A STUDY ON

THE RECRUITMENT AND TRAVEL PROCEDURES OF THE

EMPLOYEES
WITH SPECIAL REFRENCE TO
AL TURKI ENTERPRISES L.L.C, SULTANATE OF OMAN

A PROJECT REPORT SUBMITTED IN PARTIAL FULFILLMENT OF

THE REQUIREMENT FOR THE AWARD OF DEGREE FOR
BACHELOR OF BUSINESS ADMINISTRATION
OF MAHATMA GANDHI UNIVERSITY KOTTAYAM

SUBMITTED BY
VINDHYA VILASAN
Reg. No: 39493

UNDER THE GUIDANCE OF

Ms MELBY JOSEPH MBA

2007-2008
DEPARTMENT OF BUSINESS ADMINISTRATION
MARIAN COLLEGE
KUTTIKKANAM-685 531
PEERUMADE, IDUKKI
 CERTIFICATE

This is to certify that the project report entitled ‘The

Recruitment and Travel procedures of the employees’
with special reference to Al Turki Enterprises L.L.C, Sultanate
of Oman submitted to Mahatma Gandhi University in partial
fulfillment for the award of the degree of Bachelor of
Business Administration (B.B.A) is a record of original
work done by VINDHYA VILASAN Reg. No: 39493 during
the year 2007-2008 in the department of Business
Administration under my supervision and guidance.

Mr. Joshy John MBA Ms. Melby

Joseph MBA
Head of the Department Faculty Guide
(In Charge)
Date: - Date:-

Viva- Voce Examination held on

Signature of the Signature of

the
External Examiner Internal
examiner
Date: - Date:-

DECLARATION

I hereby declare that this project work entitled ‘THE

RECRUITMENT AND TRAVEL PROCEDURES OF THE

EMPOLYEES’ with special reference to Al Turki Enterprises

L.L.C, Sultanate of Oman is an original report prepared by

me after detailed survey, careful interviews, necessary

references and consultations during my period of study in

Marian College Kuttikkanam, affiliated to Mahatma

Gandhi University, Kottayam under the guidance of Ms.

Melby Joseph MBA.

The findings derived from the project report are based on

the data collected by myself from the employees of Al Turki

Enterprises L.L.C. I declare that the report has not been

submitted else where for award of any other degree.

Place: - Kuttikkanam
Date: -
VINDHYA VILASAN

ACKNOWLEDGEMENT

With immense joy, I express my deep sense of

gratitude to Rev. Fr. Dr. A.J. George Ampazathumkal for
having provided a golden opportunity to do my B.B.A degree
in this esteemed institution.

I owe my sincere thanks to Mr. Joshy John MBA, Head

of Department (in charge) Of Business Administration for his
support and encouragement.

I would also like to truly thank Mr. Joji George and our
class teacher Mr. Biju P Mani in giving me whole hearted
support in many ways.

I am most grateful to Ms. Melby Joseph my faculty

guide who inspite of her busy schedule was always ready to
give her creative suggestions and unlimited availability were
great help in giving this work in its present shape.
 I am indebted to Mr. Gulabsi Ratansi Khimji
(managing Director) and Chaitanya Gulabsi Khimji
(director) of Al Turki Enterprises L.L.C, Sultanate of
Oman for their whole hearted support and granted
permission to the project in their organization.

I profusely thank all my family members and friends for

their moral support and encouragement without which I
would not have been able to complete this project
successfully.

There are many others who supported and helped me

in some way or other. Though their names are not listed
here, they will be remembered with love and gratitude.

Last but not the least I bow my head to Almighty Lord,

who has blessed me with Physical and Mental energy to
keep a steady flow of pace and complete this research
successfully.

Place: - Kuttikkanam
Date: -
VINDHYA VILASAN
 CONTENTS

CHAPTE PARTICULARS PG.N

R O
Introduction

1 Review of Literature

2 Profile of the Company

2.1 About the Company

2.2 Present Operations
2.3 Al Turki Group Structure
2.4 Corporate/ Organization structure
2.5 Organization Chart
2.6 Principles and Policies
2.7 About the HR Department
2.8 The HR Department (functions)
2.9 The Recruitment Procedures
 2.9.1 In- house requirements
2.9.2 Recruitment Advertisements
2.9.3 Short- listing of Candidates
2.9.4 Visa formalities
2.9.5 Labour Clearance
2.9.6 Labour court clearance details
2.9.7 Before arrival of the Candidates
2.9.8 On the arrival of employees

2.1 The visa formalities and arrival in

recruitment (in Details)
0
2.10. New visa formalities employment
1 Arrival of new employees
2.10.
2
CHAPTE PARTICULARS PG.
R NO
2.11 Travel Procedures
2.11.1 Leave procedures
• Normal
• Emergency
• Repatriation

2.11.2 Ticketing
• Through National Travel
and Tourism (NTT)
• Through Internet

3 Research Methodology
3.1 Definitions
3.2 Topic
3.3 Objective
3.4 Scope
3.5 Universe
3.6 Sample Technique
3.7 Sample Size
3.8 Method of Data collection
3.9 Limitation
4 Data Analysis and Interpretation
5 Findings
6 Suggestions
Conclusions
Appendix
• Questionnaire
• Bibliography

LIST OF TABLES
TABLE PARTICULARS PG.
S NO

1 Age of the employee

2 Nationality of employee
3 Work experience in Al Turki
4 New Employee informed about the
5 recruitment
6 Place of recruitment
7 Category of application
8 Rate of difficulty of interview
9 Attitude of interview panel towards employee
10 Time taken for the recruitment
Attitude of employee towards recruitment
11 procedure
12 Attitude of agents towards employee
13 Agents helpful towards the employee
Employees aware of the principle, policies &
14 formalities
15 Training of the employees
16 Overall rating of the recruitment procedure
17 Entitlement of leave
18 Sanction as per application date
19 If not, sanctioned as per application date
20 Extend of leave
Attitude of employees towards leave
 procedures

LIST OF CHARTS

CHART PARTICULARS PG.

S NO

1 New Employee informed about the

2 recruitment
3 Place of recruitment
4 Rate of difficulty of interview
Attitude of employees towards recruitment
5 procedure
6 Agents helpful towards employees
Employees aware of the principle, policies &
7 formalities
Attitude of employees towards travel
procedures
INTRODUCTION
1.1) INTRODUCTION: -

The project wok entitled ‘The Recruitment and Travel

procedures of the employees’ were done with special
reference to Al Turki Enterprises L.L.C, Sultanate of Oman.
The purpose of this study is to finds out the various
recruitment and travel procedures adopted by the
organization and at the same time to find out whether the
employees are satisfied by these procedures. The data
collected for the study was done both by primary and
secondary methods of collection.

Primary data was collected from 85 employees by

giving them questionnaire to fill. This questionnaire had
about 22 questions relating to the topic. These data was
then analyzed and interpreted by using various graphs like
bar graphs and pie charts.

Secondary data was collected by means of books,

internet, organization brochure, library etc. Simple random
sampling was used to select the sample size.
 From these data interpreted, one could conclude that
the employees were satisfied with both the recruitment and
travel procedures.

Chapter 1

REVIEW OF
LITERATURE
1.2) REVIEW OF LITERATURE

Staffing is the process of acquiring, developing,

employing, appraising, remunerating and retaining people
so that right type of people are available at right positions
and at right time in the organization. For providing the right
type of manpower for the organization recruitment is the
basic step. This is followed by selection and placement of
the employees.

