT
PRODU
CTION
INCHAR
GE
SUPER
VISOR
WORK
ERS
13

THEORETICAL FRAMEWORK
Poor image :If the image of a firm is perceived to be low (due to factors such as
operating in a declining industry, earning a bad name because of environmental
pollution, poor quality products, nepotism, insider trading allegations against
promoters etc.), the likelihood of attracting a large number of qualified applicants is
reduced.
Unattractive job: If the job to be filled is not very attractive, most prospective
candidates may turn indifferent and may not even apply. This is especially true in case
of jobs that are dull, boring, anxiety producing, devoid of career growth opportunities
and generally do not reward performance is proper way.(e.g., jobs in departmental
undertakings such as Railway, Post and Telegraphs, public sector banks and insurance
companies failing to attract talent from premier management institutes.)
Conservative internal policies: A policy of filling vacancies through internal
promotion based on seniority, experience, job knowledge etc. may often come in way
of searching for qualified hands in the broader job market in an unbiased way.
Likewise, in firms where powerful unions exist, managers may be compelled to pick
up candidates with questionable merit, based on issues such as caste, race, religion,
region, nepotism, Friendship etc.
Limited budgetary support: Recruiting efforts require money. Sometimes because of
limited resources, organization may not like to carry on the recruiting efforts for long
periods of time. This can, ultimately, constrain a recruiters efforts to attract the best
person for the job.
Restrictive policies of government: Governmental policies often come in the way of
recruiting people as per the rules for company or on the basis of merit / seniority, etc.
For example, reservations for special groups (such as scheduled castes , Scheduled
tribes, backward classes, physically handicapped and disabled persons, ex-
servicemen, etc.) have to be observed as per Constitutional provisions while filling up
vacancies in government corporations, departmental undertakings, local bodies, quasi-
government organization ,etc.

14

Sources of Recruitment
The source of recruitment may be broadly divided into two categories: internal
sources and external sources. Both have their own merits and demerits. Lets examine
these.
Internal Source
Persons who are already working in an organization constitute the internal
source. Retrenched employees, retired employees, dependents of deceased
employees may also constitute the internal sources. Whenever any vacancy arises,
someone from within the organization is upgraded, transferred, promoted or even
demoted.
Merits and Demerits of Recruiting People from Within
Merits Demerits

(i) Economical: The cost of
recruiting internal candidates is
minimal. No expenses are
incurred on advertising.


(ii) Suitable: The organization can
pick the right candidates
having the requisite skills. The
candidates can choose a right
vacancy where their talents
can be fully utilized.

(iii) Reliable: The organization has
knowledge about the
suitability of candidate for a
position. Known devils are
better than unknown angels!

(i) Limited Choice: The
organization is forced to
select candidates from a
limited pool. It may have to
sacrifice quality and settle for
less qualified candidates.
(ii) Inbreeding: It discourages
entry of talented people
available outside an
organization. Existing
employees may fail to behave
in innovative ways and inject
necessary dynamism to
enterprise activities.
(iii) Inefficiency: Promotion
based length of service rather
than merit, may prove to be a
blessing for inefficient
15


EXTERNAL SOURCE
External source lie outside an organization. Here the organization can have the
service of: (a) Employees working in other organizations; (b) Job aspirants registered
with employment exchange; (c) Students from reputed educational institutions; (d)
Candidates referred by unions, Friends, relatives and existing employees: (e)
Candidates for warded by search firm and contractors: (f) Candidates responding to
the advertisements, issued by the organization; and (g) Unsolicited application /wor










(iv) Satisfying: A policy of
preferring people from within
offers regular promotional
avenues for employees. It
motivates them to work hard
and earn promotions. They
will work with loyalty,
commitment and enthusiasm.
candidates. They do not work
hard and prove their worth.

