TRAINING AND DEVELOPMENT AT RELIANCE COMMUNICATION

A PROJECT REPORT ON TRAINING AND DEVELOPMENT

AT RELIANCE COMMUNICATION BY ANANYA DUBEY PGDM

SUBMITED TO INSTITUE OF MANAGEMENT EDUCATION FOR THE ACADEMIC YEAR (2008-2010)

1

CERTIFICATE

This is to certify that the project work entitled “TRAINING AND DEVELOPMENT” done at RELIANCE COMMUNICATION is a bonafied work carried out by Miss. ANANYA DUBEY

under my

guidance.

Her work was found satisfactory and complete in all respect.

PLACE: KANPUR Date: (HR Manager) ( RELIANCE COMM.)

2

ACKNOWLEDGEMET Quality is not a result of accident. It demands hard work, commitment and dedication. To create a work of quality a person needs inspiration & motivation from various sources.

This

project

DEVELOPMENT”

report in

on

the

RELIANCE

topic

of

“TRAINING

COMMUNICATION

Has

AND been

complied by me as a part of the curriculum of Master Degree in Business Administration.

I owe my sincere thanks to Mr. ALOK

(HR Manager) for granting

his kind permission to carry on this project work. I express my deep sense of gratitude to him for giving me immense co-operation.

A special word of Thanks to our Director Mr D. P. GOYAL& Coordinator Mr. RAVEESH AGARWAL for their guidance in preparing this report.

ANANYA DUBEY

3

PREFACE A project research is a systematic & scientific in investigation for identifying a specific problem or study in a particular area in the organization & thereby analyzing the same to give the best solution.

For the fulfillment of any organizational goal it is necessary that the training and development should be well planned & conveyed to the employees in order to have transport & steady flow of the different mechanisms of the organization.

This project is also an attempt to study the functions of personnel department specifically with the training & development policies & procedures in reliance communication.

The objective of doing the project is to collect all the necessary information with respect to the working procedures specifically with the recruitment, selection training & development procedures of the personnel department & thereby to get the maximum exposure in the related field. The different information about the organization in different fields has given me a wider exposure.

I have applied the concepts & gained knowledge learned during the course at IME in the practical business situations & thus have understood these concepts in a better way. The research work really has poured of immense learning for me.

I would like to whole heartedly thank Reliance communication & IME for giving this exposure.

ANANYA DUBEY

4

INDEX RESEARCH DESIGN 1.

INTRODUCTION

Topic selected-its importance Company Selected Aims & Objectives Methodology Sources of Data Techniques used for data analysis 2.

THEORY RELATED TO THE TOPIC

3.

ORGANIZATION – HISTORY, GROWTH

4.

ANALYSIS AND INTERPRETATION OF DATA

5.

FINDING AND SUGGESTION Appendix & Bibliography

5

INTRODUCTION

TO THE SUBJECT “TRAINING AND DEVELOPMENT”

6

RECRUITMENT & SELECTION PROCEDURE. Recruitment is the first step in the employment process which aims at developing & maintaining the adequate manpower resources that continues with selection & ceases finally with the placement of the candidates.

Recruitment means search of prospective employee to suit the job requirement as represented by the job specification i.e. a technique of analysis. Out of the prospective applicants, right type of person to match the job is selected for the job. Under placement, the selected person is placed on the job that is most suited to him. There are two broad sources of manpower recruitments internal source & external sources. In Reliance communication Both the methods are used by the management to recruit employees.

The selection is a process by which the qualified personnel are chosen from the applicants who have offered their services to the organization for employment. The final short listed candidates are selected & they undergo a induction programme.

7

TRAINING AND DEVELOPMENT Training is the second most steps after the recruitment and selection of employees. Companies have to train them for making comfort to doing job.

They include certain phases in their training: • Theoretical knowledge about the networks and layers.

• Theoretical knowledge about the MINS from the document SRS_MINS which was provided by the company to us on our personal computer at reliance communication.

• Testing of the project. It includes the checking of the message flow between the network subsystem when a call is initiated or released.

In reliance communication their training was based upon MINS (mobile integrated network system).It was a newly prepared project for wireless communication by the reliance info. Comm.

8

SCOPE OF THE PROJECT

The study limits itself of the Recruitment Selection & training Procedures carried out at reliance communication to learn the procedures followed for Recruitment, Selection, training & development.

9

OF STUDY

10

OBJECTIVES OF THE PROJECT

The project report is based on the topic “training & development” at reliance communication. The following are the objectives of the project report:  To find out the detailed procedure of human Resources Department of reliance communication. Regarding the supply of human resources to company.  For understanding the techniques & methods used in the process of recruitment, selection, training & development.  To understand the recruitment, selection, training policy of the company.  To know about workers job satisfaction etc with the help of questionnaire.

To suggest measures to overcome the shortcomings if any

.

11

RESEARCH METHODOLOGY Research Methodology defines the process or the procedure followed in conducting research.

The research carried out at Reliance communication was undertaken in order to find how effective the Human Resources Department is is carrying out the basic functions of training & development. The methodology involves both primary & secondary data & includes reference to various records.

The methodology used by me at Reliance communication.

• Case study • Sources of Data Collection • Primary Data • Secondary Data • Tools of Data Collection.

Primary Data:- Interviews Through conducting structured interviews with HR Manager, Director & Managing Director.

Employees of the company.

12

Secondary Data: - Referring to • Company Manual • Company Brochures • Website of the company • Balance sheet of the Company • Induction Handbooks.

Sample Size: Questionnaire was filled up by 75 employees of Reliance communication doing permanent & temporary kind of job at the company.

Analysis: Interpretations of the questionnaire are given ahead in this project in the form of graphs, tables & percentages.  INFORMATION ANALYSIS: The data collected from Reliance communication. Is put before you in theoretical form. The data collected through questionnaire is compiled & put in form graphs, tables & percentage form.

