SUMMER TRAINING REPORT ON RECRUITMENT AND SELECTION AT POLYPLEX CORPORATION LTD.

In the partial fulfillment of requirement for the award of the degree of Master of Business Administration (MBA)

DEPARTMENT OF MANAGEMENT STUDIES BHIMTAL ( KUMAUN UNIVERSITY BHIMTAL, NAINITAL )

SUBMITTED TO: Er. SUMIT PRASAD (Lecturer) 0825322

SUBMITTED BY: SUNIL SINGH MBA III SEM ENROLL NO- KU ROLL NO- 112594 Page | 1

DECLARATION

I, the undersigned student of Master Of Business Administration of Department of Management Studies, hereby declare that I have completed this dissertation, titled Recruitment and Selection at Polyplex Corporation Ltd. in the academic year 2012-2013. The contents provided in the project are true and original to the best of my knowledge.

SUNIL SINGH

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ACKNOWLEDGEMENT

Behind every study there stands a myriad of people whose help and contribution make it successful. Since such a list will be prohibit long. I may be excused for important omissions. The guidance, help and cooperation of my project guide Mr. Sumit Prasad. Department of Management Studies is gratefully acknowledged with profound gratitude. I am also thankful to all other in Human Resource department, Polyplex Corporation Ltd., Khatima who provided me with all the required information for my project. Under their guidance, they have given me different sort of tasks due to which I come to know about the various things that take place in the H.R process of the company Last but not the least I would like to thank Prof P.C Kavidayal (head) and all the faculty members, friends & family as without their co-operation the completion of this project was not possible.

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SUNIL SINGH M.B.A III SEM

PREFACE

Success doesnt mean the absence of failures; it means the attainment of the ultimate objectives. It means winning the battle. battle. Edwin C.Bloss. C.Bloss. It gives an immense pleasure to present on the topic of Recruitment & Selection. By the time, I completed this project I understood how important it was for a MBA student to do summer training in between the masters degree program. I have selected this topic because I was very keen to know about the Recruitment & Selection process. A distinct feature of this project is that it provides a penetrating and comprehensive analysis of this concept, theories and techniques in a simple and lucid style. A project is involving a lot of extensive study and research give me a great deal of exposure. I hope this project would prove useful to its reader if it deserves.

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INDEX Certificate..i Declarationii Acknowledgment..iii Preface...iv Chapter 1 1.1Company Profile...1 Chapter 2 2.1Introduction..4 2.2Chapter Arrangement...5 2.3 Objectives of study..6 2.4 Sample size..6 2.5 Period of study6 2.6 Research Methodology7 2.7 Method (Tools of Analysis).7 2.8 Scope of study.7 2.9 Limitations of study.8 2.10 Operational definition of concept...8 Chapter 3 3.1 Data analysis & interpretation28 Chapter 4 4.1Findings ..38 4.2Suggestions & Recommendation,...40 Page | 5

4.3Conclusion...41 Reference...42 Annexure. ...............43

COMPANY PROFILE

Polyplex is the worlds 3rd largest manufacturer of thin polyester Film. With its headquartered located in Noida, in the State of Uttar Pradesh, India. The Company has three manufacturing facility one located at Khatima second one located in Bazpur, Distt. Udham Singh Nagar in the state of Uttarakhand, India, another at Rayong province in Thailand (owned and operated by Polyplex (Thailand) Public Company Ltd. (PTL), its subsidiary) and the latest facility at orlu, Tekirdag in Turkey (owned and operated by Polyplex Europe Polyester Film San. ve Tic. A.S. (PE), which is a wholly-owned subsidiary of PTL). Polyplex has established itself as one of the most profitable producers of PET Film by way of cost efficient operations resulting from high productivity and low overheads. Its products have gained wide acceptance in the global markets, such as USA Europe, South-East Asia, South America, and Australia, The Company has a dynamic workforce of more than 347 employees in India, more than 295 employees in Thailand and more than 228 employees in Turkey. With its planned expansion in India, Polyplex capacity by mid 2009 would be 151,000 TPA of PET Film; 187,700 TPA of PET Chips; 42,500 TPA of Metalliser; 35,000 TPA of BOPP; 10,000 TPA of CPP and 310 Million sqm of Coating. With its planned capacity

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enhancement at Thailand by 2010, Polyplex would be the 3rd largest Thin Film Producer in the world.

