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NIYATI SHROTIYA
MBA IIIrd SEM
ACKNOWLEDGEMENT
operation.
NIYATI SHROTIYA
MBA IIIrd SEM
DECLARATION
I, NIYATI SHROTIYA, hereby declare that the project carried out in the
Summer Internship Project on the topic RECRUITMENT AND
RETENTION PROCESS IN COCA-COLA is my original work and all
the information furnished is containing an authentic fact. This piece of work
is only being submitted to JAIPURIA INSTITUTE OF MANAGEMENT,
in partial fulfillment for degree of MBA. No part of this report has been
published or submitted to anybody or University for award or any other
Degree.
NIYATI SHROTIYA
MBA IIIrd SEM
RESEARCH METHODOLOGY
Questionnaire would be
COMPANY PROFILE
HISTORY OF COCA-COLA.
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In 1952 The first diet soft drink sold called the "No-Cal Beverage" a ginger
ale sold by Kirsch.
In 1957 the first aluminum cans was used.
In 1959 The first Diet Cola sold.
In 1962 The pull-ring tab first marketed by the Pittsburgh Brewing
Company of Pittsburgh, PA. The pull-ring tab was invented by Alcoa.
In 1963 The Schlitz Brewing Company introduced the "Pop Top" beer can
to the nation in March, invented by Ermal Fraze of Kettering, Ohio.
In 1965 Soft drinks in cans dispensed from vending machines.
In 1965 The resalable top invented.
In 1966 The American Bottlers of Carbonated Beverages renamed The
National Soft Drink Association.
In 1970 Plastic bottles are used for soft drinks.
In 1973 The PET (Polyethylene Terephthalate) bottle created.
In 1974 The stay-on tab invented, introduced by the Falls City Brewing
Company of Louisville, KY.
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In 1979 Mello Yellow soft drink is introduced by the Coca Cola Company
as competition against Mountain Dew.
15
As an MNC of the globe, Coca-Cola is one of the largest soft drink company
in the world with its head quarters in Atlanta, U.S.A.?
Coca-Cola was not a new company for India, it was operating in India
since 70s but because of Jan Singh government anti foreign investment
policy, it has to close its operation in India. After 16 year of absence, it
returned in November 1993. Coca-Cola India has made significant
investment, plants, distribution system and marketing equipment.
During the past decade Coca-Cola system has invested more than $1
billion in India. It becomes country top international invested. Coca-Cola
directly employs approximately 8000 local people in India. It indirectly
creates employment for more than 15000 people in India. All the goods &
services required to produce and market Coca-Cola locally are made in
India.
Coca-Cola in India produces about 10 brands including different types
of product like Sun fill in collaboration with other FMCG companies.
Coca-Cola is endorsing different types of culture program as well in
India. Coca-Cola is also sponsoring the sports on India. Coca-Cola is
helping India to develop the culture and tradition of India.
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Different types of soft drinks are available in the market and more
and less contents of all soft drinks are same. The market of soft drinks is
facing a cutthroat competition and many companies are floating in the
market with their product with different brand name. In such a situation
different factors that influence the people choice for soft drink are taste,
quality, image easy availability and the product cost of advertisement. The
government of India has considered the soft drink industry as nonessential. As a result the excise duty levied by government on better soft
drinks is very high. A bottle of soft drink today cost Rs.6.00 the ultimate
consumer.
Thus in the country like India where more than 50% of total
population exist below poverty line, lots of consumer cannot afford such
price for soft drinks.
As a result the trading activity of soft drink industry concentrated in and
around those populations, whose purchasing power is considered
comparatively high.
Soft drink industries in India has an annual sale of about 6000 crores
with per capital consumption of soft drink at a low of nine bottle per annum
(even Pakistan has a per capital consumption of 16) in china and USA. It is
more than 800 bottle is due to price factor. With price of all products is
skyrocketing; soft drink at a rate of Rs.5.00 per bottle is very low.
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Around 1948 the first branded soft drink came in Indian market. The soft
drink was named as Gold Spot before Coca-Cola entered the country to
dominate the scene in 1950s.
Parle exports (P.) Ltd., was the first Indian company to introduce a
lemon soft drink, this drink was known as Limca and it was introduced in
1970s However, before this they had introduced Cola Pepino, which was
withdrawn in face of tough competition from Coca-Cola.