Recruitment is the process concerned with

identification of sources from where the staffs can be
employed and motivating them to offer themselves for
employment.
According to Werther ‘Recruitment is the process of finding
and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when
their application are submitted. The result is a pool of
applicants from which new employees are selected’.
 Lord has defined recruitment in terms of its competitive
nature. He views that ‘Recruitment is a form of competition.
Just as corporations compete to develop, manufacture and
market the best products or service so they must also
compete to identify, attract and hire the most qualified
people. Recruitment is a business and it is a big business’.

Thus recruitment process is concerned with the

identification of possible sources of human resources supply
and tapping these sources. In the total process of acquiring
and placing human resources in the organization
recruitment fall in between different sub process.

After recruitment the next procedure is selection.

Selection can be conceptualized in terms of either choosing
the fit candidates or rejecting the unfit candidates or a
combination of both. According to stone ‘Selection is the
process of differentiating between applicants in order to
identify (and hire) those with a greater likelihood of success
in a job’.

Sources of Manpower Planning

An organization can fill up its vacancies either through
promotion of people available in the organization or through
the selection of candidates from outside. Thus there are two
sources of supply of manpower internal and external. Every
organization has to fill up some vacancies through
promotions and in the same way, every organization has to
fill up some vacancies through outsiders.
INTERNAL SOURCES
Internal sources of manpower is done in two main ways
• Promotions
• Transfers
EXTERNAL SOURCES
Recruiters tend to focus their attention on outside
sources. Therefore the first problem is to identify outside
sources. Normally, following outside sources are utilized for
different positions.

• Advertisement: - Advertisement is the most effective

means to search potential employees from outside the
organization. Employment advertisement in journals,
newspapers, bulletins, etc., is quite common in our
country. By means of advertisements, the organization is
able to communicate its requirement of people some of
whom may be its prospective employees.

• Employment Agencies:-Many organizations get the

information about the prospective candidates through
employment agencies. In our country there are two types
of employment agencies are operating they are public
agencies and private agency. Though both of these
perform activities regarding employment suggestions to
their clients, often they differ considerably.
• On Campus Recruitment: - Many organizations conduct
preliminary search of prospective employees by
conducting interviews at the campuses of various
institutions, universities and colleges. This source is quite
useful for selecting people to the post of management
trainees, technical supervisors, scientist and technicians.
The organization hold preliminary interviews on the
campus on the predetermined date and candidates found
suitable are called for further interviews at specific places.

• Deputations: - Many organizations take people on

deputation from other organizations. Such people are
given choice either to return to their organization after a
certain time or to opt for the present organization. People
working in one organization are deputed in another
belonging to the same industrial house.

• Employee Recommendations:-
Employee recommendations can be considered to employ
personnel particularly at lower levels. The idea behind
employee recommendations as a source of potential
applicants is that the present employees may have
specific knowledge of individuals who may be their
friends, relatives, or acquaintances. If the present
employees are reasonably satisfied with their job, they
communicate these feelings to many persons in their
communities.

• Labor Unions: - In many organizations, labor unions

are used as sources of manpower supply, though at the
lower levels. Many such unions’ leaders whose styles are
cooperative and constructive can be promoted to
supervisory level. In many organizations, unions are
asked to make recommendations for employment of
people as a matter of goodwill and cooperation’s.

• Gate Hiring: - The concept of gate hiring is to select

people who approach on their own for employment in the
organization. This happens mostly in the case of unskilled
and semi-skilled workers. Gate hiring is quite useful and
convenient method at the initial stage of the organization
when large number of such people may be required by
the organization.

It is not necessary that a particular organization will utilize

all sources to employ people of all types. Some of the
sources are more useful for particular category of
employees.

SELECTION PROCESS:-
A selection process involves various steps. The
basic idea is to solicit maximum possible information
about the candidate to ascertain their suitability for
employment. Since the type of information required for
various positions may vary, it is possible that selection
process may have different steps for various positions.

• Screening of applications: - Prospective employees

have to fill up some sort of application form. These
forms have variety of information about the applicants
like their personal biodata, achievements, experience
etc. Such information is used to screen the applicants
who are found to be qualified for consideration of
employment. The information may also be used to keep
permanent records of this person who are selected.
Based on screening of applications, only those
candidates are called for further process of selection
that is found to be meeting the job standards of the
organization.

• Selection Tests: - many organization hold different

kinds of selection tests to know more about the
candidates or to reject the candidates who cannot be
called for interview etc. Selection tests normally
supplement the information provided in the application
forms. Such forms may contain factual information
about the candidates. Selection tests may give
information about their aptitude, interest, personality
etc.
• Interviews: - Selection tests are normally followed by
personal interviews of the candidates. The basic idea
here is to find out overall suitability of the candidates
for the jobs. It also provides opportunity to give
relevant information about the organization to the
candidates. Interview of preliminary nature is
conducted before the selection tests.

• Checking References: - many organizations ask the

candidates to provide names of references from whom
more information about the candidate can be solicited.
Such information may be related to character, working
etc. The usual referees may be previous employers,
person associated with educational institutions from
where the candidates have received education, or
other persons of prominence who may be aware of the
candidate’s behaviour and ability.

• Physical Examinations: - physical examination is

carried out to ascertain the physical standards and
fitness of prospective employees. The practice of
physical examination varies a great deal both in terms
of coverage and timing. While organizations do not
carry physical examinations at all, others carry on a
very comprehensive basis. Some organizations only
have general check up of applicants to find the major
physical problems which may come in the way of
effective discharge of duties.

• Approval by Appropriate Authority: - On the basis of

the above steps, suitable candidates are recommended
for selection by the selection committee or HR
department. Though such a committee or HR
department may have authority to select the
candidates finally, often it has staff authority
recommend the candidate for selection to the
appropriate authority. Organizations may designate the
various authorities for approval of final selection of
candidates for different categories of candidates. Thus
for top level managers, Board of Directors may be
approving authority; for lower levels, even functional
heads concerned may be approving authority. In
university, it may be syndicate/ executive committee.
When the approval is received the candidates are
informed about their selection and asked to report for
duty to specified persons.

• Placements: - After all the formalities are completed,

the candidates are placed on their jobs initially on
probation basis. The probation period may range from
3 months to 2 years. During this period they are
observed keenly and when they complete this period
 successfully, they become the permanent employees of
the organization.

Thus recruitment and selection procedures play a vital role

in the organization scenario. With which the smooth
functioning of the organization is impossible.

Chapter 2
 PROFILE OF THE
COMPANY

2) PROFILE OF THE COMPANY

2.1) ABOUT THE COMPANY:-

Al Turki enterprises L.L.C is an experienced
building, civil, mechanical, electrical, instrumentation, air
conditioning and plumbing contracting company
diversifying and expanding their activities in such a
manner that a new divisions become complementary to
their current activities.
 The company is a 100% Omani owned company
with His Highness Sayyid Turki Bin Mahmood Al Said as
Director, Mr. Gulabsi Ratansi Khimji as the Managing
Director and Mr. Chaitanya Gulabsi Khimji as the Director
(HSE and Finance).The company employs in excess of
6,500 personnel with the management and
administrative staff being mainly Indians, SriLankan, and
Omani, Cypriot and British and the labour force
comprises of Indians and Omanis. They operate and
maintain a large fleet of construction plant and
equipments.

A high value is attached to safety and quality is

their operations. They have recently complete over 11
million injury free man hours on a single long duration
contract in oil and gas sector. Our quality system is
accredited to ISO 9002 by AIB-VINCOTTE International
Ltd.