Company Logo

Office Address

Lohia Head Road, Udham Singh Nagar, Khatima, Uttaranchal-262308.

Phone Primary Industry Business Summary

+91-120-2443716 Packaging & Paper

Polyplex was incorporated in 1984 and commenced commercial operations with its first Film line of 4000 TPA in May 1988, which was subsequently increased to 6000 TPA. With its operations stabilizing, by the mid 90's, Polyplex was able to emerge as one of the most profitable producers of Polyester Film in India. Polyplex undertook an expansion in film capacity by adding another film line of 9000 TPA in March 1996. It also integrated backward into the manufacture of Polyester Chips meant for captive consumption, and commenced production in March 1997. While mirroring industry trends, the Company's financial performance has been consistently better than the industry, resulting from the Company's focus on Polyester Films, its strategic understanding of the PET Film market and operational efficiencies. Initiatives such as TPM, BPR and implementation of ERP have lead to sustained improvements in productivity. A turnaround in market conditions since mid-2000 has seen a significant improvement in the profitability of the company operations, thus creating conditions for further growth. Polyplex is one of India's leading manufacturers and exporters of Biaxially Oriented Polyester (BOPET) Film for packaging, electrical and other industrial applications. With its headquarters in Noida, adjoining New Delhi the Company has two PET Film manufacturing facilities- one located in Khatima in the state of Uttaranchal, India and another at

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Rayong province, Thailand (owned and operated by Polyplex (Thailand) Public Company Ltd., its wholly-owned subsidiary). As a part of they expansion plans, the company is in the process of setting up a new PET film manufacturing plant in Turkey to service the European, Middle-East and CIS markets.

Products Summary Biaxially oriented PET film (BOPET) is used successfully in a wide range of applications, due to its excellent combination of optical, physical, mechanical, thermal, and chemical properties, as well as its unique versatility

Company Products

Optically brilliant, clear appearance Unequaled mechanical strength and toughness Excellent dielectric properties Good flatness and coefficient of friction Tear-resistant and puncture-resistant characteristics Wide range of thickness-as thin as 1 micron up to 350 micron Excellent dimensional stability over a wide range of temperatures Very good resistance to most common solvents, moisture, oil, and grease Excellent barrier against a wide range of gases

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CHAPTER-2

INTRODUCTION

This project is a study of recruitment and selection process in an organization which is an important part of any organization. I have adopted this topic for my summer training project because it helps us to understand how recruitment and selection is done in an organization. It can provide us an insight of recruitment and selection policy of the company. Recruitment is a process of creating a pool of human resource. Selection is a process of selecting right candidate from the pool of human resource created in the process of recruitment. This study will provide information about the various sources of recruitment used by the company and different stages or steps involve in their selection. It will also provide the Page | 9

feedback of the employees working at company about companys recruitment and selection process.

CHAPTER ARRANGEMENT

First chapter content :. The industry profile and company profile Second chapter content :. The introduction of the topic which gives a brief description of recruitment and selection and the need of the study; objectives of study; research methodology; operational definitions of some concepts of recruitment and selection Third chapter content : The analysis of data that are collected through the questionnaire which are filled by the employees of the company who are present during the period of study and their (data) interpretations. Fourth chapter content: a brief summary of the findings, conclusion and recommendations.

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OBJECTIVE

To study the various sources of recruitment used at Polyplex Corporation Ltd. To study various types recruitment being used at Polyplex Corporation Ltd. To evaluate or examine recruitment process at Polyplex Corporation Ltd.

Population: Present employees of the company as on 1 July 2012 to 15 august 2012. Method of Sampling: Convenience sampling is used. It is used because of ease of access. Sample Size: 80 Sample distribution: Managers Supervisors Workers 8 20 52 Page | 11

Total

80

Period of study: This study is conducted from 1 July 2012 to 15 July 2012

RESEARCH METHODOLOGY

The methodology used for this study is as follow: Data Collection: Primary data: Primary data was collected through survey method by distributing questionnaires to workers, supervisors and managers. Data Analyses Tools The tool used for data analyses is percentage.

