RECRUITMENT AND SELECTION IN CROMPTON GREAVES AT MALANPUR

SUBMITTED TO: Dr. KAUSHALENDRA SIR Faculty Jiwaji University Gwalior, M.P. SUBMITTED BY: VANDANA BAGHEL M.B.A. (HRD) 2010 - 2011 Jiwaji University

SOS POLITICAL SCIENCE AND PUBLIC ADMINISTRATION JIWAJI UNIVERSITY, GWALIOR 474011

CERTIFICATE

This is to certify that the project entitled RECRUITMENT AND SELECTION is being submitted by VANDANA BAGHEL of MBA (HRD) 4th semester for partial fulfillment of degree of MBA (HRD), Jiwaji University, Gwalior, is an original piece of research carried by him under my guidance and supervision.

Place: Gwalior

Dr. KAUSHALENDRA SIR

(internal guide)

DECLARATION
I, VANDANA BAGHEL student of M.B.A 4th sem. From Jiwaji
university, Gwalior declare that all the information, facts and figures represented in this report are actually based on my experience & my hard work and nothing is stolen from anywhere. Any resemblance to the earlier project or research is purely coincidental.

Date : Place: Gwalior VANDANA BAGHEL M.B.A. 4thsem.

ACKNOWLEDGEMENT
A successful research could not be done without any inspiration, guidance and help from different person in the society of the modern corporate world. It was remarkable & memorable experience undergoing the training at CROMPTON GREAVES during the project work . The project that I under took bears the imprint of many people , so I take this opportunity to express my deep sense of gratitude toward them for helping me to complete the project. I m highly thankful to MR. GURU CHARAN SURI (HR Manager), for providing me the information about the project .their valuable guidance & support help me a lot to work on my project. Finally , I would express my sincere thanks to Kaushalendra sir & all faculty member for their support.

Date : Place: gwalior VANDANA BAGHEL M.B.A. 4th Sem.

PREFACE

Organizations are made up of people and through people organization can exist. The resources of man, money, material and machinery are collected , coordinated and utilized through people. Out of these resources manpower is of the most essential resources for any organization. By placing right place at right time are one of the important tasks of any organization, it becomes more important in present world of cut thought competition. We should have a perfect and effective recruitment & selection process in every organization can achieve their goal effectively as well as can attract the skilled and talented human capital also.

Front page Company certificate Guide certificate Student declaration Acknowledgement Preface

CONTENT
Chapter no. 1. 2. 3. 4. 5. 6. 7. 8. Company profile Theoretical aspect of recruitment and selection Practical aspect of recruitment and selection Research methodology Analysis and graphical presentation of data Findings Conclusions Suggestions Bibliography Annexure Questionnaire Topic Page no.

COMPANY PROFILE

`UNIT PROFILE
NAME UNIT OF GROUP ADDRESS CROMTON GREAVES CROMTON GREAVES LIMITED AVANTHA GROUP P No.T1&T5 MPAKVN INDI AREA, MALANPUR DISTT, BHIND (M.P.) PHONE FAX Email Website PHONE- 91-07539-283502/3/5/7/301200/54
91-07539-283585/301242 investorservices@cgl.co.in www.cglonline.com

History
Crompton Greaves (CG) a part of the Avantha Group was established in the year 1937 as a private sector under the name of Crompton Parkinson Works Ltd, has become synonymous with electricity in India. India's largest private sector enterprise, extensively engaged in designing, manufacturing and marketing high technology electrical products and services related to power generation, transmission, distribution as well as executing turnkey projects. The wide range of products that the company offers is canalized through its four business unitsThese are Power Systems, Industrial Systems and Consumer Products with headquartered in a self-owned landmark building at Worli, Mumbai. Such products as power & industrial transformers, HT circuit breakers, LT & HT motors, DC motors, traction motors, alternators/ generators, railway signaling equipments, lighting products, fans, pumps and public switching, transmission and access products. CG's business operations consist of 22 manufacturing divisions spread across in Gujarat, Maharashtra, Goa, Madhya Pradesh and Karnataka, supported by well knitted marketing and service network through 14 branches in various states under overall management of four regional sales offices located in Delhi, Kolkata, Mumbai and Chennai. The company is in quality range by having many certifications in the ISO 9000/9001:2000/14001 series. Greaves Cotton & Crompton Parkinson Ltd.,