2.2) PRESENT OPERATIONS:-

The companies current operations are in the areas
of:-
a) CONSTRUCTIONS:-
The company is registered as an EXCELLENT
GRADE contractor with the tender board of Sultanate of
Oman are registered with Petroleum development
Oman L.L.C in various categories. They undertake and
 execute CIVIL, MECHANICAL, BUILDING,
MAINTAINANCE, EPC CONTRACTS inclusive of
ELECTRICAL, AC and PLUMBING SERVICES for various
sectors including oil and gas sector.
Major clients: - Diwan of Royal Court, Royal Oman
Police, Petroleum Development Oman, Ministry of
Defence,
Ministry of education etc.

b) MANUFACTURING AND SUPPLYING STEAM CURED

CONCERTE BLOCK TO THE CONSTRUCTION INDUSTRY
OF OMAN:-
The company operates two sophisticated block
plants supplied by BESSER, U.S.A, at GHALA. One has a
capacity to produce 35,000 blocks per day and the
other 20,000 blocks per day. The entire production is
consumed by the local market. Smaller block plants
have been installed at Al Khoudh and at Sohar.

c) PRODUCING AND SUPPLING SAND, AGGREGATE AND

FILL MATERIAL TO THE CONSTRUCTION INDUSTRY OF
OMAN:-
The company has two crusher plants at Rumanis
Having a combined capacity to produce approximately
300 cu.mt of washed and screened aggregate per hour.
They also have mobile crusher plant with capacities to
produce approximately 50 cu.mt of aggregate per hour
 for use in interior projects. A crusher is also operational
at Sohar.

d) PRODUCING AND SUPPLYING READYMIX CONCERETE

TO THE CONSTRUCTION INDUSTRY OF OMAN
The company has two computerized and
automatic ‘LIEBHRR’ plants at Ghala both
manufactured in Germany one which has a capacity to
produce 90 cu.mt of ready mix concrete per hour and
the other has capacity to produce 55 cu.mt per hour.
Batching plant of 30 cu.mt per hour capacity is also
operational at Al Khoudh and at Sohar.

e) PRECAST CONCRETE PRODUCTS:-

The company precast items such as interlock
paving tiles, road Krebs, cable tiles etc which are in
extensive
Use in Oman. The main locations are in Al Khoudh
precasting yard.

f) G.R.C, G.R.P, G.R.G PRODUCTS:-

The company produce glass reinforced cements,
glass reinforced plastic (G.R.P) and glass reinforced
gypsum (G.R.G) items at the company’s modern plant
using “CEMFIL” UK made glass fibre. They enjoy full
membership of glass reinforced association UK.
Decorative products are also available in natural stone
 finish GRC and in reconstituted stone finish. Location at
Ghala.

g) ALUMINUM FABRICATION:-
They have and aluminum fabrication division for the
assembly of powder coated and anodized aluminum
doors, windows, screens and grills. The main location is
at Ghala.

h) STEEL FABRICATION:-
They have a steel fabrication and spray paint shop
for structural and non-structural steel works. The
location is at Ghala.

i) CARPENTARY- JOINERY:-
The company has a large carpentry and joinery
workshop having facilities for woodworks, craving,
laminate, pressing, kiln drying and spray lacquer
finishing. The main location is at Ghala.

j) MATERIAL TESTING:-
The company has a well equipped, Government
recognized materials testing laboratory for physical and
chemical testing of soil, concrete, concrete products
and their components. The main location is batching
plant and Ghala.
k) LANDSCAPING AND IRRIGATION:-
The company has a landscaping and irrigation
division along with full- fledged nursery at Rumaish. In
collaboration with UK/ U.A.E based consultant. They
offer Turkey design and execution for landscaping and
irrigation.

l) SANDSTONE, MARBLE AND GRANITE:-

A large and fully equipped facility for cutting,
dressing carving and polishing Granite/ Marble/
Sandstone cladding and screens has been set up in
Ghala. The company is one of the major importers of
stone from India.
2.3) AL TURKI GROUP STRUCTURE

AL TURKI GROUP

CORPORATE SERVICES
Private sector C AL TURKI ENTERPRISES AL TURKI CEMENT PRODUCTS
L
Government sector I
E
Oil and Petroleum sector N SERVICES PRODUCTS
T

CONSTRUCTION Concrete
Ready blocks & Pre-cast concrete
Building Air Ancillary
mixed interlock products
& civil Electrical conditionin Division concrete tiles
services services g and
plumbing
Aluminum
doors/
windows
Steel
fabrication
Carpentry
& joinery
GRC/
GRP/GRG
Concrete &
soil testing
Marble/ Landscaping
stone & irrigation
cutting
2.4) CORPORATE/ ORGANISATION STRUCTURE:-

GULABSI RATANSI
KHIMJI
Managing Director
Al Turki Group

CHAITANYA
GULABSI KHIMJI
Director
Al Turki Group

PANKAJ ZAVERI AJIT LIMAYE

Manager
Project Director
Al Turki Cement Ancillary Divisions Corporate Service Al Turki Enterprises
Products
 BHAYANI
Procurement
Manager
V. IYER
Financial
Controller
Dr. GOMES
Medical
Officer
RAGHAVAN
Contract
GULABSI RATANSI

Manager
Managing director

Project Director
CHAITANYA
GULABSI

AJIT LIMAYE
Director
KHIMJI

PROJECT
MANAGERS
Constructions
STANLEY
SILVA
Chief Estimator
2.5) ORGANISATION CHART

NOZER R
Manager
building
services
PANKAJ
PAREKH

Commercial
M.A UPALI
OHSE Manger

Manager
KUNDAN
SINGH
P&A Manager
2.6) PRINCIPLES AND POLICIES:-
PRINCIPLES:-
Mission:-
We strive to generate wealth for our shareholders and
create economic benefit for our employees and our
associates. To do this, we strive to achieve complete
customer satisfaction by applying modern technology,
technical expertise and optimum utilization of our resources
for our projects and products.

Vision:-
ATE aims to be recognized as one of Oman’s reputed
organizations providing the best construction and
manufacturing excellent quality building materials. We aim
to continually expand our field of operations.

Business Principles:-
We have responsibility to the shareholder, customers,
employees and society. This means conducting our business
ethically, with integrity and respect for the environment. We
are committed to protecting the health and safety of our
employee and associates.

Business Objectives:-
To meet our shareholder’s aspiration and to achieve
our vision, we need to focus our efforts.
 The following business objectives have been developed for
this purpose.
• Achieve operational and commercial excellence
• Create an effective and efficient operation through
competent trained and motivated staff.
• Deliver high quality products and services
• Demonstrate sound HSE management.
• Demonstrate commitment to Omanisation
• Exploit technology effectively
• Maintain excellent relationship with our customers,
government and public.

POLICIES:-
I. HSE POLICY:-
It is the statement issued by the most responsible
person of the company (MD in Al Turki) to express the
commitment of the company’s top management towards
HSE.
• To make everyone inside as well as outside
the company aware of the commitment of the company
management towards HSE
• To provide guidelines to everyone concerned as how
HSE has to manage within the organization.
• Follow safety rules and procedures which will be
explained to them from time to time by supervisors/HSE
advisors.
 • Bring to attention of supervisors/ HSE advisors
may unsafe conditions/ unsafe acts observed by them
and necessary to stop such unsafe work.

II. QUALITY POLICY:-

• To deliver quality products and to provide quality
services in our sphere of business
• To comply with the requirements of quality
managements system and continually improve the
effectiveness

III. OMANISATION POLICY:-

Al Turki Enterprises L.L.C is committed to structure
policy of Omanisation for the personnel employed on our
contracts with public and private sectors.
ATE shall endeavor to progressively omanise
various work categories and to operate an on going
programme of training and development for our Omani
employees.