SCOPE OF STUDY This study will helpful for understanding the process of recruitment presently being followed by the company. It will also provide conceptual base to those who also wants to conduct same study or related study in the field of human resource.

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LIMITATION OF STUDY

The following limitation was faced during the taken were: 1 In such kind of survey it is very difficult to get 100% correct opinion and degree of bias may exists in the employee responses. 2 Some amount of error exists in the data filling process because of the following reasons: 1 Influence of others. 2 Misunderstanding of concepts.

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OPERATIONAL DEFINITION

MEANING OF HUMAN RESOURCE MANAGEMENT Human Resource plays a crucial role in the development process of the modern economics. ARTHUR LEWIS observed There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors Human resource management is the management of employees skill, knowledge abilities, talent, aptitude, creativity, ability etc. different terms are used for denoting Human Resource Management. They are labour management, labour administration, labour management relationship, employee employer relationship, industrial relationship, human capital management, human assent management etc. Though these terms can be used differently widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In simple sense, human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements.

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HUMAN RESOURCE MANAGEMENT FUNCTION Administration: Strategic planning, organizational evaluation, County Board relations, policy recommendations, supervision of department staff. Benefits: Health insurance, dental insurance, life insurance, disability insurance, retirement benefits, vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive, uniform allowance, and others. Compensation: Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions. Employee services: Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or claim problems, employee newsletter. Educational assistance, employee service awards Fiscal: Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance fund management, total package costing. Insurance receivables, insurance fund management, total package costing. Health and safety: Employee assistance, workers compensation claims, drug testing, safety compliance and training.

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 Leaves of absence: State and/or Federal Family and Medical Leave rights, County approved leaves of absence, rights upon return to work, light duty assignments for temporary periods. Payroll administration: Computer-based or manual evaluation systems, supervisory training, compliance with timeliness standards

Performance appraisal: Employee files, litigation files, payroll records, safety records and other administrative files Record-keeping: Job posting, advertising, testing administration, employment interviews, background investigations, post-offer employment testing. Recruitment: Recruitment is defined as a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures fir meet the requirement of the staffing schedule and to employ to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an effective workforce. Selection: After identifying the sources of human resources, searching for prospective employees and stimulation helps too apply for jobs in an organization, the management has to perform the function of selecting the right man at right job and at the right time.

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 Separations and terminations: Rights upon termination of employment, severance benefits, unemployment compensation, exit interviews. Training and development: County-wide needs assessment, development of supervisory and management skills, employee training and workshops. Salary and benefits: Salary/wage plans, employee benefits

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT Attract highly qualified and competent people Ensure thats the selected candidate stays longer with the company. Make sure that there is match between cost and benefit. Helps the organization to create more culturally diverse workforce Whereas, the poor quality of selection means extra cost on training and supervision. Further in more, when recruitment fails to meet organizational needs for talent, a typically response is to raise entry level pay scales. This can distort traditional wages and salary relationship in organization, resulting in unavoidable consequences. Thus the effectiveness of the recruitment process can play a major role in determining the resources that must be expended on other HR activates and their ultimate success.

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RECRUITMENT

Recruitment is hiring of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organizational vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as a process to discover the sources of manpower to meet the requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce Yoder points out that recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce. Edwin B Flippo defines recruitment as the process of searching for prospective employees and stimulating them to apply for the jobs in the organization. It 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.

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OJECTIVE OF RECRUITMENT

To attract with multi dimensional skills and experience that suite the present and future organization strategies. To induct outsider with new perspective to lead the company. To infuse fresh blood at all levels of organization. To develop an organizational culture that attracts competent people to the company. To search or headhunt people whose skill fit the companys values. To seek out non-conventional development grounds of talent To devise methodology for assessing psychological traits. To search for talent globally not just within the company. To design entry pay that competes on quality but not on quantum. To anticipate and find people for position that doesnt exists yet.

METHODS OF RECRUITMENT Dunn and Stephens summaries the possible recruiting methods into three categories, namely 1: Direct method 2: Indirect method 3: Third party method

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DIRECT METHOD The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go the desired centers.