Mumbai was amalgamated with the Company in the year 1966, after the amalgamation, the Company's name was changed from Crompton Parkinson (Works) Ltd to the present name Crompton Greaves Ltd. The company had technical collaboration agreement with Hitachi Ltd, Japan for the manufacture of moulded case circuit breakers in the year 1975. CG entered into various technical collaboration agreements with several renowned manufacturers from U.S.A., U.K., Europe and Japan during the year 1978. Kerala Electric Lamp Works Ltd. (formerly Toshiba Anand Lamps Ltd.,) was became a subsidiary of the Company in the year 1981. During the period of 1986, CG promoted one company under the name Punjab Power Generation Machines Ltd jointly with the Punjab state Industrial Development Corporation Ltd for the manufacture of hydro turbines upto 20 MW in Punjab. And also in the same year promoted another one company under the name of Goa Electricals and Fans Ltd., for the manufacture of ceiling fans in Goa jointly with Economic Development Corporation of Goa, Daman & Diu Ltd. In the year 1987, an up-to-date plant for the manufacture of vacuum interrupters and manufacture of industrial electronic items, signaling systems was commissioned at Aurangabad and Nasik respectively. An instrument relays project was commissioned at Pithampur. CG developed and introduced supervisory control and data acquisition and programmable logical controllers in the year 1988 and also the Company commissioned under joint venture, plants for the manufacture of telematics at Goa and television receivers at Pithampur. The rural telecommunication unit at Bangalore, the transformers unit at Malanpur, M.P and vacuum fluid purifier plant at Aurangabad were commissioned during the year 1990. CG and Teltec of Denmark promoted a joint venture company in the same year 1990 under the name of CG-Teltec Ltd, with foreign equity participation for the manufacture of radio communication equipment at Bangalore. Kerala Electric Lamp Works Ltd.

(KELW) was amalgamated with the company. The R&D unit of the company developed new products like DC/AC current sensor and mixed dielectric insulation system for 220 KV coupling capacitors in the year 1992, also a joint venture project for manufacture of electric meters at Gurgaon and Company's plant for manufacture of lithium batteries at Goa were commissioned. In 1994, the Company submitted its bid to DOT for provision of cellular services in seven circles in association with Millicons of Luxembarg and the CG Communication Pvt. Ltd was promoted in the same year to provide cellular mobile telephone services in the telecom services in India. A modern transformer factory with the latest manufacturing equipment was set up in the year 1995 at Bhopal. Hind Condensor Ltd, Goa Telematics Ltd. (GTL) and Northern Digital Exchanges Ltd. (NODE) were amalgamated with the Company in the year itself. In 1996, CG was restructured in four main business group viz. Power system, Industrial system, consumer products and Digital to ensure enhanced focus and effectiveness. The Indocom Industries Ltd., a 100% subsidiary of the company and Lumino Lamps Ltd were amalgamated with the Company. Crompton Greaves and Thapar Group Company has formed a joint venture in the year 1997 with ELIN Energieversorgung (ELIN) of Austria to manufacture gas and steam turbine driven generators, up to 45 MVA capacity, and hydel generators. The Kersons Manufacturing Company of India Ltd. (Kersons) and Goa Electricals and Fans Ltd. (GEFL) were amalgamated with the Company. CG has joined hands with the billion NEC of Japan to set up a joint venture for the manufacture of microwave radio equipment. During the year 1998, for the manufacture the medium voltage vacuum switchgear at Dubai, the company formed an alliance with Link Middle East Ltd. (LMEL). CG has signed a MoU in the year 1999 with Israel based Tadiran Telecommunications Ltd for marketing and servicing Tadiran's Coral range of telecommunication product in the Indian subcontinent and also the company has entered into a technical collaboration with Allied

Signal Inc. for manufacturing Amorphous Metal Transformers (AMT) in the same year. In the year 2000, the informatics division of Crompton Greaves has tied up with Remedy Corporation for consultation, implementation and training of eCRM and eBusiness infrastructure solutions in India. The Company has signed an agreement with French company Schneider Electric for selling its low-tension control gear business located in Nasik in Maharashtra and also has entered into an agreement for sale of its Low Tension Control Gear division located at Satpur, Nashik to Schneider Electric India Ltd for approximately Rs. 76 crore. CG-Digital, a business unit of Crompton Greaves, has launched a new range of digital and KTS/EPABX systems in the year 2001 to suit varying needs of communication. In a bid to reduce its manufacturing costs, LM Thapar Group Company of Crompton Greaves has begun importing electrical components from Chinese manufacturers for its consumer products division. In 2002, the Company has divested its shareholding of 38% in CG Newage Electrical Ltd to Cummins India Ltd with the consideration of Rs. 220.50 per share. During 2003, In May 2005, Crompton Greaves acquired the Belgiumbased Pauwels Group, a company internationally known for its transformer manufacturing and service capabilities. Pauwels has manufacturing facilities in Belgium, Ireland, Canada, USA and Indonesia, and together, the two entities effectively cover all key global geographies. During 2005-06, Crompton Greaves had implemented the SAP 4.7 platform across all locations in India. The Company's switchgear complex at Ambad won the Frost & Sullivan India Manufacturing Excellence (IMEA) Gold Award for 2006. The acquisition of Ganz Transelektro Villamossagi Zrt and its associate company, Transverticum Kft in Hungary during the 2006-07 led to the company in an enterprise value of approximately ?35 million. In 2006-07, Crompton Greaves' Indian Power Systems business succeeded in opening 9 new International markets for its products. The HT motors division of the company succeeded in extending the 11 kV range of HT motors to 1,750 kW. It also obtained and executed several new orders for refineries and cement plants. The division's facility at Mandideep was significantly enhanced by a new machine shop with computerized equipment,