13

THEORY RELATED TO THE TOPIC UNDER STUDY

14

THEORETICAL FRAME WORK OF THE STUDY • HUMAN RESOURCE PLANNING • RECRUITMENT & SELECTION: A THEORETICAL • PROSPECTIVE • RECRUITMENT • RECRITMENT AT RELIANCE COMMUNICATION • RECRUITMENT

&

SELECTION

POLICY

OF

RELIANCE

COMMUNICATION • SELECTION • SELECTION PROCEDURE • SELECTION PROCESS AT RELIANCE COMMUNICATION • TRAINING AT RELIANCE COMMUNICATION • DEVELOPMENT

OF

EMPLOYEES

AT

RELIANCE

COMMUNICATION

15

 HUMAN RESOURCE PLANNING “Right people, Right place , Right time” Human Resource Planning is the process by which management decides how an organization should mare from its current manpower to its desired manpower position.

Through planning, the management strives to have the right numbers & right kind of people at the right place at the right time to do things which results in both the organization& the individual receiving the maximums long range benefits.

The process of human resource planning consists of series of activities as follows:o Forecasting future manpower requirements either in terms of judgemental estimates based upon the specific future plans of the company.”…Making an inventory of present manpower resources & assessing the extent to which these resources are employed to the optimum. o Anticipating manpower problems by comparing present resources into the future & comparing them with forecast of requirements to determine their adequate both quantitative & qualitatively. o Planning the necessary programs of recruitment, selection, training, development, utilization, transfer, motivation & compensation to ensure that the future manpower requirements are not met properly.

The nature of human resource planning cannot be rigid. It must adapt to the changing circumstances & needs of an organization. The process of human resource planning – the process of human resources planning is one 16

of the most important managerial functions which embraces organizational development, management development & carrier planning, a. Deciding goals or objectives: The Process of human resources planning is carried out in order to relate future enterprise needs so as to maximize the future return on investment on human resources. The objective may be for short term or long term. b. Estimation of future organizational structure for forecasting: The human requirement unless the future organizational structure is estimated the quantitative aspect of human resource required cannot be determined. A lot of factors affect the determination viz expansion & growth, design & structure changes, management policy business forecasts products & human skill & completion.

After estimating the future organization structure & requirement for human resource for both the existing & new vacancies is drawn up. This requires active participation of all the departments the vacancies whether existing or new must be intimated to the HR dept on a requisition based on accurate job specification.

If a shortage is there, the same is made ok by recruitment or promotion from within. On the other hand if there is surplus the same is either transferred or retrenched or given lay off as the situation demands. c. Auditing Human Resources: After the future needs are estimated the next step is to find out the quality and quantity of existing stock of human resource. This indicates all the relevant factors about a person which may prove his overall value to the company. This helps in knowing what exist in the stock and what is 17

needed to be added to that stock taking into account the capability, qualification, experience, knowledge skill and promotional potential of employees. d. Job Analysis: Job analysis assesses “What employees are doing.” From job analysis specific details of what is being done and the skill utilize in the job, is obtained. Job analysis enables managers to understand jobs and job structure to improve the productivity. It also involves job design, coordinating demands on available time, individual psychological needs, technical procedures and desired performance.

Job analysis is a procedure by which pertinent information is obtained about a job it is detailed and systematic study of information relating to the operation and responsibility of specific job.

The details of training, skills qualifications, abilities experience, and responsibility can be given with the help of job analysis supported by job description and job specification. Job analysis is very important for effective functioning of recruitment and selection procedures. By indicating the specific requirements for each job are solid base is made available for taking some important decisions regarding hiring, placement, training, transfer and promotion of personnel. Every job description and job specification must have the following details: a). A description of the firm. b). A description of job and how the vacancy arises. c). the responsibilities to be accepted. d). the knowledge and experience required. i.

Essential

ii.

Desirable 18

e). Conditions, salary and other benefits. f). Future prospectus the firm can offer.

The process an organization uses to ensure that it has right amount and right kind of people to deliver a particular level of output of services in future. Firms that do not conduct human resource planning may not be able to meet the future labour needs. A labour shortage are may hare to resort to lay off in the case of labour surplus. Failure to plan can let to significant financial costs.

The human resource planning activity entails forecasting labour demand; labour is likely to increase as demand for the firms products are service increase.

The second part of human resource planning process entails estimating labour supply. The labour supply may come from existing employees (The internal labour or external labour force).

Project Teams Deployment/ Appointment Corporate growth or down sizing schedule and Optimize people Match their skill and competence determine Their availability Select the most cost effective solution establish And resolve the shortfall Training needs analysis.

Recruitments / outsourcing options Develop succession plans.

19

A THEORITICAL PERSPECTIVE It is primary function of HR department of every organization to procure and maintain an adequate and qualified working force of barriers personnel required for manning the organization. Procurement of efficient personnel leads the organization to success like other demands as money materials and machinery. Employees well selected and well placed would not only contribute to the efficient running of the organization but also offer significant potential for future replacement. Hence building and maintaining an efficient human resource becomes one of the most important management function. In the human there lies immense potential which requires expertise for its optimum utilization. Hence it signifies how much it could mean to HR department of an organization to provide the best available man power at the right time through the process of recruitment and selections. Recruitment is process of searching for prospective employees and stimulating them to apply for jobs in the organization. It is also an activity influences the shape of company’s future. Selection means a process by which the qualified and most suited personnel can be chosen from the applicants who have offered the services to the organization for employment.

With

the

increase

competition,

technological

change

and

advancement, changing human behavioral pattern, communication problems etc. Organizations all over the world are under tremendous pressure to get the right person for the right job. At the same time, expectation of the employee from the employer has also changed and increased considerably.

In such demanding situation the process of man power planning recruitment and selection becomes very important. This calls for the use of valid and 20

reliable technique in the whole process to provide the right man for the right job.

An organization built on a weak foundation can not be expected to withstand the highly competitive world. As the most important all the resources is the human resource, it becomes a very important decisions for HR department to staff the organization with the available resource.

These calls for high level of planning by the management keeping in the view all points can affect the process of recruitment and selection.

Any mistake at this stage could prove fetal as the right man at the right job often proves to be an asset for the company and vise versa a liability.

Hence this function has a long effect on the organization. The staffing process is a flow of events which results in continuous manning of organization position at all level from the top of the management to operatives levels. This process includes human resource planning, developing source of man power screening, selection, offers, inductions, transfer, promotions and finally the separation. The topics that are covered are: 1. Human resource planning a) Forecasting Manpower requirement b) Job analysis 2. Requirement a) Source of Manpower b) Problems related to it c) Advertising the vacancies

21

3. Screening a) Eligibility b) Suitability c) Methods used in screening 4. Selection a) Application blanks b) Testing techniques c) Interviews d) Medical Tests e) Sending of letters 5. Placement 6. Induction and orientation.