IV. NO SMOKING POLICY:-

It is the policy of the company that the health
hazards associated with smoking shall be minimized in
its working environment.
 Smoking shall not be allowed in the company’s
offices, living quarters, messes, kitchen and dining
facilities.

V. ALCOHOL AND DRUG POLICY:-

It is the policy of the company that number
of person working in the company’s operation will be
permitted to work, to drive vehicle or to operate
machineries while under the influence of alcohol, drugs
or any other intoxicating substances.
Inability to perform one’s duty through
impairment by alcohol or use of illegal drugs or misuse
of legal drugs will regarded as serious misconduct and
will be dealt with accordingly by the management.
Possession distribution sale or use of alcohol and
illegal drugs for legal drugs which are misused on the
company’s premises will be regarded as serious
misconduct and will be dealt with accordingly by the
management.

VI. TRAINING POLICY:-

It is the policy of the company that appropriate
training in work skills, HSE and quality matters shall be
given to its employees to enable them to carry out work
in an efficient, safe and quality conscious manner.
VII. JOURNEY MANAGEMENT POLICY:-
It is the policy of ATE L.L.C that road transport
movement shall be controlled to minimize road traffic
incidents and to avoid man lost situations.
2.7) ABOUT THE HR DEPARTMENT:-
The HR department of Al Turki Enterprises L.L.C is
located in the Head office in Azaiba.
The department is managed by Mr. Kundan Singh and
there are about 40 staffs assisting him. The main
functions of the HR department is the recruitment, visa
renewal, passport renewal, civil status card renewal,
leave procedures of employees etc.

• FORMALITIES:-
On the arrival in Oman, all employees are required to
immediately submit their passports to the personnel
department from where they receive details of further
formalities briefly described here.
All employees have to undergo a medical
examination and fingerprinting as per government
regulations. The necessary forms are prepared and sent
to the transport division which will organize to transport
for the person for the medical examination and
subsequently for fingerprinting. All employees will have
over 6 copies of color photographs (passport-size-blue
 background) for completing the labour card and
fingerprinting formalities.

• FACILITIES:-
The following are the facilities provided by the
HR department:-
 Accommodation
 Boarding
 Medical
 Transport
 Leave
 Emergency leave
 Family leave
 2.8) THE HR DEPARTMENT:-
Mr. Jadu/ Mr. Mrs. Joyce assisted
Himanshu assisted by by Mr. Palani/ Avit
Mr.Kinjal/ Mr.Ganesh/
Mr.Laxman
New visa typing
Visa renewal
 Civil status card
renewal
 Passport renewal
 Road permit
 Driving license
 Health card/ cook/
medical
 Daily site transfer
 Gate passes for site
visit
 Fingerprint & medical
 Collection of GSM, car
keys, camp liaison
etc.
 Related
correspondence &
fillings
Mr. KUNDAN SINGH
HR manager
Mrs. Zenobia Mr.Ripal/ Mr. Bapu
assisted by Mr. Avit Jadeja assisted by
Mr. Bhaskar/ Sanjay/
Kirit/ Ashwin
 N Making ticket
ew visa booking for person
application going on leave+  Leave settlement
 R LPO and arranging  Salary for expats &
ecruitment PTA tickets Omanis
coordination Records person  Mess affairs &
 A going on leave & maintaining records
rranging family returning from
 Staff salary on 1st of
visa leave
every month
 V Monitoring ticket
expiry of person on  Labour on 16th &
isit visa &
maintaining leave etc. Omani on 6th
Making Mr. Ashwin’s function is
 R
arrangement for cash transaction in
ecords of the
MD & family their consultation with Mr.
above & required
visas for other Ripal/ Mr. Bapu Jadeja.
follow-up with
concerned country
department &
person
 2.8) THE HR DEPARTMENT: - (CONT)
Mr. KUNDAN SINGH
HR manager

Mr. Abubaker Mr. Palani/ Mr. All camp bosses/

Suleiman Esry assisted All PRO’s Siddarth Ghala time officers
by Mr. Anil
 L  A  M
iaison with labour ll SAP entries for atters pertaining to
 Recruitment of department HR department & all camps & Ghala
Nationals  I wages and salary time office
 Day to day works in mmigration section. Arranging
Omani department  R accommodation
&resolving their OP & other for new arrivals
problems government (Mr. Palani)
 If any necessary authorities and
coordination with required.
government
authorities &required
correspondence.
2.9) RECRUITMENT PROCEDURE:-
2.9.1) In- house requirements:-
• The company assesses the need for
manpower.
• Each department assesses their need.
• A list is made on the requirements by each
department.
• The list is send to the HR
department/personnel department.
2.9.2) Recruitment Advertisements:-
• Preparations of the advertisements text category
wise and checked for correctness. This is then
forwarded to the HR manager and other department
heads for approval.
• Obtaining the quotation from the media agents for
advertisement text.
• Approval is obtained to advertise the text for
recruitment.
• After that, the final text is send to the Director for
signature. Once the signature is obtained the same
being sent to the respective media agency either by
fax or by e-mail or to R.K office (Bombay office for
advertisements)
2.9.3) Short- listing of the Candidates:-
• CV are collected through these advertisements/
agents and sent it to the company.
• After his review, it is forwarded to the respective
divisions head for their requirements and replying to
all e-mails regarding.
• Sorting out the applications category wise and
preparing a separate folder for each category.
• Filing the CV applications category wise.
• Short listing the candidates. This is done
according to their experience/ qualification and the in-
house requirements.
• Information on venue and time of the interview is
given to the candidates who are selected, as well as
the agent. A panel of interviewers along with the HR
manager is sending for interview from the company.
• Candidates are short-listed after the interview.
They are selected according to the experience,
qualification and personality. Fresher are also selected
and they are given 6 to 7 months training before
posted for their jobs.
• Follow up with the candidates and the agents to
send their medical reports. These medical reports
should be made by those Doctors who are approved
by ministry of health (Oman). They should send their
passports as well as they should sign the agreement
with the company.
 • Copies and photographs/letters to be given.
2.9.4) Visa Formalities:-
• Checking visa forms for passport details,
clearance number, category for which visa is being
applied, signature, necessary documents attachments
like company papers and authorized signatory
documents before submission to the immigration.
• The above documents are maintained as records
in a register and the PC.
• After obtaining the visa, the copy is attached to
the details of the candidates and it is entered in the
register and the PC.
• Preparing the record of visa status on the basis of
the immigration receipts.
• Preparing the list of visas received as on date from
the file.
• Preparing a covering letter to R.K office (Bombay
office) enclosing the original visas along with the
agent-wise list of agents.
• Sending the PTA details to the new recruitment
candidates. The tickets booked at local agent. A short
e-mail to the candidate/ agent stating the flight
schedule, time of departure, date and collection of
tickets from the respective office of the airlines at
their place.
2.9.5) Labour clearance:-
 • Once the labour clearance received the HR
Manager gives the copy of labour clearance to
maintain it in the
PC.
• Every time visa is applied on the basis of
availability of the clearance.
• Once the visa is applied alternatively one
clearance is deducted from the list.
2.9.6) Labour Court Clearance Details:-
• For the labour court purpose a separate account is
maintained for new employees.
• Once the candidates arrives his clearance is
debited to the previous available at the labour court.
• All list of available labour clearance is maintained.
2.9.7) Before arrival of the Candidate:-
• An intimation letter is send to the head of all
departments/ to the head of the department in which
the employee is appointed.
• An intimation letter is about the arrival of the
employee. This is given for making necessary
arrangements for the employees like job description,
accommodation, location of work and transportation.
2.9.8) On the arrival of the employee:-
• The passport is collected from the employees by
the HR department which is situated in the Head
Office.
 • The employee is send for further:-
1. Medical check-up. Medical certificate given
by the ministry of health. If any variation/ has any
deadly diseases like cancer they are send back.
2. Fingerprints
3. Civil Status Card
• The employee is given an advance payment
for his basic needs. (a minimum amount given from
the salary)
• A copy of the civil status card is given to the
HR department.
• In case of cancellation of visa or non-renewal
of the visa. A special paper is stamped as cancelled.

