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1.1 INTRODUCTION
The Human Resources Management is concerned with human beings, who are the
energetic elements of management. The success of any organization or an enterprise will
depend upon the ability, strength and motivation of persons working in it.
The Human Resources Management refers to the systematic approach to the problems in
any organization. It is concerned with recruitment, training and Development of personnel.
Human resource is the most important asset of an organization. It ensures sufficient
supply, proper quantity and as well as effective utilization of human resources.
In order to meet human resources needs, and organization will have to plan in
advance about the requirement and the sources, etc. The organization may also have to
undertake recruiting, selecting and training processes. Human Resources Management
includes the inventory of present manpower in the organization. In cases sufficient number
of persons is not available in the organization then external sources are also identified for
employing them. Human Resources Management lays emphasis on better working
condition and also ensures the employment of proper work force.
A part of Human Resources Management is assigned to personnel who perform some of
the staffing function. The staffing process is a flow of events, which result in a continuous
managing organizational position at, all levels from the top management to the operatives
level. This process includes manpower-planning; developing sources of applicant
evaluation of applications employment decision offers induction and orientation, transfers,
demotions, promotions and separations.
Manpowers planning is a process of analyzing the present and future
vacancies as a result of retirement, discharges, transfer, promotion, absence or other
reasons. Recruitment is concerned with the process of attracting qualified and components
personnel for different jobs. This includes the identification of existing sources of the labor
market, the development of new sources and the need for attracting large number potential
applications so that good selections may be possible.
Selection process is concerned with the development of selection policies and procedure
and the evaluation of potential employees in terms of job specifications. This process
includes the development of application blanks, valid and reliable tests and interview
techniques employee reversal system, evaluations and selections of personnel in terms of
jobs specifications the making up of final recommendations to the hire management and
the sending of offers and rejection letters.
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B. Recruiting Policy:
The recruiting policy of the organization i.e. recruiting from internal sources and
from external sources also affects recruitment process. Generally, recruiting through
internal sourcing is preferred, because own employees know the organization and they can
well fit into the organizations culture.
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organization
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Professional
bodies/associations,
employee
referral/recommendations,
voluntary organizations, trade unions, data banks, labour contractors etc. to establish
contact with the job-seekers.
Now, a question arises, which particular method is to be used to recruit
employees in the organization? The answer to it is that it will depend on the policy of the
particular firm. The position of the labour supplies the government regulations in this
regard and agreements with labour organizations. Not with standing, the best recruitment
method is to look first within the organization.
2.7 RECRUITMENT PROCESS:Recruitment is the process of locating, identifying and attracting capable
applications for jobs available in an organization. Accordingly, the recruitment process
comprises the following five steps.
Planning
Strategy development
Searching
Screening
Evaluation and Control
Brief description as follow
1. Recruitment Planning:The first step involved in the recruitment process is planning. Here, planning
involves to draft a comprehensive job specification for the vacant position, outlining its
minor and minor responsibilities; the skills , experience and qualifications needed; grade
and level of pay; starting date; whether temporary or permanent; and mention of special
conditions, if any, attached to the job to be filled.
2. Strategy Development:A.G.I.M.S. SANGLI
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Salary of recruiters
Cost of time spent for preparing job analysis, advertisement, etc
Administrative expenses
Cost of outsourcing or overtime while vacancies remain unfilled
Cost incurred in recruiting unsuitable candidates.
2.8 SOURCES OF RECRUITMENT:The various sources of recruitment are classified into two broad categories, namely:
1. Internal Sources
2. External Sources
The sources included under each category are depicted in the following
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SOURCES OF RECRUITMENT
INTERNAL SOURCES
1.Present permanent employees
2.Present temporary/ casual/part
time employees
EXTERNAL SOURCES
1.Campus recruitment
2.Private employment/
agencies/consultants
3. Retrenched/Retired employees
4. Dependents of
4.Data banks
present/deceased/disabled
5.Casual Applicants
employees
6.Similar Organizations
5.Employees referrals
7. Trade unions
8.Walk-in
9.Consul-in
10.Head hunting
11.Body shopping
12.Mergers and acquisitions
13.E-Recruitment
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1
1
Project Site
Name & Address
22
Registration
No
Nearest Town/City
Industrial License
4
3
Number
Factory Code
Nearest Highway
number
Phone No
Nearest Airport
Fax
75
8
Tasgaon
state highway.