and additions to the testing bays, which can now test up to 5 MW HT machines. CG has set up a captive glass shell manufacturing unit and a new line for FTL at Baroda. Transformer Group (DOMESTIC) enhanced its significance in HYDRO Business and also it bags Landmark Order. CG Global R & D Centre Bags the Golden Peacock Innovative Award Product/Service Award 2007. CG wins Best Product award for its Dream Transformer & Appreciation Certificate forTransformer with Improved Voltage Regulations At the 'Best Product Competition (Indian Exhibitors)' in Elecrama 2008. Crompton helps electricity boards and other utilities to reach electricity to the last home and factory. Therefore, every individual in India who uses electricity can be considered as Crompton customer, continues to further and consolidate the initiatives that Colonel Crompton set into motion by focusing on meeting increasing customer demands for products that are eco-friendly, energy efficient and with intelligent monitoring and control systems. However, several measures that the company has already taken and it's plans for the future, together with business impact of the Pauwels acquisition, will equip the company to respond in adequate measure to this competitive pressure

PERSONNEL POLICY OF CROMPTON GREAVES PERSONNEL POLICY STATEMENT:

1. 2. enforce Recruitment and Selection procedure strictly. Policy in proper Decentralization of power/procedures and to given more responsibility to the individual. 3. Identify training needs in structured way and make their career and development plan to become world class. 4. Ensure to achieve the best efficiency and utilization by way of clear cut goals/standards. 5. Periodic performance appraisal to review the key result area, to achieve and to modify the same as per need.

HEALTH & SAFETY Health is a safe of complete physical, mental and social Well-being and not merely the absence of disease. It is the outcome of the interaction between the individual & his environment. In many industries, workers are exposed to various types of health hazards, unless the working conditions, lighting, ventilation, cleanliness, temperature, space etc are proper, workers can not concentrate on the work.

Every year may employees get injured in factories, mines, ports, railways, etc leading to partial or total disablement. Industrial safety and efficiency are directly related to each other. Safety measures prevent accidents and ensure regular flow of work. If also hels in improving the morale and productivity of workers. HEALTH & SAFETY POLICY IN CROMPTON GREAVES WOOLLENS:

1.

Creates and maintains clean, safe and pleasant working Environment.

2.

Creates a safety environment by way of continuous improvement in technology and human potential.

3. 4.

Health and Safety is considered as top priority in all areas. Willingly or unwillingly the unit does not consider any statutory safety regulations and laws applicable from time to time.

5.

The unit continuously develops safety awareness by way of training programmes.

6.

The administration firmly believes that health & safety is everybodys part of duty.

ENVIRONMENTAL CONDITION Work environment may be divided into three broad components Physical, Mental, Social. All these components describe as follows:1. Physical Environment:Physical environment consists of Lighting, Ventilation, and Noise level. They are like. (a) Lighting:- Adequate and proper lighting is essential for workers as it enables them to work with speed and accuracy. On the other hand, poor lighting causes eyestrain, mental fatigue, accidents, and irritation. As a result, the quality and quantity of work performance suffers
(b)

Ventilation and Temperature:- Stale air at work place causes discomfort, and fatigue to workers and reduce their efficiency. Therefore, ventilation is necessary to provide fresh air.

(c)

Noise: Noise means a kind of sound unpleasant to ears. Unpleasant noise can also distract workers from their work. Intermittent noise is more irrigating than continuous noise.

2.

Mental Environment: Mental environment comprises of Psychological factors, which

influence the attitude, behavior and performance of a worker.

3.

Social Environment:

Social environment refers to the group to

which a worker belongs, within a large formal work group workers form informal group of their own.

PHILOSOPHY OF WORKERS CLASS MANUFACTURING BY AVANTHA GROUP WASTE (MUDA) ELIMINATON GOOD WORKING ENVIRONMENT JUST IN TIME & STOCK REDUCTION EQUIPMENT EFFECTIVENESS CUSTOMER DRIVEN: INTERNAL & EXTERNAL STRATEGIC QUALITY MANAGEMENT LIASSION, TEAMFORCE & SKILL DEVELOPMENT INFORMATION SYSTEM,TECHNOLOGY&CASH FLOWS MANAGEMENT PROFILE OF CROMPTON GREAVES

H.R.MANAGER H.R.EXECUTIVE

: :

Mr. GURU CHARAN SURI Mr. RAVI THAKUR

STAFF APPLICATION FORM

The application form is to be filled by the candidate who wants to join the company as an employee (staff) and on particular post. The form contains details related to the candidates personal profile like his permanent address, family details, academic achievements, employment details, specialized training, language proficiency, details of compensation. At the end an interview assessment sheet is attached with the form in which the interviewer mentions his assessment in writing and also states whether the candidate is selected by writing yes or no and specifies the proposed designation and salary with his name signature and date.

WORKERS APPLICATION FORM

This application form is specially designed for workers in Hindi for their convenience. The form contains information about personal details of the worker along with their qualification, and details about their previous job. Certain rules and regulations given in the form is to be agreed and signed by the worker. The introduction of GUARANTOR is necessary with his signature. Medical fitness certificate is also required.