(iv) Bone of contention:
Recruitment from within may
lead to infighting among
employees aspiring for
limited, higher-level position
in an organization. As years
roll by, the race for premium
positions may end up on a
bitter note.
16

Merits and Demerits of External Sources of Recruitment.
Merits Demerits

Wide Choice: The organization has the
freedom to select candidates from large
pool. Persons with requisite
qualifications could be picked up.
Injection of fresh blood: People with
special skills and knowledge could be
hired to stir up the existing employees
and pave the way for innovative ways of
working.
Motivational force: It helps in
motivating internal employees to work
hard and compete with external
candidates while seeking career growth.
Such a competitive atmosphere would
help an employee to work to the best of
his abilities.
Long term benefits: Talented people
could be joining the ranks, new ideas
could find meaningful expression, a
competitive atmosphere would compel
people to give of their best and earn
rewards, etc.


Expensive: Hiring costs could go up
substantially Tapping multifarious
sources of recruitment is not an easy
task, either.
Time consuming: It takes time to
advertise, screen, to test and to select
suitable employees. Where suitable ones
are not available, the process has to be
repeated.
Demotivating: Existing employees who
have put in considerable service may
resist the process of filling up vacancies
from outside. The feeling that their
services have not been recognized by the
organization, forces them to work with
less enthusiasm and motivation
Uncertainty: There is no guarantee that
the organization, ultimately, will be able
to hire the services of suitable
candidates. It may end up hiring
someone who does not fit and who may
not be able to adjust in the new set-up.
17

Methods of Recruitment
The following are the most commonly used methods of recruitment people.
1. Internal methods
Promotions and Transfers
Many organisations prefer to fill vacancies through promotions or transfers from
within wherever possible. Promotion involves movement of an employee from a
lower level position to a higher level position accompanied by (usually) changes in
duties, responsibilities, status and value.
Job Posting
Job posting is another way hiring people from within. In this method, the organization
publicizes job openings on bulletin boards, electronic media and similar outlets.
Employee Referrals
Employee means using personal contacts to locate job opportunities. It is a
recommendation from a current employee regarding a job applicant. The logic behind
employee referral is that it takes one to known one. Employees working in
organization, in this case are encouraged to recommend the name of their friends
working in other organizations for a possible vacancy in the near future.
2. DIRECT METHODS
Campus Recruitment
It is a method of recruiting by visiting and participating in college campuses and their
placement centres. Here the recruiters visit reputed educational institutions such as
IITs, IITMs, college and universities with a view to pick up job aspirants having
requisite technical or professional skills. Job seekers are provided information about
the jobs, and the recruiters, in turn, get a snapshot of job seekers through constant
interchange of information with respective institutions. A preliminary screening is
done within the campus and the shortlisted students are then subjected to the
remainder of the selection process.

18

3. INDIRECT METHODS
Advertisements
These include advertisements in newspapers; trade, professional and technical
journals; ratio and television; etc.
Third Party Methods
Private Employment Search Firms
A search firm is a private employment agency that maintains computerized lists of
qualified applicants and supplies these to employers willing to hire people from the
list for a fee.
Employment Exchanges
As a statutory requirement, companies are also expected to notify (wherever the
employment exchanges Act,1959,applies) their vacancies through the respective
Employment Exchanges, created all over India for helping unemployment youth,
displaced persons, Ex-military personnel, Physically handicapped, etc.
Gate Hiring and Contractors
Gate hiring (Where job seekers, generally blue collar employees, present themselves
at the factory gate and offer their services on a daily basis), hiring through contractors,
recruiting through word of mouth publicity are still in use despite the many
possibilities for their misuse- in the small scale sector in India
Unsolicited Applicants /Walk-ins
Companies generally receive unsolicited applications from job seekers at various
points of time. The number of such applicants depends on economic conditions, the
image of the company and the job seekers perception of the types of jobs that might
be available etc. Such applications are generally kept in a data bank and whenever a
suitable vacancy arises, the company would intimate the candidate to apply through a
formal channel.

19

Internet Recruitment
In recent years most companies have found it useful to develop their own website and
list job openings on it.




