(02346) 271601,
272075
Karad Airport is 30 Km from the factory
02346-271602
site.
E-mail
Nearest
Railway krantisugar@rediffmail.com
Kirloskarwadi Railway Junction is 4 Km
Crushing
2500
day
Junction Capacity
Form M.T./Per
factory site.
69
Topography
Managing Director
The
siteShankarrao
has leveledGhorpade
area.
Mrs.factory
Vijaysinh
10
711
Chairman
Surroundings
Economic
The
above
the seaLad
level
Hon.elevation
Arun (Anna)
Ganpati
The
is 10 Km from
1.Thesite
Maharshtra
State Krishna
Sahakaririver.
Bank
Support/Bankers
About
8 Km away from sagareshwar
Ltd.,Mumbai
Wildlife
Park. Of India. Branch-Palus.
2. State Bank
5
4
6
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POST
Chairman
2
3
Member
Member
Mr. LalasoShiduMahadik
Member
Mr. PopatVasantFadtare
Member
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Vice. Chairman
Member
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Mr. TukaramAabaPawar
Member
Mr. JawaharRajgondaPatil
Member
10
Mr.SurykantDattaryBhuchade
Member
11
Mr. BharatsinhBhujangraoFadnaik
Member
12
Mr.RamchandraDattuPawar
Member
13
Mr.AatmaramVithobaHarugade
Member
14
Member
15
16
Mr.RamchandraGanpatraoDeshmukh
Mr.DilipDattaryPatil
Mr.KundlikJotiThorat
17
Mr.DattajiraoAakaramMohite
Member
18
Mr.LaxmanTukaramHendre
Member
19
Mr.NivrutiSakharamPatil
Member
20
Mr. PrashantBhupalChougule
Member
21
Mrs.AanadibaiJanardanKhude
Member
22
Mrs. ShobhaSambhajiSalunkhe
Member
23
Mr.VijaysinhShankaraoGhorpade
MD
Member
Member
NAME OF OFFICER
POST
No.
1
Mr.VijaysinhShankarraoGhorpade
MD
Secretary
Mr.ShamraoPandurandJadhav
Finance Manager
Mr.ChandrakantSampatraoGavane
Chief Chemist
Mr.DilipRamchandraParlekar
Agri Officer
Mr.AapasoAatmaramKore
Chief Accountant
D. Chief Engineer
Mr.MahadevRangrao Mane
Civil Engineer
Mr.VirendraVikramsinhDeshmukh
10
Mr.VilasDattaryJadhav
11
Mr.VishawasBhimrao Lad
E.D.P. Manager
12
Mr.ShankarDadasoPawar
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Mr.UdayRamchandra Lad
Store Keeper
14
Mr.KrishnaPandurangPatil
15
Mr.SharadVittalPhatak
Purchase In-charge
16
Security Officer
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Chairman
Account
Dept.
Marketing
Dept.
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4.1.Table showing sources that, employee comes to know about job openings in
organization
Table No-4.1
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Description
Advertisement
Consultants
Reference
Other
Total
No. of Respondents
25
4
15
6
50
percentage
50%
8%
30%
12%
100%
Graph No-4.1
Interpretation:The above table and graph shows that, out of 50 respondents, 25 respondents i.e. 50% says
that they came to know about openings in the organization through advertisement, while 4
respondents i.e. 8% through consultancy,15 respondents i.e.30% through references, while
6 respondents i.e. 12% through other sources.
4.2. Table showing that, if advertisement source, then which source employee used.
Table No-4.2
Sr. No.
1
2
3
4
Description
Newspaper
Collage
Internet/Website
Other
Total
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No. of Respondents
16
4
5
25
50
percentage
32%
8%
10%
50%
100%
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Interpretation:The above table and graph shows that, out 50 respondents,16 respondents i.e. 32% says
that they came to know about requirements in the organization through newspaper, while
4respondents i.e. 8% through collage,while5respondents i.e.10% through internet/website,
while 25 respondents i.e. 50% through other sources.
Sr. No.
1
2
Description
Yes
No
Total
No. of Respondents
38
12
50
percentage
76%
24%
100%
Graph No-4.3
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Interpretation:The above table and graph shows that, out of 50 respondents, 38 respondents i.e. 76% says
that they have referral policy in organization, while 12 respondents i.e. 24 % says that they
dont have referral policy in organization.