22

RECRUITMENT

23

RECRUITMENT

By Fipp , it is process o searching for prospective employees & stimulating & encouraging them to apply for job in an organization . it is often termed positive in that it stimulates people to apply for jobs to increase hiring ratio i.e. the no. of applications for a job.

The process of generating a pool of qualified candidates for a particular job is the first step in the hiring process.

The aim of recruitment is to attract qualified job candidates; the word qualified is stressed because attracting applicants who are unqualified fore the job is a costly waste of time. Unqualified applicants need to be processed and perhaps tested or interviewed before it can be determined that they are not qualified, to avoid these costs the recruiting efforts should be targeted solely applicants who have the basic qualification for the job.

Recruitment forms the first stage in the process which continues with selection & ceases with placement of the candidates. Recruitment & selection are critical elements of effective human managements.

With the human resource management paradigm they are not simply mechanism for filling vacancies. Recruitment & Selection is a function of major importance to the success of an enterprise.

24

Placing the individual by: 1. Merit basis.

2. Considering the persons interest, backgrounds & physical capacities.

3. Examining the job available.

4. Matching the available job recruitments with individual capacities.

Factors affecting Recruitment: All organization whether large or small, do engage in recruiting activity this depends upon: 1. Size of the organization.

2. The employment condition in the organization, the efforts of the past recruitment efforts which show the organizations ability to locate good performing people.

3. Working conditions & salary benefit packages offered by the organization which may influence & necessitate future a) Recruiting b) The rate of growth of organization c) The level of seasonal operations & future expansion & production programs. d) Cultural, economic & legal factor etc. e- recruitment: Managers now use emails & te web to bypass campus career centers an email, news letter to the student to get them interested in the firm the manager can take the complete responsibility for all the recruiting. Doing their own recruiting also put them in better touch with the market & their needs.

25

Sources of Recruitment: There are a great number of recruitment sources available the most prominent of these sources are: Current Employees: Many companies have a policy of informing current employees about job openings before trying to recruit them from other sources, internal job postings give current employees the opportunity to move into the forms more desirable jobs however; an internal promotion automatically creates another job opening that has to be filled.

• Referrals from current employees: Studies have shown that employees who were hiring through referrals from current employees tend to stay with the organization longer & display greater loyalty & job satisfaction than employees tend to refer people who are demographically similar to themselves which can create equal employment opportunity problems.

• Former Employees: A firm may decide to recruit employees who previously worked for the organization these are the people who are laid off or who work seasonally because the employer already has experience with these people, they tend to be safe hires.

• Print Advertisement: Advertisements can be used both for local recruitment efforts (newspaper) & for targeted regional, national or international searches for instance; clinical psychologists often find jobs through listing in American psychological association’s monthly newspaper.

• Internet Advertising: Employers are increasingly turning to the web as a recruitment to because on line ads are relatively cheap, are more 26

dynamic & can often produce faster results than newspaper help wanted ads. In addition, the reach of internet has expanded dramatically. So companies can connect with people all over the world looking for jobs.

• Employment Agencies: Many organizations use external contractors to recruit & screen applicants for position. Typically, the employment agencies are paid free based on the salary offered to the new employees. Agencies can be particularly effective when the firm is looking for an employee with a specialized skill. Another advantage of employment agencies is that they often seek out candidates who are presently employed & not looking for a new job, which indicates that their current employer is satisfied with their performance.

Recruitment in India Recruitment in India is made through different channels. Recruitment procedure is quite systematic & not wholly scientific.

Channels of Recruitment : - Recruitment through intermediaries - Recruitment through contractors - Direct Recruitment - Recruitment through employment exchange - Other Methods - Through Trade Union - Through Labour Office - Through referee - Recruitment through the web

27

This kind of recruitment is called e-recruitment, the company sends the newsletter to the candidates, regular job updates to target the right candidate. The company selects the candidate from the data base available this helps the company to directly contact the candidate. Once a firm has prepared a job description & person specification. It will be time to advertise the vacancy. They can do this internally or externally.

Internal Recruitment: Internal recruitment involves findings someone already employed by the organization to fill the vacancy.

Advantages of Internal Recruitment : • Applicants will already know the company & its methods of wotking & are therefore likely to settle into the job a great deal easier than external candidates.

• The cost of recruitment is reduced, there will be no need for external advertisements & all administrative cost & time involved in dealing with applicantions.

• Internal Recruitment & promotions will increase motivation of work force.

Disadvantages of Internal Recruitment: There are through problems with using internal Recruitment.

First, Tthese will be limited range of applicants & there will be a reduced potential of finding new talent & less input of new ideas & methods of working, also as one person is promoted then another vacancy is created.

28

External Recruitment: External Recruitment means looking outside the company for candidates for vacancy.

Advantages of External Recruitment : 1) Introduces new people with new ideas, can allow leaps forward in thinking, helps avoid getting stuck.

2) Wider range of candidates giving more choice.

3) Takes advantage of training provided by other companies, reduces costs & increase skills.

There are a wide variety of methods firm can use to find suitable candidates the actual method or methods used will depend upon the type of vacancy & number of vacancies available.

For skilled & professional workers it may be appropriate to use to find suitable candidates. The actual method or methods used will depend upon the type of vacancy & the number of vacancies.

Headhunters can be used when senior management positions become vacant. Head hunters will use their knowledge of employment market to find suitable candidates.

For semi skilled workers advertisements in local & nation newspaper may be appropriate. The job center can be used for clerical administrative & unskilled workers.

29

RECRITMENT PROCEDURE

30

RECRUITMENT PROCESS When there is any vacancy in any department or is going to arise the concerned department informs the HR Department.

If an internal transfer or selection can be done then the application is asked from employees who are interested in career shifts can be selected to the vacant place. The vacancies are internally advertised on the notice board.

Internal Sources: Internal sources consist of employee referrals which enable quick availability of CVs to the HR department earning better posts through referrals benefits the employees & getting quickly eligible candidates & high moral of the employees benefit the company. But these internal references are limited to filling up vacancies at the lower level.