20

DATA ANALYSIS AND INTERPRETATION
TABLE NO: 1
Are you aware of various recruitment methods?
Response No of Employees % of Employees
Yes 3 3.33%
No 87 96.67%
Total 90 100%













21

GRAPH: 1

Are you aware of various recruitment methods?

INFERENCE
From the above table it is clear that majority of the Employees that is 96.67% are not
aware of the various recruitment methods. Only 3.33% of Employees are aware about
recruitment methods. Most of the Employees of Hanani Rubbers Co. doesnt aware
about the recruitment methods.







3.33
96.67
0
20
40
60
80
100
120
Yes No
Percentage
22

TABLE NO: 2

Which source of recruitment will you prefer?
Criteria No of Employees % of Employees
Internal 66 73.33%
External 20 26.67%
Total 90 100%














23

GRAPH:2
Which source of recruitment will you prefer?


INFERENCE
From the above table it is clear that the 73.33% of the Employees prefer internal
criteria and only 26.67% of the Employees prefer external criteria. Majority of the
Employees prefer internal recruitment.








0
10
20
30
40
50
60
70
80
Internal
External
73.33
26.67
Percentage
24

TABLE NO: 3
Which type of internal source of recruitment will you prefer?
Criteria No of Employees % of Employees
Promotion and Transfer 60 66.66%
Job Posting 12 13.34%
Employee Referrals 18 20%
Total 90 100%













25

GRAPH: 3
Which type of internal source of recruitment will you prefer?


INFERENCE
66.66% of the Employees prefer promotion and transfer criteria and 13.34% of the
Employees prefer Job posting. Above table shows the Employees opinion about
various internal sources of recruitments. It is clear that majority of the Employees
preferred promotion and transfer, 20% preferred employee referrals and the remaining
preferred job posting.






Percentage
0
10
20
30
40
50
60
70
Promotion and
Transfer
Job posting
Employee
referrals
66.66
13.34
20
Percentage
26

TABLE NO 4
Which type of external source of recruitment will you prefer?
Criteria No of Employees % of Employees
Campus Recruitment 12 13.34%
Advertisement 48 53.32%
Employment Exchange 18 20%
Internet recruiting 12 13.34%
Total 90 100%












27

GRAPH: 4
Which type of external source of recruitment will you prefer?


INFERENCE
From the above table it is clear that majority of the Employees preferred
advertisement, 15% preferred employment exchange, 13.34% preferred campus
recruitment, and 13.34% preferred internet recruiting. Advertisement is the best
external source of the recruitment.







Percentage
0
10
20
30
40
50
60
13.34
53.32
20
13.34
Percentage
28

TABLE NO:5
Do you use test methods?
Criteria No of Employees % of Employees
Written 30 33.33%
Aptitude 6 6.67%
Group discussion 24 26.67%
Personal Interview 30 33.33%
Total 90 100%












29

GRAPH: 5
Do you use test methods?


INFERENCE
From the above table it is clear that 33.33% of the respondent have the opinion that
written test are used, another 33.33% have the opinion that personal interview is used,
26.67% have the opinion that Group discussion in used and the remaining have the
opinion that aptitude test are being used.







33.33
6.67
26.67
33.33
Written
Aptitude
Group discussion
Personal Interview
30

TABLE NO:6

Does internal recruitment will motivate more?
Criteria No of Employees % of Employees
Yes 72 80%
No 3 3.33%
Sometimes 15 16.67%
Total 90 100%












31

GRAPH: 6
Does internal recruitment will motivate more?


INFERENCE
Above table shows that majority(80%) of the Employees have the opinion that
internal recruitment will motivate them more, only 3.33% have the opinion that it will
not motivate them, remaining have the opinion that sometimes it will motivate them.








80
3.33 16.67
Yes
No
Sometimes
32

TABLE NO:7

Does internal recruitment will save money and time?
Criteria No of Employees % of Employees
Yes 48 53.23%
No 12 13.34%
Sometimes 30 33.34%
Total 90 100%












33

GRAPH: 7
Does internal recruitment will save money and time?