INDIRECT METHOD Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures Advertisements in newspapers and or trade journals and magazines are the most frequently used methods. Senior post is largely filled with such methods. Advertising is a very useful for recruiting blue color and hourly worker, as well as scientific, professional, and technical employees. Local newspaper can be good sources of blue collar workers, clerical employees, and lower level administrative employees. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper.

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THIRD PARTY These include the use of commercial or private employment agencies, state agencies and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and relatives. Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives. State or public employment agencies are also known as the employment or labour exchanges, are the main agencies for the public employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer. Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete bio data and other particular of the student are available Professional organization or recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the head hunters , raiders, and pirates by organization which lose their personnel through their efforts.

EVALUATION OF THE RECRUITMENT METHOD The following are the evaluation of the recruitment method Number of initial enquires received which resulted in completed application forms Page | 21

 Number of candidates recruited. Number of candidates retained in the organization after six months. Number of candidates at various stages of the recruitment and selection process, especially those short listed.

FACTORS AFFECTING RECRUITMENT There are two types of factors that affect the Recruitment of candidates for the company . 1: Internal factors: These includes - Companys pay package - Quality of work life - Organizational culture - Companys size - Companys product - Growth rate of the company - Role of trade unions - Cost of recruitment 2: External factors: These include - Supply and demand factors - Employment rate - Labor market condition - Political, legal and government factors S Page | 22

- Information system

RECRUITMENT PROCESS

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The actual steps involved in recruitment follow a well defined path: Preliminary Screening: It helps the manager eliminate unqualified or unfit job seekers based on the information supplied in the application forms. Preliminary interviews help reject misfits for reasons, which do not appear in the application forms. Selection Tests: An employment test is a mechanism that attempts to measure certain characteristics of individuals. These characteristics range from aptitudes, such as manual dexterity, to intelligence to personality. a) Intelligence Tests: This is one of the important psychological tests used to measure the level of intelligence quotient of an individual. It is an indicator of a persons learning ability or the ability to make decisions and judgments. b) Aptitude Test:- It is a measure of individuals potential for learning new skills. It indicates the persons capacity to develop. Such tests are good indices of a persons future success score. c) Personality Tests:- It provides clues to a persons emotions, her reactions, maturity and value system etc. These tests probe the overall personality. Hence, these are difficult to design and implement. d) Trade test:- These tests measure the existing skills of the individual. They measure the level of knowledge and proficiency in the area of professions or technical training. e) Interest tests:- Every individual has fascination for some job than the other. Interest tests are used to know the pattern of interests or involvement of a person.

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Employment Interview: Interview is a formal, in-depth conversation conducted to evaluate the applicants suitability for the job. The role of the interviewer is seek information and that of the interviewee is to provide the same. Though, in present times, the interviewee also seeks information from interviewer. Reference and Background Checks: Many employers request names, addresses, and telephone numbers of references for the purpose of verifying information and, gaining additional information on an applicant. Previous employers, known persons, teachers and university professors can act as references. Selection Decision: The final decision has to be made from among the candidates who pass the tests, interviews and reference checks. The views of the concerned manager will be generally considered in the final selection because it is he/she who is rresponsible for the performance of the new employee. Medical Examination: After the selection decision and before the job offer is made, the candidate is required to undergo a medical fitness test. The job offer is given to the candidate being declared fit after the medical examination. Job Offer: The next step is job offer to those applicants who have passed all the previous hurdles. Job offer is made through a letter of appointment/confirm his acceptance. Such a letter generally contains a date by which the appointee must report on duty. The appointee must be given reasonable time for reporting. Contract of Employment: After the job offer has been made and candidate accepts the offer, certain documents need to be executed by the employer and the candidate. There is also a need for preparing a contract of employment. Basic information that should be included in a written contract of employment will vary according to the level of the job.

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SELECTION

Selection is the process of identifying and choosing the best person out of a number of prospective candidates for a job. Towards this purpose, the candidates are required to take a series of employment tests and interviews. Each stage many are eliminated and a few move on to the next stage until the right type is found. The effectiveness of the selection process would ultimately be tested in terms of on-the-job of the chosen person.

Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with grater likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not.

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ORGANIZATION FOR SELECTION Until recently the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many mangers insisted on screening their own employees as they thought no one else could do that as efficiently as they themselves. But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages: It is easier for the application because they can send their applications to a single centralized department. It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period. It can provide for better selection because hiring is done by specialist trained in staffing techniques. The applicant is better assured of consideration for a greater variety of jobs. Hiring cost is cut because duplication of efforts is reduced. With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process. Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be.