THE RECRUITMENT STARTS FROM THE IN-HOUSE

REQUIREMENTS TO THE ARRIVAL OF THE EMPLOYEE.

2.10) VISA FORMALITIES AND ARRIVAL IN

RECRUITMENT: - (in detail)

2.10.1) New Visa Formalities Employment:-

• The HR manager gives CV/passports copy and
Medical forms for arranging the visa form. He also
mentions in which clearance the visa to be applied.
• Form is being typed. The following details are
filled name, labour clearance, passport no., issue
date, expiry date, issue place, nationality, sex, agent,
birth date, birth place, profession, address, mother’s
name, religion this information are taken from the CV.
• Before sending the original medical report for
attestation for Ministry of Health through PRO, a copy
of the same along with the details.
• Then will attach this visa form to the CV details
and forward it to the HR manager for the MD/
Director’s sign.
• After the signature of the signature of the
MD/Director’s, it is given to the HR Manager and he
gives it for arranging the visa submission.
• Then it is attached for visa form, visa details
letter, passport copy, photographs, chamber of
commerce and commercial registration copy, attested
medical report in original and copy and labour
clearance in original and copy.
• The above document is given to PRO for
submission at immigration office.
• After depositing at the immigration the receipt is
obtained and the original medical report is returned
back to the HR department. After this original medical
report is attached to the CV.
• The date is set for receiving the visa in the
receipt. On the date, the visa will be issued to the
Omani PRO he shall handover the visas to the Hr
 manager and he will in turn give it to the HR
department for checking for the correctness of name,
passport no., issue date.
• Indent no. are given on very important visa. It is a
number which indicate the number of visa’s taken.
Once the employees arrive to the Head Office he is
given a number. These numbers are given and also
written on the original visa. After these 4 copies are
taken, one copy attached with all his details and 2
copies are kept with HR Manager to send it to Bombay
office and one copy for the HR manager to be filed in
the HR department.

2.10.2) Arrival of New Employee:-

• Before arrival of new employees, the arrival
intimation is forwarded to the HR Manager and he will
write a memo where he is to be posted.
• After the employee’s arrival, the employees (only
the expatriate staff) is given the introduction manual
and his staff no. and take the signature on the
employment agreement.
• Then the employee is asked to collect the salary
advance. After that the employee has to meet the HR
Manager.
• The labour card form and medical examination
card is typed in consult with the HR Manager specific
labour clearance category and salary is mentioned to
the employee.
• The above documents is given for checking of
passport no, name and visa no., issue date, expiry
date, category labour clearance no. the employee no.
is also checked and kept as a record of smart card.
• The medical examination card is signed by the HR
Manager.
• All the required documents are sending to the
transport for arranging the employee medical
formalities.
• On the labour card form, the employee site
location, category and the last joining date is
mentioned.
• After the medical formalities are over, the labour
card form is sent for signature of MD/ Director.
• After the signature is obtained, the voucher is
prepared.
• After getting the concerned signatures the
finance department gives the amount deposited
receipt in the smart card.
• After getting the receipt from the labour court,
preparation of civil status form is done.
• The above documents is given for checking of
passport no. name, visa no., issue date, expiry date,
category, labour clearance no. and also the employee
 no. is checked and the record of smart card is
mentioned.
• Location wise employee details are furnished
along with the form and it is sent for signature to MD/
Director.
• After the signature the form is being sent along
with the employee for getting the civil card.
• Once the original civil status card is received, the
civil status no., joining date, the charges and expiry of
the card is entered into the PC.
• Copy is filed in the employee’s personal file and
original is kept in safe custody.

2.11) TRAVEL PROCEDURES:-

2.11.1) LEAVE PROCEDURES:-

There are three types of leave applications

1. Normal:-
• All staff employees working for capital, ATCP (Al
Turki Cement Products) and NMC (National Metal
Cans) are entitled to 2 months leaves every 2 years
and laborers for 3 months every 2 years.
• Staff employees as well as laborers working for
PDO are entitled to 1 month leave every year as per
PDO regulations.
 • Piping designers who are employed on a 3 month
on, 1 month off basis are given a return ticket upto
their home city.
• Operators, drivers and foreman from Kutch are
given Mct/ Bom/ Mct in their hands.
• All leave applications forms are kept with the time
keeper at every site.
• The normal leave application forms have to be
filled in with 3 photographs and submitted to the HR
department 3 months before leave is due.
• After finalization employees passport is retrieved.

In case of laborers:-

⇒ All laborers are given a Mct/ Bom in hand

and on their return they have to report to Gulf
enterprises in Bombay
Office and collect their Bom/ Mct ticket from there.
⇒ Labour application has to be signed by the
project manager, division head, site manager, site
foreman and general foreman. If is not signed by any
one of them mentioned above it is sent for the
specified signature.
⇒ In case of laborers 15 days before the leave
date a memo is sent from the respective sites along
 with the signature of the division head, site manager,
site foreman and general foreman to approve that the
person can be released.
⇒ On receiving the remainder memo, the
application is removed from the file, once again the
visa/ labour card/ passport is checked.
⇒ Sometimes the labour card is due for expiry
after the employee goes on leave, so the employee is
given a choice either to renew and go or give an
undertaking that he will pay the penalty for late
renewal.
⇒ The remainder memo is filed in a memo file
and a copy is to be attached to the application Air port
tax/ difference of fare, war insurance and services
charges to be deducted from settlement is written on
the application, subject to the HR Manager for
approval.
⇒ The application is then forwarded to the HR
Manager, Mr. Kundan Singh for final approval and
decides the date of departure, which is the written
down on the application where he puts down his
remark.
⇒ The HR Manager gives his final approval in
case of labour.

In case of NMC:-
 ⇒ The application is faxed to the HR
department with their travel date written thereon.
Then they are submitted to the Director, Mr.
Chaitanya for his approval.
⇒ After the NMC application is approved
by the Director, it is again faxed to NMC.
⇒ A list of booking is made and forwarded
to the sites, accounts, stores, department heads and
camp are informed for employees working on sites,
and time card is obtained.

In case of Staff:-
⇒ All staffs are given Mct/ Bom/ Mct ticket
unless otherwise specified in their service
agreements.
⇒ The staff application has to be signed by
the respective heads.
⇒ All application of all departments is
filled in a staff file.
⇒ The HR manager gives his approval and
sends the application to Mr. Chaitanya (Director) or
Mr. Gulabsi (Managing Director) for their final
approval. No applications go to them without the
approval of the HR Manager’s signature.
⇒ On application approved the project
manager, contract manager, division head gives a
release memo. The staff signs the handing over form
dully filled.