INFERENCE
From the above table it is inferred that 53.22% have the opinion that internal
recruitment will save time and money, only 13.34% have the opinion that it will not
save time and money remaining have the opinion that it will save time and money
sometimes.







53.23
13.34
33.34
Yes
No
Sometimes
34

TABLE NO: 8

Does the internal source of recruitment are more reliable?
Criteria No of Employees % of Employees
Yes 51 56.66%
No 10 11.11%
Sometimes 29 32.22%
Total 90 100%












35

GRAPH: 8
Does the internal source of recruitment are more reliable?


INFERENCE
About 56.66% of the Employees have the opinion that internal sources are reliable
than external sources, about 11.11% have the opinion that internal sources are not
reliable than external sources, remaining have the opinion that they are sometimes
reliable.







0
10
20
30
40
50
60
Yes
No
Sometimes
56.66
11.11
32.22
Percentage
36

TABLE NO: 9

Is there full time professional recruiter in your organisation?
Criteria No of Employees % of Employees
Yes 0 0%
No 90 100%
Total 90 100%














37

GRAPH: 9
Is there full time professional recruiter in your organisation?



INFERENCE
From the above table it is clear that there is a full time professional recruiter.








0
10
20
30
40
50
60
70
80
90
100
Yes
No
0
100
Percentage
38

TABLE NO: 10

Do you think that internal recruitment will help in selection of skilled worker?
Criteria No of Employees % of Employees
Strongly Agree 18 20%
Disagree 60 66.67%
Agree 4 4.45%
Strongly Disagree 8 8.88%
Total 90 100%











39

GRAPH: 10
Do you think that internal recruitment will help in selection of skilled worker?


INFERENCE
Above table shows the Employees opinion about the selection of skilled worker
through internal recruitment. About 20% strongly agrees with it, about 66.66%
disagrees with it, about 4%. agrees with it and about 9.34% strongly disagrees with it.








20
66.67
4.45
8.88
Strongly Agree
Disagree
Agree
Strongly Disagree
40

TABLE NO: 11
Do you think that promotion based on length of service rather than merit will be a
blessing for inappropriate candidate?

Criteria No of Employees % of Employees
Yes 36 40%
No 42 46.66%
Sometimes 12 13.34%
Total 90 100%











41

GRAPH: 11
Do you think that promotion based on length of service rather than merit will be a
blessing for inappropriate candidate?


INFERENCE
From the above table it is clear that the 40% of Employees have the opinion that
promotion based on service rather than merit will be a blessing for inappropriate
candidate about 46.6% of the Employees are against this, only 13.34 % have the
opinion that sometimes it will be a blessing.






0
5
10
15
20
25
30
35
40
45
50
Yes
No
Sometimes
40
46.66
13.34
Percentage
42

TABLE NO: 12
Apart from H R department is there any another department is required to get
involved in recruitment

Criteria No of Employees % of Employees
Sales 5 5.56%
Marketing 5 5.56%
Administration 48 53.33%
Legal Department 32 35.55%
Total 90 100%










43

GRAPH: 12
Apart from H R department is there any another department is required to get
involved in recruitment




INFERENCE
From the above table it is clear that majority (53.33) of the respondent shave the
opinion that apart from HR department administration department also required to get
involved in recruitment process, about 35.5% have the opinion that Legal department
also get involved, about 5.5% have the opinion that sales department also get involved
and remaining 5.5% have the opinion that marketing department also get involved in
recruitment process.



5.33
5.33
53.3
35.55
Sales
Marketing
Administration
Legal Department
44

TABLE NO: 13
Average time spend for interview during recruitment.
Criteria No of Employees % of Employees
10 minutes 48 53.33%
10-20 minutes 24 26.67%
20-30 minutes 12 13.34%
More than 30 minutes 6 6.66%
Total 90 100%












45

GRAPH: 13



INFERENCE
From the above table it is clear that majority(53.33%) have the opinion that average
time spend during interview is 10 minutes, about 26.67 have the opinion that is
between 10 to 20 minutes , about 13.34 have the opinion that it is between 20-30
minutes and remaining 6.7% have the opinion that it is more than 30 minutes.