The following guidelines ar issued to streamline the internal recruitment procedure.

- An employee must have at least worked for 5 years in te position where he is working to become eligible for internal Recruitment.

- Employees in the contractual obligation should also be permitted to apply against internal advertisement but it depends on his qualification & efficiency work.

31

External Sources: External Recruitment is conducted when there is no internal force to fill up the vacancy & the company is looking out for new candidates. The external sources are used for recruiting permanent employees or who are higher up in positions.

External Sources Used are: 1) Placement Agencies or consultants:The vacancy is communicated to the placement agency along with the job description & other specification. The CVs are sent in to the company where the HR Manager Mrs. Anjali Badam & the concerned department head specify according to their recrument.

2) Advertising :Advertisements are given by- newspaper likes The Times Of India, Indian Express etc about the vacancy along with minimum qualification requirement. Advertisement is used when qualified or experienced personnel are not available form other sources 3) Central Employment Exchange:The HR Manager contacts the employment exchanges & gets the suitable candidate for the required job.

32

RECRUITMENT & SELECTION POLICY OF OTHERS Objective: To attract select best suitable talent in the industry & to provide a frame work for all the hiring decisions of the company.

Scope: It covers the hiring policy & procedures for all levels.

Causes:1) Policy should be in conformity with its general personnel policies & should be flexible.

2) The company shall always keep its business objective & the competency requirements as the prime criteria while selecting a candidate there is no discrimination on the bases of cost, language, domicile & sex while selecting a candidate.

3) For each position there shall be job description & specification & the company shall hire candidates only with specified qualification & experience. Any kind of relaxation shall be recorded as policy deviation with proper justification & authorized from concerned authorities.

4)

The company refers to hire candidates with sufficient relevant experiences , however in exceptional cases a fresher can be hired with proper justification.

5) The company uses multiple sources to search candidates such as newspaper advertisements , Recruitment constancies & employee referrals etc.

33

6) The HR Manager/ Department shall assess the credibility of each & every recruitment agency with whose the company may associate for its human resources sourcing association starts only after a contract is signed on agreeable terms & conditions.

7) The HR department shall ensure that all the candidates those who come for the interview are attended properly & promptly.

8) Every selected candidates goes through an induction program.

34

SELECTION- THE ULTIMATE OBJECTIVE The process of making hire or no hire decision regarding each applicant for a job. The process typically involves determination of the requirement for effective work performance are typically based on job analysis depending on applicants scores on various test or impressions they have made in interviews.

To retain & maximize the human resources whom were so carefully selected, organization must pay careful attention to socialize them.

Socialization involves orienting new employees to the organization & to the unit in which they will be working. It is important that the new employees become familiar with the company policies, procedures & performance expectation. Socialization can make a difference between a new workers feeling like an outsides & a feeling like a member of the team.

According to Dale Vader, selection is the process in which the candidates for employment are divided into two classes those who are to be offered employment & those who are not. The process of selection begins with the undertaking & the definition of job to be performed by those involved in selection. These are convicted into job specializations that are made public by using media. Job opportunities should be publicized in such a way the enable the organization to draw upon prospective candidates from a wider cross section of the society. Planned selection through techniques that are the objectives, reliable & valid ensures better choice of employees.

The process of selection begins with manpower/human resource planning that involves a through auditing of the existing manpower & planning in advance how to more form the present to the future interns of human resources.

35

The process continues in three stages, & each stage is as important as the previous one it starts with recruitment followed by screening & finally ends with selection. Recruitment is concerned with the discovery of potential to locate the sources of manpower & attract them insufficient numbers so as to facilitate better selection with a wider choice to meet the job requirements & job specifications.

Selection is choosing a few from those who have applied. The process consists of many stages in which every information decides if the candidate will go to the next stages or fall out. It is the choice making process in which those meeting the minimum requirement keep going to the next stage & those falling go out of the race.

After a candidate is found to be most suited, he is offered placement in the organization at a price scientifically arrived at by the process of job evaluation. The terms & conditions of employment are explained to him & finally he is inducted to the new work environment.

36

SELECTION PROCEDURE The various steps in the selection of the desirable person in the employment procedure starts only after the applications from the prospective employees are receive by the concern .These applications are scrutinized considering the standard set out by the organization ,. The application are screened out at each step and those who are found borne job are selected finally .The following are the necessary steps generally involved in the selection process ;1) Preliminary interview 2) Application blank 3) Employment Test 4) Employment interview 5)Reference check 6)Medical examination 7)Final selection STEPS IN SELECTION PROCEDURE:1. Prelimnary interview: It is the first step after receipt & scrutiny of the applications forms in the Selection process .The purpose of this type of interview is to eliminate ,’ The unqualified or unsuitable candidates .It should be quite brief just to have an idea of general education ,experience ,training,appreance,personality etc. of the candidate & to obtain his salary requirements.If the application appears to have some chance of being selected ,he is given the application blank to fill.

37

2)Application Blank: A blank application or application blank is the next important weeding out device in the selection procedure .The successful candidates in prelimnary interview supplied with the application blank to get a written record of the following information .

Identify information such as family background date & place of birth ,age, sex, height ,citizenship,marital status etc.

Information recording education .It include information about his academic career ,subject taken at various levels ,school certificate & degree level,grade, division or place awarded in school & college,technical qualification etc.

Expected salary,allowance & other fringe benefits 3.Employment test Psychological& other test are becoming increasingly popular even in India as a part of the selection process.However their utility is controversial .The personnel department can guide & help in the selection of type of tests appropriate for a particular position .

4.Employment Interview: Perhaps this is the most complex & difficult part of the selection process.

The purpose of interview is to determine the suitability of the applicant for the applicant for the job & job for the applicant. Interview must be Conducted in a friendly atmosphere & the candidate must be asked the Basis of job specification. Unwanted questions should be avoided.

38

4. Reference Check: Employers generally provide a column in the application blank for Reference. If the applicant crosses all the above hurdles an investigation May be made on the reference supplied by the applicants regarding his Past employment, education, character, personal reputation etc. Reference may be called upon on telephones or may be contracted

Through mail or

personal visit. Additional information can also be Recorded by asking the questions from references.