EMPLOYEE PROFILE
EMPLOYEE JOINING INFORMATION

To fill the form which has been given to the employee? After checking the form if the candidate is found eligible as per the requirement of the job, he is sent to the head of the personnel department.
Head of the department takes an interview of the employee by asking

certain questions regarding his personal, academic and his previous job.

Documents which are required by CROMPTON GREAVES

Biological information such as name, D.O.B, Nationality, Marital status, National ID, Religion, Blood group etc. Residential proof. Mark Sheet Identification Proof Employee experience detail if any.

EMPLOYEE CURRENT POSITION & JOB PROFILE The concerned employees current position and his job profile is also to be mentioned in the form. The question is asked in following ways: What position does the employee hold in the company? From which department he belongs? What is the nature of the job performed by the employee? After completion of all formalities the employee has to submit his joining report to his senior manager.

EMPLOYEE MEDICAL HISTORY

o If any accident occurs, form no. 16 of ESI (employee state insurance)

is to be filled and send to the regional office of the ESI debt. o The information of the particular incident is sent to the Personnel Department. o After all confirmation the employee is send to the hospital which is hired by the company. o They get the relaxation as pert he company rules.
o At the time of joining every employee to go through their medical

checkup at Birla hospital and report sent to the company.

o The routine checkup is done on weekly basis by the doctors of Birla

Hospital where they provide medicine too.

AWARDS GIVEN TO EMPLOYEES

o If any competition is held in the company the employees are awarded.
o On the occasion like: Independence Day, Republic day, Diwali,

Dussera and Holi the company distributes gifts and sweets to the employees. o Advantages are given in the form of holidays, Diwali Bonus, safety bonus, safety awards, service bonus and suggestion awards etc.

EMPLOYEE PERFORMANCE APPRAISAL

FOR STAFF MEMBERS:

There is online Performa of CROMPTON GREAVES

FOR WORKERS: There is a form, which is filled by the H.R. deptt. and sent to the particular deptt. of an employee and the Department Head checks performance of an employee and gives the rating to the employee.

CLUB MEMBERSHIP
Every staff member will have to pay Rs.50 from his or her salary every month for the purpose of club membership.

SPORTS
In May-June approval for sports activities is placed and its implementation is held in July-August. The duration of sports is 6-7 days. Each and every member of the company whether staff or worker can take part in games.

EMPLOYEE TRANSFER & PROMOTION

INTERNAL MOBILITY: - Employees move from one job to another job through Transfer, Promotion and Demotion. EXTERNAL MOBILITY: - Some employee leave job due to Resignation, Retirement & Termination.

TRANSFER
Transfer refers to horizontal or lateral movement of an employee from one job to another in the same organization without any significant change in status and pay.

NEED AND PURPOSE OF TRANSFER

To meet organization needs. To satisfy employee needs. To better utilize employees and their skills. To make employees more versatile. To punish employees violating the rules. To adjust the workforce.

BENEFITS OF TRANSFER
Increase in productivity and effectiveness of the organization. Greater job satisfaction to employees. Improve employee skills.
Improve labor relations.

PROMOTION
Promotion refers to advancement of an employees to a higher post carrying greater responsibility higher and better salary. Basis of promotion: Seniority Vs Merit. Seniority cum Merit. IRS System:- Any employee can to from any unit to another unit. He has to give application for this. It is called internal Recruitment.

PURPOSE OF PROMOTION: To retain skilled and talented employees. To utilize more effectively knowledge and skills of employees. To enhance the motivation of employees. To boost the morale and the sense of belongingness of employees.

VACATIONS

Paid vacations for employees, after completion of 240 days, and leave of 20 working days, 7 casual leave in one year for workers, and 8 casual leave for staff in one year.

FOR STAFF MEMBERS: C.L.= 8 DAYS. P.L.-40 For one year S.L. 7 DAYS

FOR WORKERS: C.L.= 7 DAYS. S.L.= NO P.L. If fast year he has worked for more than. 240 is. Then 12 P.L.
FOR LABOURS ON (CONTRACT BASIS) THERE IS NO LEAVE.

TIME MANAGEMENT SYSTEM

Employees shifts and shifts rotation with respect to shift cycle.

First shift Second shift Third shift Fourth shift (general)

6:30 am to 2.30 pm. 2:30 pm to 10.30 pm. 10:30 am to 5:30 pm. 9:00 am to 5:30 pm.

 EMPLOYEES TIME MANAGEMENT: LATE COMING:- If any employees comes late to the company

then there is some salary deduction for the hours coming late.
EARLY GOING:- If any employees has to go out for companys

work, then for this there is no salary deduction, but the has to inform the time office which will grant permission to go out.
TRAVEL ON DUTY:- if and employees has to go out for

company work, then for this there is no salary deduction, but he has to inform the time office which will permission to go out.
Over Time Detail:- There is no facility for overtime but if

need arises then the person is permitted to do overtime among employees.