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BARRIERS TO EFFECTIVE SELETION The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are: Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates. Fairness: During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected. Pressure: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job. That is being offered.

ESSENTIAL OF SELECTION PROCEDURE Someone should have the authority to select. There must be sufficient number of applicants from whom the required number of employees to be selected.

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 There must be some standards of personnel with which a prospective employee may be compared. CHAPTER 3 DATA ANALYSIS

Ques1: Through which source of recruitment are you recruited? Managers Internal External 0% 100% Supervisors 60% 40% Workers 92% 8%

100 90 80 70 60 50 40 30 20 10 0 Workers Managers Supervisors Internal External

In Polyplex, about 92% of workers are recruited through internal sources and about 4%,100% of managers are recruited through external sources ;and 60% of supervisors are recruited through internal sources and 40% are recruited through internal sources.

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Ques2: If internal source, which category do you belong among the following? Workers 25% 50% 25% Managers 0% 0% 0% Supervisors 100%

Present permanent Present temporary Dependent

100 80 60 40 20 0 Workers Managers Supervisors Present permanent Present temporary Dependent

In Polyplex, among those who are recruited through internal sources 25% recruited workers are belong to present permanent category,50% belongs to present temporary category and 25% belong to dependent of deceased and disabled category . Among supervisors all are belongs to present permanent category. .

Ques3: If external, which type of recruitment do you belong among the following types?

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Direct Indirect Third party

Managers 50% 50% 0

Supervisors 0 50% 50%

Workers 0 100% 0

100 90 80 70 60 50 40 30 20 10 0 M a n a g e rs W o rk e rs S u p e rv is o rs

D ire c t In d ire c t T h ird p a rty

In Polyplex, among those who are recruited through external sources: 50% of managers are recruited through direct method, 50% are recruited through indirect method; 50% of supervisors are recruited indirect method, 50% are recruited through third party. And 100% workers are recruited through indirect method.

Ques4: External source of recruitment and method of recruitment Page | 31

DIRECT Managers Campus interview Seminars etc 50% 0

INDIRECT Managers Casual applicant 50% Supervisors 50% Workers 100%

THIRD PARTY Employment agencies Public Private Managers 0 0 Supervisors 50% 0 Workers 0 0

In Polyplex, among those who are recruited through external sources: 50 % managers are recruited through campus interview and other 50% are casual applicant; 50% supervisors are recruited through public employment agency and other 50% are casual applicant. All the workers who are recruited through external source are casual applicant.

Ques5: Are the aptitude test is conducted?

Managers Supervisor level

Yes 100% 100%

No 0 0 Page | 32

Workers

100%

100 80 60 40 20 0 Yes No Managers Supervisor Workers

All the managers and supervisor say that the aptitude test is conducted for their recruitment, where as all the workers say that no aptitude test is conducted for their recruitment.

Ques6: What form of interview is used?

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Personal Telephonic Video conference

Workers 100% 0 0

Managers 100% 0 0

Supervisors 100% 0 0

100 80 60 40 20 0 M a n a g e rs w o rk e rs S u p e rv is o rs
P e rso n al T e le p h o n ic Vid e o

In Polyplex, among those who are recruited through external sources, only one form of interview that is personal interview is used.

Ques7: Are you satisfied with the interview conducted? Yes No 75% 15% Page | 34

To some extent

10%

80 70 60 50 40 30 20 10 0 Yes No To some extent

In Polyplex, 75% respondent said that they are satisfied with the interview conducted, 15% said that they are not satisfied with the interview conducted, 10% said they are to some extent satisfied with the interview conducted.

Ques8: Are you satisfied with the present method being followed by company for recruitment and selection? Yes No 75% 25% Page | 35

80 70 60 50 40 30 20 10 0 Yes No

In Polyplex, 75 % respondent said that they are satisfied with the present method being followed by the company for recruitment and 25% said that they are not satisfied with the present method followed by the company for recruitment and selection.