5. Medical Examination: In almost all the companies even in India medical examination is a part of The selection process for all suitable applicants. It is conducted of the final decision has been made to select the candidate. This is very important because a person of poor health may generally be absent from work & the training given to him may go waste. A person suffering from any disease nay spread it amongst others & all this effects the working of the concern.

6. Final Selection: If a candidate successfully overcomes all the obstacles or tests given above he would be declared selected. An appointment letter will be given to him mentioning the terms of appointment, pay scales, post on which Selected, when be joins the organization etc. It Is the primary duty of the HR manager to introduce him to the company & his job.

In the selection of the candidate whatever may be the procedure the personnel department plays an important role. It should be kept in the mind that the decision to recruit the personnel is not taken by the personnel Department. It however assist the top executives in selecting the candidate by devising the application from preparing the job description & setting the job specification.

39

SELECTION PROCESS AT DAWNAY DAY AV PVT. LTD. • Scrutiny of CVs by HR Department • Scrutiny of CVs by concerned departmental head • Interview call letter send to applicants • Personal interview • Reference check • Selection • Induction •

Scrutiny of CVs by the HR Department:

The CVs received are scrutinized by the HR Department according to the Qualifications & requirement. The CVs are sorted accordingly.

•

Scrutiny of CVS by concerned Department Head:

The concerned departmental head goes through the CVs sorted by the HR Department taking into consideration for which post the candidate has applied for.

•

Interview call letter send to Application:

After the CVs are scrutinized, the call letter is send to the candidates to come for the interview, & the HR head & the concerned persons to conduct the interview are informed.

40

• Personal Interview: The interviews are often best carried out by panel consisting of a specialist, HR Manager, a manager from the department concerned & an indepent member, this would allow an all round picture of the candidate be arrived at.

After the personal interview the candidates undergo through various test which are conducted by the personnel department.

• Reference Check: For the recruitment of persons in higher positions the reference check of that Person is done with the previous employer or company the person was working with to know his reliability, character etc.

• Selection: After the interview & other steps if the candidate is found fit for the particular job & is the right person for the job, then the candidates are short listed.

• Appointment Letter: A formal letter of appointment is sent to the candidate who is selected he is offered the job. It contains date of joining, terms of job etc.

• Finalization of terms of service: 1. Fixation of salary is done by the HR Department in consultation with The head of the department concerned. This is normally done as per the Salary structure already available in the company.

41

2. Before a person joins prior approval of concerned head is invariably obtained.

3. After the approval of the authority is taken, candidates are given offer letter as per procedure.

3. Offer letters are signed by

42

.

SCREENING OF THE EMPLOYEE

43

SCREENING In over all process of selection, screening comes once the recruitment is over. Screening is a process of reducing the number of applicants to few who have a better chance of getting selected than those screened out. This is Also called the process of short listing. Screening is generally done by the HR department on the basis of: a) eligibility b) suitability job specification must be referred to while screening candidates on the basis of these two criteria. Methods used in screening. a) Preliminary application b) Screening Interview While screening dose help reduce large numbers to manageable proportions, It also has a risk of losing those who could have performed well in the Subsequent selection. With more dear understanding of job description, the risk could be reduced.

44

♦

PLACEMENT ♦

Once an after of employment has been made & it is accepted, the final stage In procurement function & is concluded it maybe defined as the determination of the job to which an accepted candidate is not be assigned And his assignment to that job.

45

Joining Formalities: On the day of joining, all the necessary documents are verified against the application blank filled by the candidates earlier. Documents verified are: • Education Qualification & certificates.

• Experience Certificates • Clearance or no objection certificate from the previous employer • Resume • Acknowledged copy of offer letter.

On joining the organization the candidate has to sign the joining report: • Fill the CV in the company format • Fill the induction feedback form • Fill the PF form • Fill the investment declaration form A perfect placement can lead to low labour turnover, higher productivity, high morale, low rate of absenteeism & excellent work culture.

46

CHAPTER- 4

COMPANY PROFILE

47

INTRODUCTION Dawnay Day AV is an innovative financial services provider and advisory firm, formed through a joint venture between Dawnay, Day International and Alok Vajpeyi.

With an unrelenting focus on our twin values of Integrity and “Client First" Policy, Dawnay Day AV provides advisory services to individuals and institutional clients in India and abroad.

Dawnay, Day International is co-owned by Guy Naggar and Peter Klimt, each of whom has more than three decades of experience in creating value for clients in international financial markets. Alok Vajpeyi has more than twenty years of experience building financial services businesses around the globe.

Our mission is to forge strong, sustained relationships with our clients by creating value for them. We do this by gaining a thorough insight into a client’s financial needs and objectives. Attuned to the fact that no two clients are the same, our approach to investing underscores the need for personalized solutions in today’s financial markets.

In providing services to our clients, we take the fiduciary trust they place in us very seriously. By strictly adhering to our core values, we ensure that our processes, risk management systems, and staffing are concentrated solely on preserving and increasing our clients’ hard earned capital within a transparent and controlled investment process.

48

GROUP COMPANIES Dawnay, Day was originally established as an issuing house in 1928 in London, England. Dawnay, Day was acquired by its current owners, Guy Naggar and Peter Klimt in the early 1980’s. Currently, The Dawnay, Day Group conducts business in three broad spheres of operation - Property Investments, Principal Investments and Financial Services. The Firm has gross assets in excess $4 billion and a net worth that is greater than $1.5 billion.

The Firm’s jointly owned Financial Services companies include corporate and structured finance companies, asset management companies, securities brokerage companies, and property-related advisory services.

Working through our subsidiary companies and affiliates, we deliver highquality, specialized investment and advisory services to individuals and institutional clients in Europe, Middle East, and India.

SERVICES

Dawnay Day AV Securities Private Limited is a full-service financial services provider and advisory firm. By establishing deep relationships with clients and taking time to understand their individual needs, we have quickly created an impact across several businesses.

We intend to offer our clients access to a range of traditional and alternative investment opportunities - relying on a mix of local and global capabilities including direct equity through online trading portal, private equity, real estate, insurance, and corporate finance. In concert with our parent company, Dawnay, Day International, we are able to provide services in an advisory capacity to Non Resident investors and Foreign Institutional Investors.