Description
Out of organization
Within Organization
Other
Total
No. of Respondents
5
10
35
50
percentage
10%
20%
70%
100%
Graph No-4.4
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Interpretation:The above table and graph shows that, out of 50 respondents, 5 respondents i.e. 10% says
that they used reference source that is out of organization , while 10 respondents i.e. 20 %
through within organization , while 35 respondents i.e.70% through other source.
Description
Yes
No
Total
No. of Respondents
17
33
50
percentage
34%
66%
100%
Graph No-4.5
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Interpretation:The above table and graph shows that, out of 50 respondents, 17 respondents i.e. 34% says
that organization check reference of employees, while 33 respondents i.e. 66 % says that
organization dont check reference of employees.
4.6. Table showing that, sources used by organization for recruitment process to
employee.
Table no-4.6
Sr. No.
1
2
3
4
5
Description
Walk in
Campus Recruitment
Search Candidate
Private Employment
All the above
Total
No. of Respondents
20
7
13
4
6
50
percentage
40%
14%
26%
8%
12%
100%
Graph No-4.6
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Interpretation:The above table and graph shows that, out of 50 respondents, 20 respondents i.e. 40% says
that walk-in source used for recruitment process in organization, while 7 respondents i.e.
14 % through campus recruitment, while 13 respondents i.e.26 % through search
candidate, while 4 respondents i.e.8% through private employment, while 6 respondent i.e.
12% through all above sources used in organization for recruitment process.
Description
Knowledge
Past Experience
Optimistic nature
Discipline
Team Work Ability
Other
Total
No. of Respondents
13
13
3
5
9
7
50
percentage
26%
26%
6%
10%
18%
14%
100%
Graph No-4.7
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Interpretation:The above table and graph shows that, out of 50 respondents, 13 respondents i.e. 26% says
that organization look knowledge in candidate, while 13 respondents i.e. 26 % in past
experience, while 3 respondent i.e. 6% in optimistic nature, while 5 i.e. 10% in discipline,
while 9 respondent i.e. 18% in team work ability and while 7 respondent i.e. 14% in other
quality organization looks in candidate.
Description
Yes
No
Total
No. of Respondents
36
14
50
percentage
72%
28%
100%
Graph No-4.8
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Interpretation:The above table and graph shows that, out of 50 respondents, 36 respondents i.e. 72% says
that online recruitment is important, while 14 respondents i.e. 28 % says that online
recruitment is not important.
Description
Yes
No
Total
No. of Respondents
42
8
50
percentage
84%
16%
100%
Graph No-4.9
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Interpretation:The above table and graph shows that, out of 50 respondents, 42 respondents i.e. 84% says
that they know whole information about organization before joined in this organization,
while 8 respondents i.e. 16 % says that they dont know whole information about
organization before joined in this organization.
4.10. Table showing that, why employee attracted to apply for this job in this
organization.
Table No-4.10
Sr. No.
1
2
3
4
Description
Good salary
More benefits
Career growth
All Above
Total
No. of Respondents
8
8
10
24
50
percentage
16%
16%
20%
48%
100%
Graph No-4.10
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Interpretation:The above table and graph shows that, out of 50 respondents, 8 respondents i.e. 16% were
attracted to apply to job in this organization because of good salary, while 8 respondents
i.e. 16% because of more benefits, while 10 respondents i.e.20% because of career growth,
while 24 respondents i.e. 24% because of all the above things are attracted to the
employees.
4.11. Table showing that, relation between employees qualification and post
advertised by organization.
Table No-4.11
Sr. No.
1
2
Description
Yes
No
Total
No. of Respondents
44
6
50
percentage
88%
12%
100%
Graph No-4.11
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Interpretation:The above table and graph shows that, out 50 respondents, 44 respondents i.e. 88% says
that they feel relation between qualification and post advertised by the organization, while
6 respondents i.e. 12 % says that they not feel any relation between qualification and post
advertised by the organization.
4.12. Table showing that, which post advertised by organization that was as per
employee expectation.
Table No-4.12
Sr. No.