2. Emergency:-
• There is a separate emergency form which
needs to be filled. Approval is taken from site-in-
charge/ concerned head of department.
• For staff site clearance (handing over note) is
required. In case of one way application, visa status
has to be mentioned by site manager. Expiry date/
visa/ labour card/ passport/ last joined/ contract
period/ last settlement received and checked and
written on the form.
• If the contract period is not complete, the
employee has to bear the cost of travel. Staffs bring
their own ticket. But laborers have to deposit money
for their Air Fare. The money is given to Mr. Ashwin
(who is the cashier of the HR department) along with
the application. The application form is then signed
along with the amount received.
• In case of ATCP application, the money is
collected. And then the application form is signed and
faxes the application to the HR department. Finally
the application goes to the HR manager who gives his
final approval in case of labour. And in case of staff,
he gives his approval and sends the application to Mr.
 Chaitanya (director) or Mr. Gulabsi (managing
Director). No application goes to them without HR
Manager’s signature.
• In case of NMC application they are faxed to
HR department with their travel date is written
thereon along with the signature. Then they are
submitted to the Director, Mr. Chaitanya for his
approval. After the NMC application is approved by
the director, it is again faxed to NMC. Their ticket fare
is collected from NMC in cash.
• After finalization employees passport is
retrieved. A list of booking is made and forwarded to
the sites, accounts, stores, department heads and
camp are informed for employees working on sites,
and time card is obtained.

3. Repatriation:-
• Site-in-charge sends a list/informs verbally about
employees to be terminated. Personal file is checked
contract completion date is checked along with
passport expiry date.
• If 21 and above months completed a cover letter is
issued. If it is 21 or fewer months a notice is issued.
• Repatriation form is filled. After approval and
signature of the HR Manager.
In case of ATCP:-
 ⇒ The application, Mr. Nitin Chad collects the
money signs on the application as cash received and
faxes the application to the HR department. Mr.
Anup’s signature is also taken. Finally the application
goes to the HR Manager who gives his final approval
in case of labors.
⇒ In case of staff, the HR manager gives his
approval and sends the application to Mr. Chaitanya
(Director) or Mr. Gulabsi (Managing Director) for their
final approval. No applications go to them without the
approval of the HR Manager’s signature.

In case of NMC:-
⇒ In case of NMC application they are
faxed to HR department with their travel date is
written thereon along with the signature. Then they
are submitted to the Director, Mr. Chaitanya for his
approval.
⇒ After the NMC application is approved
by the director, it is again faxed to NMC.
⇒ After finalization employees passport is
retrieved. A list of booking is made and forwarded to
the sites, accounts, stores, department heads and
camp are informed for employees working on sites,
and time card is obtained.
2.11.2) TICKETING:-
The tickets of Al Turki Enterprises are booked through
1. Through National Travel and Tourism (NTT):-
• A list of passengers is made from their passport
and same along with the travel dates, reg no. and
site, is faxed to NTT.
• A day before travel date, the HR department
checks with accounts, if the settlement has been
transferred to the employee’s individual accounts
and then accordingly the NTT issues the tickets on
Air India and send them across.
• 2 separate coupons- Mct/ Bom/and Bom/Mct are
issued for each labour employee. The tickets are
received and delivery note is signed and sends back
to NTT. A copy of the delivery note is retained for
records. 2 copies are taken on each ticket. One for
making LPO and other for filing in the employee file
for future reference.
• All return tickets are kept with the personnel. After
discussion with the HR Manager, the tickets or PTA
are sent to Bombay Office along with a list of
employees and full details of no. of days, leave and
address. List is generated from the PC.
• The employees contact RK Office after their leave
gets over, collect their return ticket and travel back
to Muscat. If the employee does not contact the RK
 Office, all the unutilized tickets are sent back to the
HR department along with the list to apply for
refund.
• Certain category of labour (mentioned above) and
staff are given a return ticket when they go from
Muscat. If such an employee doesn’t return he is
contacted and told to return the ticket.

2. Through Internet:-
Ticket is booked through internet on the sectors
where Air India Express operates.
• Booking once done on www.airindiaexpress.in
cannot be changed. If changed it is charged.
• So before doing the booking a list of the
employees to travel is faxed to the various sites to
confirm their travel dates. After that the original
applications are forwarded to accounts.
• Once they confirm that, settlements will be
transferred on time the booking is done. For all those
candidates who are going on a return ticket, a
deposit of RO 60/- is taken from them. When they
return on the date as per the ticket issued, the
deposit amount is returned.
• A list is prepared with the following details:-
booking date, Sr. no, name, Reg no, route, Traveling
date, Returning date, site, category, fare, PNR No.
( booking reference no)
• Bookings are done using the Oman Arab Bank
credit card. For security reasons, the bank only
permits a value of RO 1000/- to be utilized on one
day. So depending on the fare, about 12 to 14 tickets
can be booked in one day.
• A list is prepared of the employees that are to be
booked on one day.
• Actual booking is done by going on the Air India
web site. The HR department first put in the sector of
travel, then the date of travel and the number of
passenger to be booked on that date and
sector(maximum number = 10 on one PNR)
• After the booking is done, the HR department
takes the print out of the tickets and note down the
fare and the PNR no the list.
• Then the HR department goes to the next group
of working. Once the total amount of fare on that day
amounts to RO 1000/- booking is stopped for the
next day.
• 4 copies are taken of each ticket. One for the
accounts, one in the booking record file- the ticket
copy is attached to each leave application copy and
filed date wise, for further references, one ticket
copy along with application copy goes to the PTA file.
 This file is maintained to keep a list of the return
from leave. One ticket copy is given to Mr. Jadu who
gives it to the employee along with their passport.
• In case an employee is terminated and his visa
needs to be cancelled, after the ticket is booked, an
extra copy of the ticket is given to Mr. Jadu who in
turn gets a visa cancellation from the typed and
signed by the Director Mr. Chaitanya Gulabsi.
• Many times booking on a particular date is not
available as seats are full. Then an e-mail is sent to
Air India office, Bombay for release of seats. If they
release the seats the booking is done for that day or
the next available date is taken. In such a case
accounts has to be informed of the change in the
date immediately.
• Where there is a big group for a particular date,
the HR department calls up Air India Express office in
Oman and they arrange for the seats to be blocked
for Al Turki.
• After all bookings are done a list of employees
who have been sent is made with their respective
address and faxed to R.K Office Bombay in turn fax
the department the return date.

2.11.3) Return Tickets:-

• As and when employees report to the R.K office in
Bombay on the completion of their leave, R.K faxes
the department their desired date of travel.
• On receipt of this fax, the individual employees file
is removed and checked if his service is required.
Then a copy of the original leave application which
he had filled before going on leave is given to the HR
Manager who finally decides whether or not he
should be called.
• On the approval of the HR Manager, a list is made
with the employee’s name, Reg. No., sector, date of
travel, passport no., and faxed to NTT for an e-ticket.
The NTT faxes the department an e-ticket for the
passenger.
• The e-ticket is then faxed to R.K office in Bombay.
A copy of the e-ticket is also kept in the employee’s
personal file. And the LPO is made for the same.
When Air India Express was operating the return
tickets were booked directly on the internet, after
the approval of the HR Manager. A copy of the ticket
is sent to R.K office, Bombay.
• As the return passengers came we tally their
names with the tickets sent to R.K. if by any chance
an employee does not travel and his tickets was
purchased through NTT, then the R.K office sends
the original ticket to the HR department. The
department makes a letter for refund of the ticket,
gets it signed by Mr. Iyer (financial controller of Al
Turki Enterprises) and sends it to the NTT for refund.

Chapter 3

RESEARCH
METHODOLOGY
 3.1) DEFINITION:-
The advance learner’s dictionary of current English
defines research as “A careful investigation or enquiry
through search for new facts in any branch of knowledge”.
In this project there has been a detailed study about the
attitudes of students about the Recruitment and Travel
procedures of employees in Al Turki Enterprises L.L.C.

3.2) TOPIC:-
Recruitment and Travel Procedures of employees.

3.3) OBJECTIVES:-

• PRIMARY OBJCTIVE:-
1. To study the various Recruitment and Travel
procedures.