In the year 1979 Coca-Cola left Indian market and this brought in an
opportunity to various Indian companies to show their caliber. At this time a
new Parle products introduced soft drink and Parle products introduced this
and this was named thumps-up. This was Coca-Cola drink, which had a
burnt sugar colour.
This drink was introduced with a mighty saying happy day are here
again. As if happy day went away with Coca-Cola. There was another
company named pure drinks, which introduced the soft drink named Campa
Cola along with orange and lemon flavor.
20
Just after this many more companies entered the Indian soft drink
market a sort drink named company Modern bakers have introduced double7. Another company, Mohan Meakins also came with Thrill, Rush
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INTRODUCTION OF ORGANIZATION-BBPL
Badaun,
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Bareilly
Budaun
Rampur
Moradabad
Shahjahanpur
Nainital
Almora
Ranikhet
Chamoli
Lakhimpur
Pithoragarh
Haldwani
Thums up
Coca-Cola (Coke)
24
Limca
Fanta
Maaza
Kinley Water
Kinley Soda
Sprite
Maaza
Coke 1 liter
Thumps Up 1 liter.
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COCA-COLA
Coca-Cola is the most popular and biggest-selling soft drink in history, as
well as the best-known product in the world. Created in Atlanta, Georgia by
Dr. John S. Pemberton, Coca-Cola was first offered as a fountain beverage
by mixing Coca-Cola syrup with carbonated water.
COCA-COLA
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THUMS UP
Thums Up is a leading carbonated soft drink and most trusted brand in India.
Originally introduced in 1977, Thums Up was acquired by The Coca-Cola
Companyin1993. Thums Up is known for its strong, fizzy taste and its
confident, mature and uniquely masculine attitude. This brand clearly seeks
to separate the men from the boys.
THUMS UP
SPRITE
28
worldwide,
with
strong
appeal
to
young
people.
Millions of people enjoy Sprite because of its crisp, clean taste that really
quenches your thirst. But Sprite also has an honest, straightforward attitude
about things that sets it apart from other soft drinks. Sprite encourages you
to be true to who you are and to obey your thirst.
SPRITE
FANTA
29
A favorite in Europe since the 1940s, Fanta was acquired by The Coca-Cola
Company in 1960. Fanta Orange is the core flavor, representing about 70%
of sales, but other citrus and fruit flavors have their own solid fan base.
MAAZA
30
MAAZA
LIMCA
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KINLEY WATER
Within ten months of its launch, Kinley had emerged as India's number two
packaged water and is currently the number three Coca-Cola product.
KINLEY WATER
PRODUCT RANGE:
33
Coca-Cola
Thumps-Up
Limca
Fanta
Mazza
200ml
Sprite
Diet Coke
Kinley Soda
300ml
34
RECRUITMENT AND
RETENTION PROCESS
35
RECRUITMENT
Available Skills:- Companies must locate the areas where they can
find employees who fit the jobs according to their skills.
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PROCESS OF RECRUITMENTS
SCOUTING
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Main Duties: A list of key tasks may be written out; standards that
need to be reached and maintained must also be maintained. Methods
of recording, assessing and recording the key tasks must be
determined.
The work Environment: Study the physical and social environment in
which the work is out because the work environment influences the
quantity and quality of work.
c) Drafting a job description:
After job analysis is done, job description is made. Job description
describes the job. The job description
Physical make-up
Attainment
Specific aptitude
Interest
Disposition
Circumstances
RECRUITTING
REQUIRED
PERSONNEL
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PLACING
SELECTED
PERSONNEL
ON JOBS
INTERNAL SOURCES
TRANSFERING TO
NEW JOBS
PERSONNEL
RESARCH
JOB POSTING
EXTERNAL
SOURCES
EVALUATING
EFFECTIVENESS
OF
RECRUITING
UPGRADING IN
SAME POSITION
EXPERIENCE
EMPLOYEE REFERALS
PROVIDING INFORMATION
ADVERTISING
CLARIFYING
DOUBTS
43
SOURCES OF RECRUITMENT
Internal Sources
1. Filling vacancies for higher job by promoting employees from with in the
organization helps to motivate and improved the morale of the employees.
This induces loyalty among them.
2. Internal requirement has to minimize labor turnover and absenteeism. People
wait for promotion and the work force is more satisfied.