You have the right to pursue financial independence your way. Dawnay Day AV Securities is committed to help you do just that. We deliver State-of-the49

art Tools, excellent Customer Care, Affordable Pricing and Innovative Technology so you can follow your own path. Need based solutions, that's what our Product Bouquet is all about.

Equity : At Dawnay Day AV, you can place online trades for virtually any stock listed on NSE & BSE. Dawnay Day AV offers plenty of powerful ways to place stock orders along with the trading tools and services that help you move quickly and conveniently. Ways to trade stock 1.)Delivery based Trading: Place delivery based orders for all stocks listed on NSE & BSE 2.)Intra-day Trading: Execute Margin Orders for select group of stocks listed on NSE (EQ) & BSE (A, B1 & B2) 3.)SSRS: Sell "Settlement Receivable shares".

Derivative : With a Derivative-approved Dawnay Day AV account, you can pursue a wide range of Futures & Options trading strategies with speed and ease. We deliver the support, information and structure that quickly lets you spot potential opportunities and act on them fast Customer Service & Other Value Added Services : In our continuous endeavor to offer best of the class services to our esteemed customer, we are glad to provide Depository and Trading Account details on Net at www.dawnaydayavsecurities.com with host of features as well.

Distinct Features of Depository on Net : Client Master Details : You can view your CDSL demat account details such as account activation date, Status and Type of Account, Joint Holder details, PAN , Bank details, Nominee, POA, all at one go.

Transaction Statement : A summary of all your demat transactions for a specific period is available under this option.

Holding Statement : You can view your demat holdings in your demat account as on the last working day.

Holding Valuation Statement : Latest market valuation of your demat holdings is available under this option.

Distinct Features of Equity Back-office on Net : Sauda Details : You can view your day-to-day transaction details such as Order No, Trade No, Quantity, Market Rate, Amount etc. To view the same, you need to provide the transaction date. Alternatively, you can also view 50

your transactions by giving a date range in the Global Report - I Menu Sauda (Cash) option.

Delivery Details : You can view the details of delivery / receipt of shares transacted by you.

Bill Summary and Financial Statement : You can also view your Bill Summary as well as Financial Statements.

Moreover, a host of Global Reports and MIS reports tailored to suit your trading needs.

Electronic Contract Note (ECN) : We are providing the facility of Electronic Contract Note to our clients on their registered Email Id. The same can also be accessed on this website under Services menu.

We once again reiterate our commitment for providing state-of-the-art technology and services to our customers so as to add ease and convenience in their day-to-day trading.

Demat Services : Dawnay Day AV Securities Private Limited is a participant in Central Depository Services Limited (CDSL), through its Depository operations.

The company believes in efficient and cost-effective service support to its brokerage business. You will find our service charges very competitive offering the best value for your money.

COMPANY INFORMATION Dawnay Day AV, in association with Asian CERC, provides you with a veritable goldmine of information on over 5000 companies. Included here are Profit and Loss accounts, balance sheets for the last five years, quarterly results and news items.

51

Top Gainers - Stock Futures

This page indicates top gainers in derivatives market in terms of change in current price over the previous days’ price. Page can be viewed for ‘All’ Contracts and it can also be viewed individually for different contracts.

Index Futures

Index Options

Stock Futures

As on 26/09/2008 4:15PM Previous Volume Close(Rs.) 528.05 5

GREAT OFFSHO

27/11/2008

Current Price(Rs.) 550.00

TATA COMMUNI

29/10/2008

466.65

3.63

450.30

2635

TATA COMMUNI

27/11/2008

469.40

3.45

453.75

12

COLGATEPALMO

29/10/2008

407.60

1.81

400.35

32

BALAJITELEFI

29/10/2008

147.00

1.34

145.05

38

TULIP IT

29/10/2008

908.50

1.27

897.15

8

INDUSINDBANK

29/10/2008

57.40

1.15

56.75

388

ITC LTD

29/10/2008

191.85

1.05

189.85

4086

ITC LTD

27/11/2008

191.75

1.03

189.80

40

DABUR INDIA

29/10/2008

89.20

1.02

88.30

58

JINDAL STAIN

29/10/2008

114.55

0.93

113.50

144

MRPL

27/11/2008

54.75

0.83

54.30

44

YES BANK

27/11/2008

131.00

0.77

130.00

1

HIND LEVER

29/10/2008

252.75

0.66

251.10

3612

UTV SOFTWARE

29/10/2008

752.60

0.54

748.55

29

MINDTREE CON

29/10/2008

320.00

0.53

318.30

5

SYNDICATEBAN

29/10/2008

66.95

0.37

66.70

526

AUROBNDOPHRM

29/10/2008

288.55

0.26

287.80

74

AMTEK AUTO

25/12/2008

170.00

0.00

0.00

1

BANKOFINDIA

25/12/2008

285.00

0.00

0.00

1

Company Name

Expiry Date

Change (% age) 4.16

Stock Options

52

CHAPTER NO – 5

ANALYSIS & FINDINGS

53

♦ PROJECT ANALYSIS ♦

• -DATA ANALYSIS • -FINDINGS & SUGGESTIONS • -PROBLEMS & LIMITATIONS

54

DATA ANALYSIS

Data Analysis was carried out in Dawnay Day AV Pvt. Ltd. for the subject of “Recruitment and Selection Procedure” for the candidates of trainee in the company.

The data given below is in regard with TRAINEE ONLY. The analysis consists of two sections; 1] Questions asked to the present employee of the company II] Questions asked to the present employer of the company

55

SECTION-I  QUESTIONS ASKED TO THE PRESENT EMPLOYEE OF THE COMPANY Q1. What type of interview did you undergo?

Respondents

Total

STRUCTURED (S)

01

100

UNSTRUCTURED (U)

99

100

PANEL (P)

25

100

HR MANAGER (HR)

100

100

56

120

100

80

Series1 Series2

60

40

20

0 STRUCTURED (S)

UNSTRUCTURED (U)

PANEL (P)

HR MANAGER (HR)

57

OBSERVATION: A structured recruitment is carried out in company which is a very good Review from all points.

Panel decisions are put forward in case of any confusion.

FINDINGS: The procedure of interview was carried out in a very structured Manner and if any confusion arises the panel use to come together and Take the proper decision.

SUGGESTIONS: The decisions taken through panel is a very good policy adopted by The company and it should be followed through out without biasness.