• SECONDARY OBJECTIVE:-
 1. To find out the different sources from which the
employees are informed about the recruitment.
2. To find out the various places from which they are
recruited.
3. To find out the rate of difficulty of interview.

4. To find out the attitude of employees towards

recruitment procedures.
5. To find out the attitude of agency.
6. To find out whether the employees are aware of the
policies, procedures of the company.
7. To find out the attitude of towards travel
procedures.

3.4) SCOPE:-
The project “Recruitment and Travel Procedures of the
employees” in Al Turki Enterprises L.L.C mainly studies the
different Recruitment and Travel procedures the company is
adopting. It further studies whether the employees are
satisfied by the existing procedures. This study can be used
as reference in the future while relating to similar topics.

3.5) UNIVERSE:-
A universe is the total population available for the
study. The total population for the study is the total number
of employees in Al Turki Enterprises L.L.C.
 3.6) SAMPLE TECHINQUE:-
In research methodology many sampling techniques
can be used such as simple random sampling, cluster
sampling, convenient sampling, systematic sampling etc.
The sample technique used in this project is Simple
Random Sampling means each member of the universe has
an equal chance of been selected. Here all the employees of
the organization had an equal chance of being selected.

3.7) SAMPLE SIZE:-

A sample size is the number of sampling units
selected from the total population. The size selected for the
survey was 85 employees of the organization.

3.8) METHODS OF DATA COLLECTIONS:-

There are two methods of data collection. That is
primary data and secondary data. Both the methods were
used in this study.
• PRIMARY DATA COLLECTION:-
Primary data do not exist already in records and
publications. A researcher has to gather primary data a
fresh for the specific study undertaken by him/her.
The methods used for primary data collection are
• Observation
• Experimentation
• Survey
 The method used for primary data collection for this
study is the survey method which consists of
questionnaire method. Questionnaire method is done by
giving questionnaires to the respondent for filling.

• SECONDARY DATA COLLECTION:-

It refers to choose data which are gathered for
some other purpose and are all ready available in the
records, books, journals, internet etc.
3.9) LIMITATIONS:-
• The respondents may not answer honestly.
• Language problems as the employees were from
different states there was a difficulty in
communicating.
 Chapter 4

DATA ANALYSIS AND

INTERPRETATION
Data analysis and interpretation means analyzing the data
collected through questionnaire and interpreting those data
which are analyzed.

TABLE 1:-

Age of the employee

 AGE NUMBER PERCENTAGE

20-30 20 24

31-40 35 41

41-50 29 34

Above 51 1 1

TOTAL 85 100

INTERPRETATION: - About 41% of the employees are

between the ages of 31-40. 34% are between the ages of
41-50. Those who are between the ages of 20-30 are 24%.
And 1% above 51 years.

TABLE 2:-

Nationality of the employee

 NATIONALITY NUMBER PERCENTAGE

Indian 65 77

Omani 12 14

Any other 8 9

TOTAL 85 100

INTERPRETATION: - 77% of the employees are of Indian

origin. 14% of the employees are Omanis. And the rest 9%
are from other countries like Srilanka, Sudan etc.

TABLE 3:-

Work experience in Al Turki

 WORK EXPERIENCE NUMBER PERCENTAGE

1- 5 years 32 37

6 - 10 years 41 48

11 – 15 years 9 11

Above 16 years 3 4

TOTAL 85 100

INTERPRETATION: - About 48% of the employees is working

in Al Turki between 6-10 years. 37% is working for 1-5 years.
11% does have work experience of 11-15 years in Al Turki.
And rest 4% is working for above 16 years.

TABLE 4:-

New employees informed about the recruitment

 INFORMATION NUMBER PERCENTAGE

Agents 33 39

Advertisements 33 39

Any other 19 22

TOTAL 85 100

INTERPRETATION:- 39% of the employees got to know about

the Recruitment through both advertisements and agencies.
The rest 22% got to know about the recruitment through
some other means of communication like through their
relatives, friends etc.

CHART 1:-

New employees informed about the recruitment

 45

40

35

30

25

20

15

10

0
AGENTS ADVERTISEMENTS ANY OTHER

TABLE 5:-

Place of recruitment
 PLACE NUMBER PERCENTAGE

Mumbai 36 42

Chennai 17 20

Kochi 12 14

Any Other 20 24

TOTAL 85 100

INTERPRETATION: - About 42% of the employees were

recruited from Mumbai. 20% from Chennai. 24% of the
employees were recruited from places like Sudan, Srilanka
and Oman. And the rest 12% was recruited from Kochi.

CHART 2:-

Place of recruitment
 M UMBA I
CHENNAI
K OCHI
A NY OTHE R

TABLE 6:-

Category of application
 CATAGORY NUMBER PERCENTAGE

Mason 22 26

Painter 11 13

Plumber 14 16

Carpenter 8 9

Welders 16 20

Any Other 14 16

TOTAL 85 100

INTERPRETATION: - 26% of the employee applied for the job

of mason. 20% applied for welder. 16% each applied for
plumber and other post in the company. 13% applied for the
of a painter. And the rest 9% applied for carpenter.

TABLE 7:-

Rate of difficulty of interview

 RATE NUMBER PERCENTAGE

Very Easy 6 7

Easy 50 59

Difficult 25 29

Very Difficult 4 5

TOTAL 85 100

INTERPRETATION:- 59% of the employees found interview

easy. 29% found it difficult. 7% found the interview very
easy. And the rest 5% found the interview very difficult.

CHART 3:-

Rate of difficulty of interview

 V E RY E A S Y
EASY
DIFFICULT
V E RY DIFFICULT

TABLE 8:-

Attitude of interview panel towards employee

 ATTITUDE NUMBER PERCENTAGE

Excellent 6 7

Good 46 54

Average 30 35

Poor 3 4

TOTAL 85 100

INTERPRETATION:- 54% of the employees found the

interview panel good. 35% found them average. 7% of the
employees found them excellent. And the rest 4% found the
interview panel poor.

TABLE 9:-

Time taken for the recruitment

 TIME NUMBER PERCENTAGE

Days 21 25

Weeks 40 47

Months 24 28

TOTAL 85 100

INTERPRETATION:- For 47% of the employees the total

recruitment process took weeks to complete. For 28% the
whole process took months and the rest 25% of the
employees it only took days to complete.

TABLE 10:-

Attitude of employee towards recruitment procedures

 ATTITUDE NUMBER PERCENTAGE

Long and Stressful 16 19

Long but Relaxing 16 19

Short but Stressful 28 33

Short and Relaxing 25 29

TOTAL 85 100

INTERPRETATION:- 33% of the employees found the

recruitment procedures short and stressful. 29% of them
found it short and relaxing. 19% of found them the
procedures long and stressful and the rest 19% found it long
but relaxing.

CHART 4:-
 Attitude of employee towards recruitment procedures

LONG AND STRESSFUL

LONG BUT RELAXED

SHORT BUT STRESSFUL

SHORT AND RELAXED

TABLE 11:-
 Attitude of agents towards employees

ATTITUDE NUMBER PERCENTAGE

Excellent 6 7

Good 51 60

Average 27 32

Poor 1 1

TOTAL 85 100

INTERPRETATION: - 60% of the employees found the agent

good. 32% of them found the agents average. 7% of them
found the agents excellent and the rest 1% found the agent
poor.

TABLE 12:-
 Agents helpful towards employees

PARTICULARS NUMBER PERCENTAGE

Yes 77 91

No 8 9

TOTAL 85 100

INTERPRETATION:- Agents were helpful according to 91%

employees and the rest 9% of the employees feel that the
agents were not helpful.