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Ques9: Do they conduct any of these tests? Yes 0 75% 100% No 100% 25% 0

Psychometric test Medical test Reference test

100 80 60 40 20 0 Refrence test Medical Psychometric

Yes

No

In Polyplex,100% respondents say that their reference test is done during recruitment process, and 75% say that their medical test is done during recruitment and the company did not conduct any psychometric test.

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Ques10: How do you rate recruitment procedure? Short Average Long 25% 75% 0

80 70 60 50 40 30 20 10 0 Short Average Long

In Polyplex, 25 % employees say the recruitment process is short while 75 % say that it is average.

CHAPTER 4

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FINDINGS Source and type of recruitment used 1 In Polyplex, about 92% of workers are recruited through internal sources 100% of managers are recruited through external sources and 60% of supervisors are recruited through internal sources and 40% supervisors are recruited through internal sources. 2 In Polyplex, among those who are recruited through internal sources 25% of workers are recruited belong to present permanent category,50% belongs to present temporary category and 25% belong to dependent of deceased and disabled category . Among supervisors all are belongs to present permanent category. 3 In Polyplex, among those who are recruited through external 50% managers are recruited through direct method, 50% are recruited through indirect method; 50% of supervisors are recruited indirect method, 50% are recruited through third party. And 100% workers are recruited through indirect method. 4 In Polyplex majority of the employees are selected threw internal sources which resulted in to maintaining the fabric of the work culture of the organization and synchronies the goals of newly recruited people to the organizational goal. 5 The policies which are following for recruitment and selection is transparent and easy to understand which is resulting into satisfaction among the employee and increasing their commitment to the organization.

Process of recruitment 1 All the managers and supervisor say that the aptitude test is conducted for their Page | 39

recruitment, where as all the workers say that no aptitude test is conducted for their recruitment. 2 Only one form of interview that is personal interview used for all category of employee. 3 100% respondents say that their reference test is done during recruitment process, and 75% say that their medical test is done during recruitment process and the Company did not conduct any psychometric test.

Employees opinion about recruitment and selection process In Polyplex, 75 % respondent said that they are satisfied with the present method being followed by the company for recruitment and 25% said that they are not satisfied with the present method followed by the company for recruitment and selection.

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RECOMMENDATIONS

The share of external source of recruitment should increase so as to introduce fresh talent among workers. Psychometric test should be done for selecting managers. A Human Resource data base should be maintain in company ,so that the time in inviting new applicant and the expenses incurring for the payment of employment agency can be reduce .

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CONCLUSION From the present study that is conducted at Polyplex Corporation Ltd., I can conclude that the company recruits most of its workers through internal sources; however for managers and supervisors the company has used direct and indirect method of recruitment. For selection the company first conducts aptitude test. It is mostly done for selecting managers and supervisors only, for workers, only personal interview is conducted. After aptitude test is conducted the successful candidate are called for interview. Only one form of interview that is personal interview is used for their selection. Those who cleared the interview their reference test and medical test is done. The employees are satisfied with the present process of recruitment being followed by the company.

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REFERENCE C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya Publication. K.Aswahthappa (2001),Human Resource and Personnel Management Human Resource Management, (2005), Dr.P.C. Pardeshi

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ANNEXURE

QUESTIONAIRE: Name: Designation: Ques1: Through which source of recruitment are you recruited? 1 2 Internal source External source

Ques2: If internal source, which category do you belong among the following? 1 2 3 4 Present permanent employee Present temporary employee Retrenched/Retired employee Deceased/ Disabled employee

Ques3: If external, which type of recruitment do you belong among the following types? 1 2 3 Direct recruitment Indirect recruitment Third party

Ques4: If direct, specify the source? . .

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Ques5: If indirect, specify the source? .

Ques6: If third party, specify the source? . Ques7: What form of interview is used? 1 2 3 Personal interview Telephonic interview Video conferencing

Ques8: Are you satisfied with interview conducted? 1 2 3 Yes No To some extent

Ques9: Are the aptitude test is conducted? 1 2 Yes No

Ques10: Do they conduct any of these tests? 1 2 3 4 Psychometric test Medical test Reference test Other specify

Ques11: Are you satisfied with the present method being followed by company for recruitment and selection 1 Yes Page | 45

No

Ques12: How do you rate recruitment procedure? 1 2 3 Short Average Long

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