1
2
Description
Yes
No
Total
No. of Respondents
34
16
50
percentage
68%
32%
100%
Graph No-4.12
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Interpretation:The above table and graph shows that, out of 50 respondents, 34 respondents i.e. 68% says
that which post advertised by organization that is as per their expectation, while 16
respondents i.e. 32% says that is not as per their expectation.
Description
Yes
No
Total
No. of Respondents
32
18
50
percentage
64%
36%
100%
Graph No-13
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Interpretation:The above table and graph shows that, out of 50 respondents, 32 respondents i.e. 64% says
that they are satisfied with recruitment process, while 18 respondents i.e. 36% says that
they are not satisfied with recruitment process.
5.1- FINDINGS:
GENERAL FINDINGS
1.
2.
3.
4.
advertisement source.
5. The organization is having well qualified and experienced workers.
6. Most of the employees are happy, with the recruitment process.
7. Established structure is one of the benefits for stimulating
SPECIFIC FINDING:
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6. Researcher found that, walk in source i.e. 40% and search candidate method
i.e. 26% used for recruitment in organization , it is helpful to organization
because of direct interaction with job seeker but as compare above sources
private employment i.e. 4% is very less. (Table No.4.6)
7. Researcher found that, while recruiting organization looks quality in
knowledge and past experience and team work ability for recruiting
candidate. (Table No-4.7)
8. Researcher found that 72% respondents replied that online recruitment is
important. (Table No-4.8)
9. Researcher found that, 84% employee knows whole information about
organization before the joined in this organization. (Table No-4.9)
10. Researcher found that, employees attracted to apply in this organization
because of good salary i.e. 8%, more benefits i.e. 8% , career growth i.e.10%
and some are attracted above all things i.e. 24% that is high. (Table No.4.10)
11. Researcher found that, 88 % employee replied that they feel relation between
their qualification and post advertised by organization and 68 % employees
have got job as per their expectation .( Table No-4.11& 4.12)
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SUGGESTION:
GENERAL SUGGESTION:
1. Todays world is highly competitive so organization has to use internet services
for recruitment and has to follow online recruitment process.
2. Employee referral is the one of the best source for recruitment but employee
experience, qualification and skill of the candidate should check by organization
3. Organization can also contact consultancy service provider.
SPECIFIC SUGGESTION:
1. Now a days Telephonic-recruitment is easier option for the recruitment of the
employees so organization can take advantages of it.
2. For key positions referred candidate were appointed by the organization but they
can also follow proper recruitment procedure to get more eligible candidate
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CONCLUSION:
After the study, the researcher has concluded that the recruitment process is very
important in organization. Due to this research work the researcher has understood a lot of
things such as basic concept of recruitment, sources of recruitment and modern methods of
recruitment. The organization is in need of having good source of recruitment, tests,
interviews, etc. Krantiagrani Dr. G. D. Bapuso Lad Sahakari Sugar Factory is having
overall good recruitment process.
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EMPLOYEE QUESTIONAIRE
Name of Employee:-____________________________________________________
Department: - ______________________ Designation: - ______________________
Salary :-______________( Per Month)
Q.1. How do you come to know about openings in your organization?
A) Advertisement
B) Consultants
C) Reference
D) Other
B) College
C) Internet/Website
D) Other
B) No
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B) Within Organization
B) No
Q.6. Following which sources used by organization for recruitment process according to
you?
A) Walk in
B) Campus Recruitment
C) Search Candidate
D) Private Employment
B) Past Experience
C) Optimistic nature
D) Discipline
F) Other
B) No
Q.9. Did you know whole information about organization before joined in this
Organization?
A) Yes
B) No
Q.10. what attracted you to apply for this job in this organization?
A) Good Salary
B) More benefits
C) Career growth
D) All Above
Q.11. Did you think any relation between your qualification and post advertised by
organization?
A) Yes
B) No
Q.12.Do you think, which post advertised by organization that was as per your
expectation?
A) Yes
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B) No
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B) No
Bibliography
1. S. S. Khanka: Human Resource Management.(2003).New Delhi.5th. S. Chand &
Company Ltd. Page no.53, 54, 55, 64 and 65.
2. P. Subba Rao: Essentials of Human Resource Management & Industrial Relations.
(1996). Mumbai. 5th.Mrs. Meena Pandey for Himalaya Publishing
House Pvt Ltd..Page No.136
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