CHART 5:-
 Agents helpful towards employees

YES
NO

TABLE 13:-
 Employees aware of the principles, policies and formalities

AWARE NUMBER PERCENTAGE

Yes 62 73

No 23 27

TOTAL 85 100

INTERPRETATION: - 73% of the employees know the

principles, policies and formalities of the company. The rest
27% of the employees are not aware of the principles,
policies and formalities of the company.

CHART 6:-
 Employees aware of the principles, policies and formalities

YES
NO

TABLE 14:-
 Training of the employees

TRAINING NUMBER PERCENTAGE

Yes 45 53

No 40 47

TOTAL 85 100

INTERPRETATION: - 53% of the employees got training

before joining the job assigned to them. The rest 47% did
not get any type of training before joining.

TABLE 15:-
 Overall rating of the recruitment procedure

RATING NUMBER PERCENTAGE

Excellent 4 5

Good 63 74

Average 18 21

Poor 0 0

TOTAL 85 100

INTERPRETATION: - 74% of the employee rated the

recruitment procedure till arrival as good. 21% of the
employees rated it as average. And the rest 5% rated the
procedure as excellent.
TABLE 16:-

Entitled for leave

YEARS NUMBER PERCENTAGE

One Year 19 22

Two Years 66 78

TOTAL 85 100

INTERPRETATION:- 78% of the employees are entitled for

leave every two years. And the rest 22% of the employees
are entitled every one year. This is because those
employees working in PDO are entitled every one year.

TABLE 17:-
 Sanction as per application

PARTICULARS NUMBER PERCENTAGE

Yes 24 28

No 61 72

TOTAL 85 100

INTERPRETATION:- According to 72% employees the leave is

not sanctioned according to the leave application. For rest
28% the leave is sanctioned according to the application.

TABLE 18:-
 If not sanctioned as per application date

IF NOT NUMBER PERCENTAGE

A week earlier 5 8

A week later 7 11

A month earlier 15 25

A month later 34 56

TOTAL 61 100

INTERPRETATION: - 56% of the employees get their leave

sanctioned after a month. 25% of the employees get their
leave sanctioned a month earlier than the application date.
For 11% it gets sanctioned after a week. And the rest 8%
gets their leave sanctioned a week earlier then the
application date.

NOTE: - The rest 24 employees get their leave sanctioned

according to the application date.

TABLE 19:-
 Extend of leave

MONTHS NUMBER PERCENTAGE

One month 21 25

Two months 17 20

Three months 47 55

TOTAL 85 100

INTERPRETATION:- 55% of the employees are entitled for

three months leave. 25% of the employees are entitled for
one month. And the rest 20% are entitled for two months
leave.
TABLE 20:-

Attitude of employee towards travel procedures

ATTITUDE NUMBER PERCENTAGE

Long and Stressful 5 6

Long but Relaxing 18 21

Short but Stressful 25 29

Short and 37 44
Relaxing

TOTAL 85 100

INTERPRETATION: - 44% of the employees feel that the

travel procedure is short and relaxing. 29% of the
employees feel it was short but stressful. 21% of them feel
that the procedure was long but relaxing. And the rest of the
6% feels that the travel procedure was long and stressful.
CHART 7:-

Attitude of employee towards travel procedures

50
45
40
35
30
25
20
15
10
5
0
LO NG A N D LO N G B UT S H O RT B U T S HO RT A ND
S TRE S S F UL R E LA XE D S TRE S S F UL RE LA XE D
 Chapter 5

FINDINGS

FINDINGS:-
1. The findings show that most the employees are between
the ages of 31-40. About 41% of the employees are
between that particular age group.

2. Many of the employees are from India. Almost 65% of

the employees are from India. The rest are citizens of
Oman as well as those employees from Srilanka and
Sudan.

3. The study reveals that 41% of the employees are

working for Al Turki Enterprises L.L.C for 6-10 years. 32%
of the employees are working for 1-5 years. The rest
between 11-15 years and above 16 years.

4. About 33% of the employees were informed about the

recruitment through advertisements. An equal number
of were informed through agents and the rest through
some other sources like through friends and relatives
who are currently working in the company.

5. The employees mostly were recruited from Mumbai,

which is about 42%. The rest of the employees were
recruited from places like Chennai, Kochi, Sudan and
Srilanka.
6. According to the study most of the employees applied
for the job of Mason. 26% of the employees applied for
that particular job. The rest of the employees applied for
jobs like painter, plumber, carpenter, welder and various
other posts.

7. As per the analyze 59% of the employees found the

interview easy and 29% found it difficult. Very few felt
the interview very difficult or very easy.

8. For 54% of the employees the interview panel was good

towards them. While 35% of the employees felt they
were average.

9. According to the data collected it was found that for 47%

of the employees the whole recruitment procedures took
almost weeks to complete. And for rest of the employees
it took days or months.

10. 33% of the employees found the recruitment procedure

very short but stressful. While the other felt it was short
and relaxing.

11. The study reveals that the agents were good towards the
employees. Almost 60% of the employees told that the
 agent was good towards them. 91% of the employees
also said that the agents were very helpful.

12. Almost 73% of the employees are aware about the

policies, procedures and formalities of the company. And
also the study says that 53% of the employees got
training before joining the job assigned to them.

13. 74% of the employees rated the whole recruitment

procedure till their arrival at the company site as good.
While the others rated the procedure as average.

14. According to the study most of the employees are

entitled for leave every two years.

15. The analyze shows that 72% of the employees do not

get their leave sanctioned according to the application
date. From those 56% of the employees get their leave
sanctioned a month later. This is because they do not
get tickets due to heavy booking, or because of a new
venture they may be sent later.

16. 55% of the employees get a leave of three months. As

most of these employees work in sites they are entitled
for three months leave. And most of the employees feel
the travel procedure short and relaxing.
 Chapter 6

SUGGESTIONS
SUGGESTIONS:-

1. Most of the employees feel that the recruitment

procedure is short and stressful because of the visa
formalities and fingerprinting whish is very time
consuming. The company could take steps to make it
more relaxed.

2. The agents were good as well as very helpful. But more

help could be given to the employees in regards to
getting visa papers without any difficulty.

3. The company could find out methods by which the

employees could get more aware about the policies,
procedures and formalities of the company. They could
be given Induction Manual on their arrival.

4. The company could provide more training to the

employees before joining the jobs which is assigned to
them.
CONCLUSION
 The study on ‘Recruitment and Travel Procedures of the
employees’ was a study done to find out the different
procedures adopted by Al Turki Enterprises L.L.C to recruit
their employees and also their different travel procedures.
The main aim was to find out whether the employees were
satisfied by these the two procedures.

The study reveals that the employees were mainly

informed of the recruitment by advertisements and agents.
Most the employees are recruited from Mumbai. Most of the
employees who were recruited applied to do the job of a
Mason. The employees felt the recruitment procedure was
short but stressful. The study further reveals that the
recruitment procedures takes weeks for most of the
employees to get recruited. The employees felt that the
agents were good as well as very helpful towards them.
Most of the employees are aware of the principles, policies
and formalities. And they also had training before joining the
company. The employees rated the recruitment procedure
till their arrival at company site as good.

The employees are also entitled or leave every two

years. That most of them do not get their leave sanctioned
because of heavy booking or the company starting new
ventures. They get three month vacation from their job.
They felt that the procedure was short and relaxed.

APPENDIX
BIBLIOGRAPHY:-

1. Research methodology – K.R. Kothari

2. Induction Manual of Al Turki Enterprises L.L.C

3. Principles and Practice of Management- L.M.

Prasad