Manual Attendance:- Daily had report is prepared by the

commercial department and sent to the time office. There is punching card machine for the staff members and they are required to punch the cards in the machine through which their attendance is automatically saved in compute as a record.
All the information related to attendance is saved in

computer through the software i.e. FOXPRO.

ATTENDANCE SYSTEM FOR WORKERS

Cards

Department Return to gate Out time

Supervisor

T/O

Cards back to the department

This System Is Basically Uses by the Workers

PUNCHING CARD SYSTEM FOR STAFF MEMBERS:There is an electronic punching card machine in which the staff members have to put in their cards and their attendance is automatically saved and recorded in the computer system.

THEORETICAL ASPECT OF RECRUITMENT & SELECTION

GOAL OF PROFFESSIONAL DEPARTMENT

1) utilizing the manpower effectively
2) Key result decided and implements with the time limit.

3) No, remainder, no follow up.

4) People of Vikrant woolens industries Ltd. Have very aggressive,

accountable and adaptable in their role. 5) to maintain effective communication

6) To resolve dispute between Labour and Management.

7) To reduce grievances.

8) To provide appropriate training and development programme.

9) Selection of right people for the right job.

10) To develop team spirit in CIL plant.

PURPOSE OF PERSONNEL MANAGEMENT

1) To maintain and establish adequate organizational structure and desirable working relationship among all the member of organization by dividing organization task and role clarity. 2) To achieve an effective man power utilizing in the achievement of organizational goals.
3) Participation and involvement of labour in management,

integrity ,loyalty ,commitment etc. 4) To recognize and satisfy individual need grown goals by offering adequate and equitable remuneration . 5) Social security and social insurance. 6) To maintain high morale. .

INTRODUCTION OF PROJECT

RECRUITMENT
Recruitment from the first stage in the process which continues with selection and ceases with the placement of the candidate. It is next step in the procurement function, the first being the manpower planning . Meaning According of flippo, Recruitment is the power of searching for prospective employees and simulating and encouraging them to apply for jobs in an organization. In the word of Yoder , Recruitment is a process to discover the sources of manpower to meet the recruitment of the staffing scheduled and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working forces. Recruitment has been regarded as the most important function of personnel

administration because unless the regard type of the people are tired, even the best plant organization chart and control system would net to much good. Flippo views recruitment born positive & negative activity. It is often termed positive in that it stimulating people to apply for jobs to increase the hiring ratio i.e. the number of applicant for a jobs. Selection on the other hand tends to be negative because it reject a good number of those who apply leaving only the best to be hired. Recruitment is an important function as it makes it possible to acquire the number & type of person necessary for the continued functioning of the organization. Careful recruitment of employees is particularly imp in India because the chance of mismatching to jobs and the person are greater. Due to widest trend unemployment jobs seeker tends to accept any irrespective of his suitability.

SOURCE OF RECRUITMENT
Internal sources 1) Transfers 2) Promotions 3. placement agencies External sources 1. press advertisement 2. Education institution

4. employment exchange 5. labour contractor 6. recommendation 7. recruitment at factory gate

STEPS IN RECRUITMENT PROCESS

Placing selected personal on jobs

Human Human Resource Resource Planning Planing

Recruiting required personal

Selecting qualified personal

Finding developing Source of potential employees

Search for prospective employees Developing Technique Attractive candidate

Evaluating Effectiveness of recruitment

Personal research Internal Sources Job passing

Transferring to new job Upgrading in same position Promoting to higher

Experience

employees Providing External sources Advertising

Scouting

Providing information

METHODS OF RECRUITMENT
Recruitment method of technique are the means by which an organization establishes contact with potential candidate provides them necessary information and encourage them to apply for jobs. These methods are different from the sources of recruitment. Sources are the location where prospective employees are available links with the prospective employees. There are various method employed for recruiting employees may be classified into following categories.

1. Direct method
Under the direct recruitment scouting employees contacts, manned exhibits and waiting list are used. In scouting representatives of the organization are sent to educational and training institution. These travelling recruiters exchange information with the student, clarity their doubts, stimulated them to apply for jobs conduct campus interview and short list candidate for further screening. They act in cooperation with the placement office/heads of the institution. Another direct method is the ask employees of the organization to contact the public and tell about the vacancies. Manned exhibits involve sending recruiters to seminar and conventions, setting up exhibits at fairs

and using mobile offices to go to the desired centers. Some organization use waiting list of candidates who have indicated their interest in jobs in person, through mail or over telephone.

2. Indirect Method
Advertisement in newspaper, journals, on the radio and television are used to publicizes vacancies. A well thought out and clear advertisement enables candidate to assess their suitability so that only those possessing the requisite qualification will apply. This method is appropriate when the organization wants to reach out to a large group scattered geographically. Whenever necessary a blind advertisement can be given without identifying the firm. Considerable details about jobs to be filled and qualification required can be given in the advertisement. But a large number of applicants may be unsuitable.