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External Sources
It refers to recruitment of employees from outside the organization. External
sources provide wide choice of the required number of the employees having the
desired qualification. It also provides the people with new ideas and specialized
45
skills required to cope with new challenge and to ensure growth of the
organization. Internal competitors have to compete with the outsiders. However,
existing employees resent the policy of filling higher-level vacancies from
outsiders. Moreover it is time consuming and expensive to recruit peoples from
outside. Recruitment from the outside may create frustration among the existing
employees that aspires for promotions. There is no guarantee that the organizations
will attract sufficient number of suitable candidates.
Advantages of External Sources:
1. The entry of fresh talent in to the organization is encouraged. New
employees bring new ideas to the organization.
2. External sources provide wider sources of personnel to choose from.
3. Requisite type of personnel having the required qualifications, training and
skill are available from the external sources.
Disadvantages of External Sources:
1. The enterprise can make the best selection since selection is made from
among a large number of applicants.
2. There is a greater decoration in employer- employee relationship, resulting
in industrial strikes, unrest, and lockouts.
3. The personnels selected from outside may suffer from the danger of
adjustment to the new work environment.
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METHODS OF RECRUITMENT
a) Direct Method:
These include the campus interview and keeping a live register of job seekers.
Usually under this method, information about jobs and profile of persons
available for jobs is exchanged and preliminary screening is done. The short
listed candidates are then subjected to the remainder of the selection process.
Some organization maintains live registers or record of applicants and refers to
them as and when the need arises.
b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional
journals, technical journals and brochures.
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When qualified and experienced persons are not available through other
sources, advertising in newspapers and professional and technical journals in
made. Whereas all types of advertisements can be made in newspapers and
magazines, only particular types of posts should be advertised in the
professional and technical journals.
A well thought-out and planned advertisement for appointments reduces the
possibility of unqualified people applying. If the advertisement is clear and to
the point, candidates can assess their abilities and suitability for the position and
only those who possess the requisite qualifications will apply.
c) Third Party Method:
Various agencies are used for recruitment under these methods. These
include commercial and private employment agencies, state agencies, and
placement offices of schools, colleges and professional associations, recruiting
firms, management consulting firms, indoctrination seminars for college
professors, friends and relatives.
Employment Agencies:
They are specializing in specific occupation like general office help, salesman,
technical workers, accountants, computer staff, engineers and executives and
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suitable persons available for a job. Because of their specialization, they can
interpret the needs of their clients and seek out particular types of persons.
Trade Unions:
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Professional Societies:
They may provide leads and clues in providing promising candidates for
engineering, technical and management positions. Some of these maintain mail
order placement services.
Selection is the process of carefully screening the candidates to choose the most
suitable person for the job vacancies to be filled. Under it qualifications, training,
experience, and background of applicant are evaluated in the light of job
requirement. It divides the candidates into two categories namely,
a) Those who are employed
b) Those who are to be rejected.
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Selection process assumes and rightly so, that there are more number of
candidate actually selected candidates are made available through recruitment
process.
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The main objectives of selection are 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.
Reliability: A reliable method is one that will produce consistent results when
repeated in similar situations. Like a validated test, a reliable test may fail to
predict job performance with precision.
compulsions are obviously not the rights ones. Appointments to public sector
undertakings generally take place under such pressures.
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SELECTION PROCEDEURE
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help in getting more and more information about the candidate. There is no idle
selection procedure appropriate for all cases.
Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum
qualification. The preliminary interview is generally quite brief. Its aim is to
eliminate the unsuitable candidate. The job seekers are received at the reception
counter of the company. The receptionists or other official interviews the
candidates to determine whether he is worthwhile or the candidate to fill up the
application blank. Candidates processing the minimum qualification and having
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some chances of being selected are given the prescribed application form known as
application blank.
Application Blank:
The candidates are required to give full information about their age, qualification,
experience, family background, aptitude and interests act in the application blank.
The application blank provides a written record about the candidate. The
application form should be designed to obtain all relevant information about the
candidates. All applications received from the candidates are carefully scrutinized.
After the scrutiny more suitable candidates among the applicants are short-listed
for written tests and others are rejected.
Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become
popular screening devices. These tests are based on the assumption that
human traits and work behaviors can be predicted by sampling, however
tests are not fully reliable and they also involve time and money. Test is
more useful in identifying and eliminating unsuitable candidates therefore
should be used only as supplements rather than an independent technique of
selection. The main types of tests are
Intelligence tests
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Aptitude Test
Interest Test
Personality Test
Dexterity Test
Selection Interview:
It involves a face-to-face conversation between the employer and the candidate;
the selector asks a job related and general questions. The way in which a candidate
responds to the question is evaluated. The objectives of the interview are as
following:
To find out the candidates overall suitability for the job.