58

Q2. Are you satisfied by the pay package offered?

Respondents

Percentage

Yes

49

65

No

26

35

Total

75

100

Total

Series2

No

Series1

Yes

0

20

40

60

80

100

120

59

OBSERVATION Most of the employees are satisfied with the pay package offered at the company 2/3rd or 66% of the employees are satisfied while the rest 34% are not because there was few terms mentioned in the bond before joining. company must look forward with the terms and conditions and try to change it if possible.

FINDINGS: More than 50% of the candidates were satisfied by the pay package, might be the rest were expecting to be offered more.

SUGGESTIONS: The company package is quite god enough as per the training purpose, but as we can say some people never get satisfied so cant help it.

60

Q3. Are you willing to move UK if you get the opportunity?

Respondents

Percentage

Yes

64

85

No

11

15

Total

75

100

Yes 85% Yes

1 2

No 15%

61

OBSERVATION: Result is that a few of 15% are not willing to leave their home land where as 85% employees are willing to as they say thy may get a big opportunity in their career and will be able o build a bright future.

Company should take care that the rest 15% who are nt willing to move to us must not be forced to go and some other options must be kept available for them to develop their great future.

FINDINGS: Maximum no. Of candidates were wiling to move to us as they found career opportunity in that, while rest were show unwilling for the same.

SUGGESTIONS: The offer given by the company of migrating to us in good in concern to the further career opportunities of the candidates, but the one who in not willing to go must be given some other options to enlighten their career Opportunity.

62

Q4. Is the job analysis (job description and job specification) done before recruitment?

Respondents

Percentage

Yes

65

87

No

10

13

Total

75

100

1 2

63

OBSERVATION: 87 % of the employees says that job analysis is done which have mostly seemed to be come through external sources of recruitment where is rest was found to be through internal sources.

This type of policy should be avoided in the company the rules must be to all the employees in the company.

FINDINGS: Biasness were seen in the company towards the employees came by referrals or internal sources.

SUGGESTIONS: Biasness must be avoidable at the point of 100% by the company.

64

Q5. Do you think this job opportunity will prove beneficial from future point of view ?

Respondents

Percentage

Yes

64

85

No

11

15

Total

75

100

100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0%

No Yes

1

2

65

OBSERVATION: Some of the employees might have been left out due to some reasons.

FINDINGS: Maximum no.of candidates were found to be happy with the policy of us migration after few years.

SUGGESTIONS: Very few candidates did not find any opportunity in their career through his job might be due to their different plans in futuer. company must follow the ideas and grab it if any for the betterment of the company as well the individual.

66

Q6. Does all the candidates judged truly and fairly?

Respondents

Percentage

Yes

69

92

No

6

8

Total

75

100

100 90 80 70 60 50 40

Yes No

30 20 10 0

67

OBSERVATION: As seen above 90% of the candidates were satisfied by the interview procedure and claimed that there were no biased decision taken by the interviewer.

As there is always change in the views of every person it is possible to get different views from different person. although company must show consciousness in the procedure if any biased ness occurred in their policies or procedures.

FINDINGS: Biased decisions were observed at few points in the company.

SUGGESTIONS: Biasness must be fully avoided for the purpose of goodwill of the company, for the proper decision making is necessary in the panel.

68

Q7. How did you come to know about the vacancy?

Respondents

Percentage

ADVERTISEMENTS (AD)

60

88

EMPLOYMENT EXCHANGE (EE)

2

2

INTERNALLY (INT)

5

4

ANY OTHER (AO)

8

6

90 80 70 60 50 40 30 20 10 0

Series1 Series2

INTERNALLY (INT)

ADVERTISEM ENTS (AD)

S2 S1

69

OBSERVATION: 80% of candidates come to know about the job through news papers, so we can say that advertisements were more preferred in the company.

FINDINGS: Advertisements were given more emphasized for the attraction of candidates for he required job.

SUGGESTIONS: The modes of advertisement should be increased for the purpose of attracting quality candidates for the required job.

70

Q8. Is your recruitment procedure centralized or decentralized ?

Respondents

Percentage

CENTRALISED

75

100

DECENTRALISED

00

00

Total

75

100

100 80 60 40 20 S2

0

Series2

Total

DECENTRALIS ED

CENTRALISED

S1

Series1

71

OBSERVATION: There is 100% centralized interview technique followed in the company.

Decentralized procedure for interview must be adopted so that There may convenience to the candidates to get approach towards the Company.

FINDINGS: The recruitment and selection procedure was totally centralized according to the company’s policy.

SUGGESTIONS: Various centers must be made available for the purpose of interview to avoid inconvenience of the candidates.

72

Q9. What were the weight age given to the sources by the company ?

SOURCES

Respondents

Percentage

INTERNAL

15

80

EXTERNAL

60

20

Total

75

100

120 100 80 Respondents

60

Percentage

40 20 0 INTERNAL

EXTERNAL

Total

73

OBSERVATION: External sources were mostly preferred by the company for recruitment procedure which was found to be one of most positive attitude of the procedure.

FINDINGS: External sources were mostly preferred by the company for Recruitment procedure which was found to be one of most positive attitude of the Procedure.

SUGGESTIONAS: No suggestion required.

74

Q10. Are the rejected candidates informed?

Respondents

Percentage

Yes

00

00

No

75

100

Total

75

100

100 90 80 70 60

Yes

50

No

40 30 20 10 0

1

2

75

OBSERVATION: From the above fact it is seen that company don’t have the policy of informing the rejected candidates as this must be avoided because it may reduce the personal inconvenience if any among the candidates applying for the job.

FINDINGS: The rejected candidates were not informed about it, the reasons was Unknown.

SUGGESTIONS: The policy of informing the rejected candidates must be adopted so that the candidates do get the feedback from the company and may proceed through other work.

76

Q11. What are the external sources of recruitment most preferred by the candidates?

Respondents

Percentage

INTERNAL (INT)

60

88

EMPLOYMENT EXCHANGE (EE)

02

2

NEWSPAPERS (NP)

05

4

EMPLOYEE REFERALS (ER)

08

6

CAMPUS RECRUITMENT (CR)

00

0

TOTAL

75

100

100 90 80 70 60 50

Respondents

40 30

Percentage

20 10 0 INTERNAL (INT)

NEWSPAPERS (NP)

CAMPUS RECRUITMENT (CR)

77

OBSERVATION: Here we see that campus interviews are not done by the company which is The most sourceful technique to achieve the objective of hiring the most Qualified and skilled candidates as per the job recruitment.