53.33
26.67
13.34
6.67
10 minutes
10-20 minutes
20-30 minutes
More than 30 minutes
46

TABLE NO: 14
Do you follow different recruitment process for different grade of employees

Criteria No of Employees % of Employees
Yes 90 100%
No 0 0%
Total 90 100%














47

GRAPH: 14
1) Do you follow different recruitment process for different grade of employees


INFERENCE
From the above table it is inferred that there are different recruitment process for
different grade of employees.100% of the Employees agrees that different recruitment
process is for different grade of employees.





100
0
0
20
40
60
80
100
120
Yes No
48

TABLE NO: 15
What is the back out percentage of employees after being offered?
Criteria No of Employees % of Employees
1-5 48 53.34%
5-10 42 46.66%
1-15 0 0%
Total 90 100%













49

GRAPH: 15

What is the back out percentage of employees after being offered


INFERENCE
The above table shows the back out percentage of employees after being offered.
About 66.66% have the opinion that it is between 1-5% and remaining 33.34% have
the opinion that it is between 5-10%.







53.34
46.66
0
0
10
20
30
40
50
60
1 to 5 5 to 10 1 to 15
Percentage
50

TABLE NO: 16
What is the percentage of employees leaving organization within 1-3 months?
Criteria No of Employees % of Employees
1-5 78 86.66%
5-10 12 13.34%
1-15 0 0%
Total 90 100%













51

GRAPH: 16
What is the percentage of employees leaving organization within 1-3 months



INFERENCE
The above table shows the percentage of employees leaving the organisation within 1-
15 months. About 86.66% have the opinion that it is between 1-5% and remaining
13.34% have the opinion that it is between 5-10.






Percentage
0
10
20
30
40
50
60
70
80
90
1 to 5
5 to 10
1 to 15
86.66
13.34
0
Percentage
52

TABLE NO: 17
Does the company reimburse the travelling expenses?
Criteria No of Employees % of Employees
Strongly Agree 48 53.34%
Agree 30 33.34%
Neutral 6 6.66%
Disagree 6 6.66%
Total 90 100%












53

GRAPH: 17

Does the company reimburse the travelling expenses?


INFERENCE
From the above table it is clear that about 53.34% strongly agrees that the company
reimburse the travelling expense, about 33.34% agrees to it, about 6.66% have no
opinion on it and remaining 6.66% disagree with this.







53.44
33.34
6.66
6.66
Strongly Agree
Agree
Neutral
DISAGREE
54

TABLE NO: 18
Which type of technological support used in the process or recruitment?
Criteria No of Employees % of Employees
Telephone 78 86.68%
Video conference 6 6.66%
Internet 6 6.66%
Total 90 100%













55

GRAPH: 18
Which type of technological support used in the process or recruitment?

INFERENCE
From the above table it is clear that 86.68% have the opinion that telephonic support
is used, about 6.66% have the opinion that video conference is used and the remaining
6.66% have the opinion that online support is used.









86.68
6.66 6.66
0
10
20
30
40
50
60
70
80
90
100
Telephone Video Conference Internet
Percentage
56

TABLE NO: 19

Is there circulation of notice of vacancy internally in the organisation?
Criteria No of Employees % of Employees
Yes 81 90%
No 2 2.22%
Sometimes 7 7.78%
Total 90 100%












57

GRAPH: 19
Is there circulation of notice of vacancy internally in the organisation?


INFERENCE
From the above table it is clear that majority of the respondent s have the opinion that
notice of vacancy is circulated internally in the organisation, only 2.22% have the
opinion that there is no circulation of such notice and remaining 7.78% have the
opinion that notice have circulated sometimes.