3. Third Party Method

Various agencies can be used to recruit personal. Public employment , exchange ,management consulting firm, professional societies, trade unions, labour contractors are the main agencies. In addition friend and relation of existing staff and deputation method can also be used.

SELECTION
Selection is the process of choosing the most suitable person out all the applicants. In this process relevant information about applicants is collected through a series of step so as to evaluate their suitability for the jobs to be filled. Selection is the process of mismatching the qualification of applicants with jobs recruitment . Selection divides all the applicants in to two categories (a) Suitable (b) unsuitable. Selection may be described as a process of rejection because generally more candidates are turned away then are hired. Selection is different from recruitment. Recruitment identifying technically precedes selection. Recruitment involves

The sources of manpower and stimulating them to apply for jobs in the organization on the other hand selection is the process of choosing the best out of those recruited. Selection is the process of choosing the best out of those recruitment is positive as it aims at its increasing the number of applicant for wider choice or for increasing the number of applicant for wider choice or

for increasing the selection ration. Selection is negatively as it rejects a large number of applicants to identify the few who are suitable for the job. Selection typically follow a standard pattern, beginning with an initial screening interview and concluding with the final employment decision faulty selection leads to wastage of time and money. The selection is basically a series or personnel studies. we are attempting to discover the qualification and character of jobs applicants.

STEPS OF SELECTION PROCEDURE

There must be a definite and well defined procedure for making the selection of employees in the enterprise. The procedure of selection is the series of steps through which the employees are finally selected for the enterprise. The selection procedure must be prepared in the manner that more information may be made available about the candidate so that the selection of best employees may be made. There cannot be any definite selection procedure applicable to all enterprises, however the common steps of selection procedure are as follows:-

1. Receipt of Application form:First of all application are invited from the prospective candidate. These

application mat be invited through advertising the vacancies in the news paper, magazine, employment, school and colleges, training centers, labour union and other educational institution etc. these application may be invited on plain paper or on the prescribed forms which may be issued by the enterprise. The candidates are advised to give the relevant information in these application forms. These applications provide a record or qualification, experience etc. of the candidates .

2. Analysis of Application forms :A date is declared as the last date for submitting the application forms. After this date, all the application received for a post are analyzed in details. The application which are incomplete or which do not meet the remaining application are further invited for different tests and interviews etc.

3. Holding Employment Tests :The selected candidate ,which are selected on the basis of their application are called for employment tests. These test may be of the following types. (i)Intelligent Tests:intelligence tests are meant to measure the mental ability of individual in terms of his memory , vocabulary ,reasoning etc. these tests measure the

power of understanding of the candidates. It is very common tests used in the selection procedure these days. (ii)Personality Tests:Personality aim at testing the mature. Habit, emotion ,maturity and temperament of the candidates. These tests are helpful in the spirit of groups and feeling of mutual co-operation. (iii)Aptitude Tests :Aptitude tests are the test which measure the capacity and potentially for learning the skill required for the job. These tests are very helpful in forecasting the success of candidate on a particular job.

4. Interviews:And candidate selected in employment tests are invited for interview. The main objects of interview is to find out of whether an individual candidate is suitable for a particular job or no. Face to face interview is the most important step of selection procedure. It help in judging the personality, ability, capability, and the temperament of the candidates. It also provides an opportunity of checks the information given by the Candidate in their application forms. It provide the opportunity to the Candidate to understand the organization and the jobs. This way it is Process of two way communication.

5. Selection by the supervisor:Candidate selected at the interviews must be referred to the supervisor for final selection. Supervisor tests candidate with references to the specific requirement of the job. If the supervisor feels satisfied, the candidate are selected. If the supervisor is a member of the interview board this step of referring the candidate to the supervisor is not required.

6. Medical Examination:After making the selection of the candidate they are checked by a reliable doctors of checks their health. The main object of medical examination is to checks whether the selected candidate are physically capable or not perform the required job. The candidates which are declared medically unfits are rejected.

7. Issue of Appointments Letters:The candidate who are approved in the medicals examination also are issued the appointment letters. These appointment letters must contain all the necessary information relating to their posts, period of probation scale, terms of appointment etc. these letters must also mention the date by

which the candidate should join the organization.

8. Arrangement of training:Necessary arrangements are made for providing training to the selected Candidates, if necessary. The nature of training depends upon the nature of job. Training the efficiency of the selected candidates. It also increase the morale.

9. Follow up:After making the allotment of the work to the Employees it is followed up. Under this process, the supervisor checks whether the employees are doing their work accordingly to the instruction issued to them or not. If not necessary instruction and direction are given to them.

PRACTICAL ASPECTS OF RECRUITMENT & SELECTION

RECRUITMENT PROCEDURE IN CROMPTON GREAVES INDUSTRIES LTD

The recruitment process in the Crompton greaves ltd consist of following steps :
1. Recruitment process in Crompton greaves ltd begins when the

human resource department receives requisition for recruitment room any department of the company. The human resource requisition contains details about the position to be filled , number of person to be recruited , the duties to be performed , qualification required from the candidate , terms and conditions of employment and the time by which the person should be available for appointment , etc 2. Locating and developing the sources of required number and type of employees. 3. Identifying the prospective employee with required characteristics. 4. Communicating the information about the organization , the job and the terms and condition of services. 5. Encouraging the identified candidate to apply for jobs in the organization. 6. Evaluating the effectiveness of recruitment process. .