To cross-check the information obtained through application blank and tests,
and
To give an accurate picture of the job and the company.
Interview is the most widely used step in employee selection. However, interview
suffers from several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the
personality of the candidate and not his skill for the job. Thirdly, the interviewer
may not be an expert and may fill to extract all relevant information from the
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candidate. Fourthly, the personal judgment or bias of the interviewer may make the
result of the interviews inaccurate.
Interview should be properly conducted in a proper physical environment. The
interview room should be free from noise and interruptions. The environment
should be confident and quite. People generally talk freely and frankly when there
is privacy and comfort. Therefore, candidates should be put at ease. The
interviewer should pay full attention to what the candidates have to say.
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Checking Reference:
Generally, every candidate if required to state in the application form, the name
and address of at least two responsible persons who know him. The reference may
not give their Frank opinion unless promises made that in all information will be
kept strictly confidential. Moreover the information given by them may be biased
in the form of candidate.
Final Approval:
The candidates who are found suitable after the medical check-up and background
investigation are formally appointed by issuing appointment letter to them. They
are asked to join duty by the specified date. No selection procedure is foolproof
and the best way judge a person is by observing him working on the job. Candidate
who gives satisfactory during the probationary period are made permanent.
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RETENSION PROCESS
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knowledge.
By
implementing
lessons
learned
from
key organizational behavior concepts, employers can improve retention rates and
decrease the associated costs of high turnover. However, this isn't always the case.
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Employers can seek "positive turnover" whereby they aim to maintain only those
employees whom they consider to be high performers.
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4. good relationship with the manager. The supervisor represents the personal
experience of a corporation of employees and therefore reflects, for better or
for worse, its underlying attitudes toward them.
5. success. The valued and successful employee stays. This implies, of course,
that the work is meaningful to the corporate enterprise. The strong employer
rewards employees for helping to make others successful as well.
RETENSION TOOLS
Employee Surveys By surveying employees, organizations can gain insight into
the motivation, engagement and satisfaction of their employees. It is important for
organizations to understand the perspective of the employee in order to create
programs targeting any particular issues that may impact employee retention.
Exit Interviews By including exit interviews in the process of employee
separation, organizations can gain valuable insight into the workplace experience.
Exit interviews allow the organization to understand the triggers of the employees
desire to leave as well as the aspects of their work that they enjoyed. The
organization can then use this information to make necessary changes to their
company to retain top talent. Exit interviews must, however, ask the right questions
and elicit honest responses from separating employees to be effective.
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occur early on when employees decide that the job was not necessarily what they
envisioned.
Why employees stay- Understanding why employees stay with an organization is
equally as important to understanding why employees choose to leave. Recent
studies have suggested that as employees participate in their professional and
community life, they develop a web of connections and relationships. These
relationships prompt employees to become more embedded in their jobs and by
leaving a job; this would severe or rearrange these social networks. The more
embedded employees are in an organization, the more they are likely to
stay.http://www.shrm.org/templatestools/toolkits/pages/managingforemployeereten
tion.aspx Additionally, the extent to which employees experience fit between
themselves at their job, the lesser chance they will search elsewhere. Organizations
can ascertain why employees stay by conducting stay interviews with top
performers. A stay survey can help to take the pulse of an organizations current
work environment and its impact on their high performing employees. Employers
that are concerned with over-using stay interviews can achieve the same result by
favoring an on-going dialogue with employees and asking them critical questions
pertaining to why they stay and what their goals are.
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Why employees leave- By understanding the reasons behind why employees leave,
organizations can better cater to their existing workforce and influence these
decisions in the future. Oftentimes, it is low satisfaction and commitment that
initiates the withdrawal process, which includes thoughts of quitting in search of
more attractive alternatives. If administered correctly, exit interviews can provide a
great resource to why employees leave. Typically, employees are stock in their
responses because they fear being reprimanded or jeopardizing any potential future
reference.[11] The most common reasons for why employees leave are better pay,
better hours and better opportunity. These typical answers for leaving, often signal
a much deeper issue that employers should investigate further into. By asking
relevant questions and perhaps utilizing a neutral third party provider to conduct
the interview, employers can obtain more accurate and quantifiable data. Contrary
to what most organizations believe, employees often leave due to relationships
with manager and/or treatment of employees and not compensation, as this is often
a response that employees are uncomfortable expressing to their organization
directly. Retention Diagnostic is a rapid benchmarking process that identifies the
costs and can help uncover what affects employee loyalty, performance and
engagement.