0
10
20
30
40
50
60
70
80
90
100
Yes
No
Sometimes
90
2.22
7.78
58

TABLE NO: 20
Do you get basic details and job condition of every job?
Criteria No of Employees % of Employees
Yes 69 76.66%
No 3 3.34%
Sometimes 18 20%
Total 90 100%













59

GRAPH: 20
Do you get basic details and job condition of every job?


INFERENCE
From the table it is inferred that 76.66% of the respondent shave the opinion that they
get basic details and job condition of every job advertised about 3.34% are not getting
it and remaining 20% are getting it sometimes.








Percentage
0
10
20
30
40
50
60
70
80
Yes
No
Sometimes
76.66
3.34
20
Percentage
60

TABLE NO: 21
Which source generating maximum number of candidates in recruitment?
Criteria No of Employees % of Employees
Advertisement 30 33.34%
Employee referral 30 33.34%
Agency 24 26.66%
Others 6 6.66%
Total 90 100%












61

GRAPH: 21
Which source generating maximum number of candidates in recruitment?

INFERENCE
From the above table it is clear that 33.34% have the opinion that advertising has
generated maximum number of candidates, about 33.334% have the opinion that
employee referral have generated maximum number of candidates, about 26.66%
have the opinion that agency have generated maximum number of candidates,
remaining 6.66% have the opinion that other sources have provided maximum
number of candidates.






33.34 33.34
26.66
6.66
0
5
10
15
20
25
30
35
40
Advertisement Employee
Refressal
Agency Others
Percentage
62

TABLE NO: 22

Which type of verification conducting in organisation?
Criteria No of Employees % of Employees
Educational
Qualification
48 53.34%
Legal 6 6.66%
Reference check 36 40%
Family Background 0 0%
Total 90 100%











63

GRAPH: 22
Which type of verification conducting in organisation?


INFERENCE
From the above table it is clear that 53.34% of the respondent shave the opinion that
verification of educational qualification is conducting, about 6.66% have the opinion
that legal background is verified and remaining 40% have the opinion that reference
check is done.







53.34
6.66
40
0
Educational Qualification
Legal
Reference Check
Family Background
64

TABLE NO: 23
If the recruitment is employee referral what special privilege is paid to one who
referred?
Criteria No of Employees % of Employees
Monetary 0 0%
Non Monetary 48 53.34%
Others 42 46.66%
Total 90 100%












65

TABLE NO: 23
If the recruitment is employee referral what special privilege is paid to one who
referred?


INFERENCE
From the above table it is inferred that no monetary benefits are given to the
employees who has given referrals for recruitment, 53.34% have the opinion that non
monetary benefits are given and remaining 46.66% have the opinion that other
benefits are given.






0
53.34
46.66
0
10
20
30
40
50
60
Monetory Non Monetory Others
Percentage
66

TABLE NO: 24
Is there any out sourcing of recruitment?















Criteria No of Employees % of Employees
Yes 48 53.34%
No 0 0%
Sometimes 42 46.66%
Total 90 100%
67

GRAPH: 24

Is there any out sourcing of recruitment?


INFERENCE
From the above table it is clear that 53.34% of the employees have the opinion that
there is outsourcing of recruitment and 46.66% have the opinion that sometimes there
is outsourcing of recruitment.







0
10
20
30
40
50
60
Yes
No
Sometimes
53.34
46.66
Percentage
68

FINDINGS AND SUGGESTIONS
FINDINGS
1. It is found that majority of the Employees are not aware about the various
recruitment sources that the company follows.
2. Majority of the Employees prefer internal source of recruitment.
3. It is found that most of the Employees prefer print media as the effective
recruitment source.
4. Majority of the Employees have the opinion that internal recruitment will
motivate them more.
5. Most of the employees have the opinion that internal source of recruitment is
reliable than the external source of recruitment.
6. Majority of the Employees say that there is no full time recruiter available in the
company.
7. It has been found that majority of Employees feel that internal recruitment help in
ascertaining skilled workers
8. Majority of the Employees say that the HR department has more involvement
than other departments in recruitment process.
9. Majority of the Employees say that there is only one kind of recruitment process
for all Grades of employees.
10. Majority of the Employees say that employees are leaving the organisation within
1 to 5 months.
11. It is found that there is no monetary benefit for the employees who have given
referrals for recruitment.