SELECTION PROCEDURE IN CROMPTON GREAVES LTD.

The Crompton greaves ltd. Follow a systematic pattern of selection. The slow of selection procedure in this concern has helped lot in understanding basic difference basic between theory & practice. A comparison of selection practice in Crompton greaves ltd. With the ideal procedure the process adopted by these firm is not up to the mark but the company is making full effort to introduce all the necessary charges and modification in the present practice. Prevailing selection procedure adopted by the personnel department consists of the following steps:(1) It invite application for a particular post of which advertisement or all ready published. (2) The firm prepare its own application blank it is a fact finder which helps in learning about the application background and life history. (3) The company organization a campus in which they conduct a trade test and application have to score minimum 70% then he for the further interview otherwise he will be rejected. (4) They conduct the interview of those candidate who they think are suitable for the post. The purpose of the interview is to explore the facts and gear at

the attitude of the applicants and his family to the jobs. (5) After it the candidate are selected are in the interview the company give offer letter to the candidate and then put on a training for one year. References checks are also practice for this some additional information about the candidate is gathered from the extra organization source like if he was working with some other organization previously then taking opinions of his former employee, colleagues and profession at personnel about him. Beside this the firm is planning is introduced physical test also. As the Crompton importance and there for precaution are necessary prevents any kind of germ or factors. A physical examination serves following purpose:1- Prevent the employment of those who suffers from some type of contagious disease. 2- It gives an indication whether a candidate is physically able to perform the jobs. Those who are physically unit are rejected. 3- The basic purpose of physical examination is to place person in jobs which . they can handle without injury or damage to their health. After the final interview or physical or psychological tests the candidate who are selected are put on a training for one year. They work as a officer as trained or operative as trainees which even the post. The selection policy is formed by personnel departments with the help of top management . Although the company does not follow the standard pattern but still greaves ltd. It is a of for most

the selection procedure at present is absolutely adequate and suitable for present requirement.

RESEARCH METHEODOLOGY

RESEARCH METHODOLOGY

Research Methodology is the summary of planned action to be followed to complete the report effective and efficiently. Secondary data has been compiled from magazines, newspapers and other business journals.

TYPE OF RESEARCH

Empirical research relies on experience or observation of researcher with in due regard for systems and theories. It is data based research coming up with conclusion which is capable of being verified by observation or experiment.

SOURCES OF INFORMATION

The primary data and secondary data are used as a source of information. By the primary and secondary data the relevant information is collected. The a primary data were gathered from workers and employees survey by the questioner and personal interview method. These method provided the necessary information required for the research. The secondary data consist of the company record (annual report) as well as book subject by different authors for study of particular issue.

SOURCE OF DATA COLLECTION

PRIMARY primary data collection Worker survey

SECONDARY Secondary data collection various books on the subject Newspapers Book, Websites

Questionnaire is prepared to find out the type of sources of selection are the present employees and the sample size is taken off 100 employees.

SAMPLE DESIGN
Sampling design determines size of the sample and sampling unit.

SAMPLE SIZE
The sample size is 100 persons.

SAMPLE UNIT
The sample unit is CROMPTON GREAVES (AVANTHA GROUP). malanpur distt.Bhind.

OBJECTIVE OF THE STUDY

Recruitment and Selection are one of major HRM function that helps

manager to keep the skilled members in the organization. 1.Study of model recruitment & selection procedure 2.Prevalent of actual selection practice with the ideal produce. 3.Selection is most important function as in organization Can. 4.Achieve its goal without selecting the right people.

The purpose of selection is pick up the right person for every job. To know about the selection procedure in Crompton greaves because selection is helpful in increasing the efficiency & productivity of the enterprise.

SOURCES OF INFORMATION
The primary data and secondary data are used as a source of information. By the primary and secondary data the relevant information is collected. The a

primary data were gathered from workers and employees survey by the questioner and personal interview method. These method provided the necessary information required for the research. The secondary data consist of the company record (annual report) as well as book subject by different authors for study of particular issue.