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It is imperative to not only recruit those students who do well academically but
also those who possess a winning attitude but may not have done as well
academically. The following selection criteria can be used as a guide:
At the end of the selection process, the Campus Recruitment Team will compile a
list of selected candidates and handover the same to the Placement Officer. An
announcement can also be made to inform students at the same time.
Offer Letters:
Offer Letters will be sent to the selected candidates within 7 days of the selection
process at the Campus. Candidates have to indicate his/her acceptance by signing
and returning the copy of the letter to HR not more than15 days after receipt of the
letter. Where required blank offer letters will be carried to the Campus and given at
the time of placement itself.
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Training and development can be initiated for a variety of reasons for an employee
or group of employees, e.g.
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"no training?" Designing a program for employee training and development is not
a trivial process that can be left to chance. It is not enough to "hope" that
employees
will
get
trained
"on
the
job."
But, before I make a case for effective employee training and development, let us
examine the reasons for developing employees.
You will be perceived as a premium employer as employees' skill sets will
be enhanced while they are with you.
Superior employee training and development will ensure that serious
succession related issues do not creep up.
The organization will be able to constantly adapt to changes in technology,
regulation, and the business environment in general.
The list can go on and on. But, since I have made an effective case for
organizations to take interest in employee training and development, let us look at
some of the don't dos:
Employee training and employee development are not goals in themselves.
There is the risk of the HR function developing a divergent set of objectives
from the objective set of the organization.
Budgeting for employee training and development is a very tricky process.
On the one hand, I have noticed enthusiastic organizations which, in a fit,
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AREAS OF TRAINING
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HYPOTHESIS
Manpower Planning
Recruitment Policy
Sources of Recruitment
Latest Techniques of Recruitment
Recruitment of Summer/In-plant Trainees
Selection Policy
Feedback of Recruitment and Selection Procedure
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DATA ANALYSIS
long have you been working in the organization?
Option
less than 1 year
1 to 4 year
more than 4 year
Response
11
15
24
response
less than 1 year; 22%
more than 4 year; 48%
1 to 4 year; 30%
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1. How
87
2. Were you aware of the company brand before applying for a position?
response
yes
no
46
4
response
no; 8%
yes; 92%
88
89
37
4
9
response
yes
no
INTERPRETATION- From the above table and graph it is observed that, the
satisfaction level of the employees from the Recruitment process is higher. 37% of
the employees were satisfied with the recruitment process.
90
4. Do you think the present profile / position will help you to grow individually
?
response
yes
no
can't say
40
3
7
response
can't say; 14%
no; 6%
yes; 80%
91
22
24
4
response
transfer; 8%
internal promotion; 44%
employee referrals; 48%
92
93
35
15
response
external; 30%
internal; 70%
94
11
24
authority/management
working conditions
job expectations
poor performance evaluation
1
3
10
1
response
25
20
15
10
Axis Title
5
0
INTERPRETATION- From the above table and graph we conclude that the 11
employees will leave the company for better benefits & salary, 24 employees will
leave the company for better job opportunity elsewhere, 1 employee will leave the
company for conflict with co-worker/ higher authority / management, 3 employee
will leave the company due to working conditions, 10 employee will leave the
company for job expectation/challenges/growth, 1 employee will leave the
company due to poor performance evaluation.
95
96
34
7
9
response
yes
no
not sure
18%
14%
68%
97
37
1
6
3
3
response
40
35
30
25
20
15
10
5
0
response
10.Which of the following methods does your company choose for sourcing ?