69

SUGGESTIONS
1. It is suggested that the HR Department can provide awareness classes to the
employees regarding different sources of recruitment.
2. It is recommended for the company to recruit employees through various other
sources through campus recruitment, consultancy agencies, internet advertising, print
media etc.
3. It will be helpful for the management to appoint a full time recruiter in the
company for filling the various vacancies
4. It is recommended for the company to provide incentives for the referrals who
suggest new employees to the organisation.














70

CONCLUSION
This project was under taken in Hanani Rubbers Co. at Kottayam on the topic
recruitment. The purpose of the study is to find whether the employees are satisfied
with the recruitment procedures followed by the organization. Analysis and
interpretation are done by using percentage analysi. Based on analysis and
interpretation findings are made and result and suggestions are given.


















71

BIBLIOGRAPHY

Human Resource Management.
Rao V.S.P
Publisher: Excel Books.
Second Edition:New Delhi,2005
Reprint :2006,2007,2008
Organization Structure and Dynamics BBA MG
Gupta Shahi.K And Joshi Rosy Walia
Publisher:Kalyani
Edition: First Edition 2009(Paper Back).
www.indianrubberindustry.com
www.wikkiepedia.com
http://scholar.google.co.in/scholar?q=a+study+on+effectivenes
s+of+recruitment&hl=en&as_sdt=0&as_vis=1&oi=scholart&sa=X&ei
=owh8T6esMuOZiQeQxOy8CQ&ved=0CCIQgQMwAA


















72

ANNEXURE
1) Name:

2) Are you aware of various Recruitment methods?
Yes No
3) Which source of recruitment do you prefer?
Internal External
4) In internal source of recruitment which type do you prefer?
Promotion and Transfer Job Posting Employee Referrals
5) In External source of recruitment which type do you prefer?
Campus Recruitment Advertisement
Employment exchange Internet Recruiting
6) Do you use test methods?
Written Aptitude Group Discussion
Personal Interview
7) How do you track source of candidates?
Manual Software Online
8) Does the internal recruitment will save time and money ?
Yes No Sometimes
9) Do you think that internal source are reliable than external sources?
Yes No Sometimes
10) Is there a full time professional recruiter in your organization?
Yes No
11) Do you agree that internal source of recruitment will help in selection skilled
worker?
73

Strongly Agree Agree Disagree
Strongly Disagree
12) Do you think that promotion based on length of service rather than merit
will be a blessing for inappropriate candidate?
Yes No Sometimes
13) Apart from H R department is there any another department is required to get
involved in recruitment
Sales Marketing Administration Lega
14) Do you follow different recruitment process for different grade of employees
Yes No
15) What is the back out percentage of employees after being offered
1-5 5-10 10-15
16) What is the percentage of employees leaving organization within 1-3 months
1-5 5-10 10-15
17) Does the company reimburse the travelling cost for appearing interview
Strongly Agree Agree Neutral Disagree
18) Which type of technological support are used for the process of recruiting
Telephone Video Conference Online
19) Is there any notice of vacancy circulated internally in your organization
Yes No Sometimes

20) Do you get basic details and job condition of every job advertised
Yes No Sometimes
21) Do you think that external source of recruitment will demotivate existing
employees in an organization
Yes No Sometimes
22) Which source generated maximum number of candidate in recruitment
Advertising Employee Referral Agency
Others
23) What kind of verification have been conducting in your organization
Educational Qualification Legal Background
Reference Check Family Background
74

24) If the recruitment is employee referral what special privilege is paid to one
who referred
Monetary Non Monetary Others
25) Is there any out sourcing of recruitment
Yes No Sometimes