DATA ANALYSIS AND & INTERPRETATION

DATA ANALYSIS AND & INTERPRETATION

1.RECRUITMENT & SELECTION POLICIES ARE NECESSARY IN ANY ORGANISATION

2.SELECTION IS BASED ON EXPERIENCE ,KNOWLEDGE,SKILL

3.WHAT WAS THE PROCESS OF YOUR RECRUITMENT AT CROMPTON GREAVES

4. ARE YOU SATISFIED WITH RECRUITMENT & SELECTION POLICIES AT CROMPTON GREAVES

5. DO YOU FEEL ABOUT INTERVIEW PANELIS IS GOOD?

6. ARE YOU HAPPY WITH THE SALARY WHAT YOU OFFERED FROM THE COMPANY?

7. RECRUITMENT PROGRAM SHOULD BE EVALUTED PERIODICALLY?

FINDINGS

FINDINGS
1. 70% employee are agree with the recruitment and selection policies are necessary in any organization, 15% are partially agree, 10% are partially disagree, 5% are disagree with the fact. 2. 50% employee are agree with the selection is based on experience, knowledge, skill, 30% are partially agree, 15% are partially disagree, 5% are disagree with the fact. 3. 44% employee think that direct recruitment is the way of recruitment in the company, 28% people think that recruitment agencies is the way of recruitment in the company, 24% people think that the campus placement is the way of recruitment in the company, 4% people think that the press advertisement is the way of recruitment in the company. 4. 32% employee are satisfied with the recruitment and selection policies at Crompton greaves , 28% are partially agree, 25% are partially disagree, 15% are disagree with the fact. 5. 44% employee think that the recruitment programme should be evaluated periodically, 32% are partially agree, 8% are partially disagree, 16% are disagree with the fact. 6. 35% employee think that the recruitment policy of any organization is affected by the nature of job offered or organizational policies, 32% are partially agree, 20% are partially disagree, 13% are disagree with the fact. 7. 32% employee think that the references candidate should be preferred in at Crompton greaves malanpur, 40% partially agree, 16% are partially disagree, 32% are disagree with the fact.

CONCLUSION

CONCLUSION
On the basis of study done and information gathered it can be concluded that the company is having a sound selection schedule. The purpose of selection is to pick up the right person for every job. Selection is the important function of an organization can achieve its goals without selecting the people. Faculty selection leads to wastage of time and money and the environment of an organization. If the selection procedure is healthy & sound then organization get right person at right job. By introducing certain new method or testing and interviewing as suggest above it can more its selection process much more effective and we can hope it will make an organization grow by leaps & bound . In the end, I wish the state this training has opened new avenues in my mind & infused in me the confidence to undertakes challenging assignment. It was an experience that will be extremely helpful in launching my professional career and I will cherish the memories of CROMPTON GREAVES LTD, MALANPUR (MADHYA PRADESH)

SUGGESTION

SUGGESTION
The selection process can be successful if the following condition are satisfied.
1. The selection process can be successful if some are should have

authority to select this authority comes from the employment requisition as developed through an analysis of workload & work force.
2. There must be some standard of personnel with which applicant can

be compared. In other works a comprehensive job specification should be available before hand.
3. There should be sufficient number of applicant from whom the

recruitment number of employees may be selected. 4. Identify the competencies and behavior pattern to be developed in each individual by obtaining there feedback and requirements. 5. Provide training to the employees so that they get better knowledge, skills and attitude. Interview can be made more effective by observing the following guidelines:1. An interview should have a definite time schedule with are time for its Conduct i.e. it should not be hurried
2. Interview should have element of privacy. 3. Component trained & experienced person should choose as interview. 4. Listen carefully and information collected should be recorded

carefully.
5. The interview should try to minimize his personal bias or prejudice.

BIBLIOGRAPHY

BIBLIOGRAPHY

Text books :-

Gupta C. B Kothari C.R Gupta & Joshi List of news papers:Business Line Economic Time Times of India Hindustan Times Websites:-

Human Resource Management Research methodology Human Resource Management

www.google.com
investorservices@cgl.co.in

ANNEXURE

QUESTIONNAIRE
CROMPTON GRAVES Performance Appraisal Questionnaire format
Employee Name:_______________________________ Title:_____________________ Department:___________________________________ Employee Code: ___________ Branch:_______________________________________ Date:____________________ Reason for Review: Annual Merit Promotion End Probation Period Unsatisfactory Performance Other__________

Date Employee Began Present Position: ____/___/______ Date of Last Appraisal: ____/___/______ Scheduled Appraisal Date: ___/____/_____ Instructions: Carefully evaluate employees work performance in relation to current job requirements. Check rating box to indicate the employees performance. Indicate N/A if not applicable. Assign points for each rating within the scale and indicate in the corresponding points box. Points will be totaled and average for an overall performance score.

1).Recruitment and selection policies are necessary in organization? a. Agree b. Partially agree c. Partially disagree d) Disagree 2)Selection is based on experience, knowledge skill. a) Agree b) Partially agree c) Partially disagree d) Disagree 3)What was the process of your Recruitment and selection at Crompton greaves. a).Agree b).Partially agree c).Partially disagree d).Disagree

4).Are you satisfied with Recruitment and selection at Crompton greaves. a).Agree b).Partially agree c).Partially disagree d).Disagree 5).Do u think about interview panel is good in company. a).Agree b).Partially agree c).Partially disagree d).Disagree 6.Are you happy with the salary what you offered from the company a).Agree b).Partially agree c).Partially disagree d).Disagree

7).Recruitment program should be evaluated periodically. a).Agree b).Partially agree c).Partially disagree d).Disagree.

DATE.. CE..

SIGNATURE... PLA (Name of the candidate)