98
response
campus
consultants
walk in
advertisement
job fair
portals
employee referrals
15
5
6
5
7
3
9
response
16
14
12
10
8
6
4
2
0
response
3
99
4
4
39
response
40
35
30
25
20
15
10
5
0
response
100
12.Do you satisfied with the health welfare and safety schemes of the
company?
response
strongly satisfied
strongly dissatisfied
little bit
none of these
13
8
20
9
response
20
18
16
14
12
10
8
6
4
2
0
response
101
presented on the following pages. The response entailed from the HR Department
(as analysed from Questionnaire) represents current practice within the
organisation in terms of the sources of recruitment and selection devices used. The
analysis of the response entailed from all the other
departments (as analysed from Questionnaire) forming the sample, represents the
perception of the respondents from these Departments in terms of the validity and
effectiveness of the various sources/devices of recruitment/selection (specific to
these Departments) The analysis further entails any suggestions/recommendations
given by these non-HR Departments (forming the sample for administering
Questionnaire), in terms of any recruitment source and/or selection device that
should
be
deployed
by
the
organisation
International
102
Journal
of
Based on the survey analysis and suggestion from the respondents, the following
are the proposed recommendation to improve the existing system and practices of
recruitment and selection procedures:
Recruitment Policy
Apart from the director of the company, the operational head should have the
authority for sanctioning the vacancy of a right to recruit the candidates as
per the decisions.
Internet Recruitment
Advertisement of jobs on Internet should be an accessible to maximum job
seekers. Service portal like monster.com, jobsahead.com, naukri.com etc
should be used.
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Sources of recruitment
Company must recruit the individuals through valuable sources of
recruitment.
Selection Policy
Test developed by the company for the purpose of selection of the
candidates should not be of complex nature.
There must be proper communication between the interviewer and
interviewee at the time of interview.
The reference procedure if adopting, should be analyzed properly before
recruitment them.
Selection Process
During the selection process not only the experienced candidates but also the
fresh candidate should be selected so as to avail the innovation and enthusiasm
of new candidates. These candidates should be kept on the job for some time
period; if suitable they should be recruited. During the selection process, the
candidates should be made relaxed and at ease.
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Interview
The interview should not be boring, monotonous. It should be made
interesting. There must be proper communication between the Interviewer and
the Interviewee any the time of interview.
Methods
Methods used for selection of candidates should be done carefully and
systematically.
Fair Selection
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The attainment of goals and objective of any organization depend on the type
and quality of its manpower. To have right type of men at right job and at right
time, the recruitment and selection procedure should be fair and impartial.
Even though every effort has been done to minimize the variations and
present a factual picture with the help of statistical method, but still there are some
limitations: -
Due to busy schedule of the HR Officers, they were not able to give more
time and attention.
107
Certain important information was kept secret; this is because of the reason
certain hypothesis were taken.
The respondents may not have marked all responses honestly, being
apprehensive of adverse management reaction.
CONCLUSION
Based on the analysis through the questionnaire responses the following is the
conclusion of the study.
The organization follows the rules and regulation involved in their Recruitment
and Selection Procedure of the organization. However, there is some scope for
improvement with regard to following:
108
1. The managers are fully satisfied with the existing Recruitment and Selection
procedure.
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BIBLIOGRAPHY
WEB SITES:
www.google.com
www.managementparadise.com
www.naukri.com
www.citehr.com
www.wikipedia.com
www.hr.com
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ANNEXURE
111
QUESTIONNAIRE
1. NAME : .
2. DESIGNATION : ..
3. DEPARTMENT: .
[ ]
b. 1 to 4 years
[ ]
[ ]
5. Were you aware of the company brand before applying for a position?
a. Yes
[ ]
b. No
[ ]
[ ]
b. No
[ ]
[ ]
112
7. Do you think the present profile/position will help you to grow individually?
a. Yes
[ ]
b. No
[ ]
c. Cant say
[ ]
[ ]
b. Employee referrals
[ ]
c. Transfer
[ ]
[ ]
b. External
[ ]
[ ]
113
[ ]
[ ]
e. Job Expectation/challenges/growth
f. Poor performance evaluation
[ ]
[ ]
11.Do you clearly understand the basis on which your performance is judged?
a. Yes
[ ]
b. No
[ ]
c. Not sure
[ ]
[ ]
b. Nature
[ ]
c. Past experience
[ ]
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d. Team work
[ ]
e. Others
[ ]
13.Which of the following methods does your company choose for sourcing?
a. Campus
[ ]
b. Employee referrals
[ ]
c. Consultants
[ ]
d. Walk in
[ ]
e. Advertisement
[ ]
f. Job fair
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g. Portals
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115
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15.Do you satisfied with the health welfare and safety schemes of the
company?
a. Strongly satisfied
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b. Strongly dissatisfied
c. Little bit
d. None of these
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Signature of employee
116