So company must adopt the technique of campus recruitment Which can prove beneficial from company’s point of view.

FINDINGS: Campus recruitment policy were not followed by the company.

SUGGESTIONS: Company must adopt the policy of campus recruitment for the acquaintance of quality profiles.

78

SECTION – II  OUESTIONS ASKED TO THE PRESENT EMPLOYER OF THE COMPANY

Q1. What are post recruitment policies followed by the company?

Response REFRENCE CHECK



MEDICAL TESTS



SALARY HIKE

-

BACKGROUND HISTORY



OBSERVATION: Salary hike was not given any importance for the trinee candidates.

79

FINDINGS: The candidates were departed from the procedure of salary like in the period of training

SUGGESTIONS: Post recruitment policy of the company is quite good and to look at the point of salary hike it is quite difficult as the trainees are offered a fixed package but still according o the performance of the candidate something’s can be done such as gifts, incentives etc.

80

Q2. Is the salary negotiation possible?

MANAGEMENT LEVEL

YES

MANAGEMENT TRAINEE



LOWER MANAGEMENT



MIDDLE MANAGEMENT



SENIOR MANAGEMENT

NO



OBSERVATION: There were no negation policies found among trainees and it true to all trainee as they are offered fixed salary package along with all benefits.

FINDINGS: There were no negotiation possible in the salary offered to the training candidates by the company.

SUGGESTIONS: The point of salary negotiation is negligible to be taken care of as per the point of view of the trainees.

81

Q3. Do you have compensation review policy?

MANAGEMENT LEVEL

YES

MANAGEMENT TRAINEE LOWER MANAGEMENT MIDDLE MANAGEMENT SENIOR MANAGEMENT

NO 

  

OBSERVATION: Compensation policy must be offered to the trainees.

FINDINGS: Few compensation policies were offered to the candidates while departed from major of the things.

SUGGESTIONS: Compensation policies must be reviewed to the trainees.

82

Q4. How often is one to one conversation done in the company?

MANAGEMENT LEVEL

MOST OFTEN

MANAGEMENT TRAINEE

SENIOR MANAGEMENT

NEVER



LOWER MANAGEMENT MIDDLE MANAGEMENT

SOMETIMES



  

OBSERVATION: The performance must be checked at all levels of employment.

FINDINGS: One to one conversation were rarely done in the prospect of trainee candidates which was found to be very depreciating process in the company.

SUGGESTIONS: One to one conversation must be often performed as it an help to keep a check on the trainees and may also give them satisfaction of job by the two way process.

83

Q5. What are the components of compensation provided to trainee ?

COMPONENTS

HRA

RESPONSE YES NO 

LTA



PF



GRATUITY



LOANS



BONUS



CAR / PETOL



ACCOMODATION



CONYEYANCE ALLOWANCE MEDICAL ALOWANCE

 

OBSERVATION: There are many things which are not provided b the company to the candidates at least the facilities which are necessary to the day to day living must be provided.

FINDINGS: Candidates were not given all facilities as per their requirements.

SUGGESTIONS: Few points are avoidable but as per the trainees view the TA must be allotted to them and incentives must be provided wherever necessary.

84

Q6. What are the joining formalities to filled by the selected candidate?

COMPONENTS

CERTIFICATES

RESPONSE YES NO 

PROOF OF WORK EXPERIENCE



MEDICAL REPORT



PHOTO



REFRENCE LETTER



PAST SALARY SLIP RESIDENTIAL PROOF

 

PAN.NO.



BANK A/C NO.



OBSERVATION: The formalities to filed by the candidates were quite satisfying, but along with that the checking process of the candidates details were lagging behind.  Candidates work experience proof must be checked to get the idea of his/her sincererity towards the job.  As the candidates are offered fixed salary package no need to refer their past salary slips.

85

FINDINGS: Company was lagging behind to judge the candidates from all point of view.

SUGGESTIONS: Proper care must be taken to avoid any ill effects to the company, so proper verification process must be followed by the company.

86

Q7. Which parameters are preferred in the company during the selection of the candidate for the required job?

PARAMETERS

EXPERIENCE

RESPONSE YES NO 

THEORITICAL KNOWLEDGE



AGE CRITERIAL (22-25)



FOCUS ON YOUNG GENERATION



OBSERVATION: As we can see here experience candidates were given preference for the required job.

According to me this must not happen as it may cause disappointment to fresher as they don’t have any experience and fulfilled with theoretical knowledge.

Another thing is that fresher are adjustable to any kind of job so can be preferred for job rotation at any critical point.

FINDINGS: Theoretical knowledge of the candidate were not given any weight age in the process of selection.

SUGGESTIONS: Along with the practical knowledge weight age must also be given to theoretical knowledge as is nay help at the time at crises if any.

87

CHAPTER NO – 6 FINDINGS AND SUGGESTION

88

FINDINGS AND SUGGESTIONS FINDINGS: SECTION-I 1) The procedure of interview was carried out in a very structured manner and if any confusion arises the panel use to come together and take the proper decision.

2) A&B) Most of the candidates were willing to pay the bond money but few did showed disappointment in the policy, may be due to some personal problem.

3) 75% polling were against the policy of bond as they said that it formed a barrier in the selection process.

4) More than 50% of the candidates were satisfied by the pay package, might to be rest were expecting to be offered more.

5) Maximum no. of candidate were willing to move to us as they found career opportunity in that, while rest were how unwilling for the same.

6) Biasness were seen in the company towards the employees came by referrals or internal sources.

7) Maximum no. of candidates were found to be happy with the policy of us migration after few years.

8) Biased decisions were observed at few points in the company.

9) Advertisements were given more emphasized for the attraction of candidates for he required job.

89

10) The recruitment and selection procedure was totally centralized according to the company’s policy.

11) External sources were mostly preferred by the company for recruitment procedure which was found to be one of most positive attitude of the procedure.

12) The rejected candidates were not informed about it, the reason was unknown.

13) Campus recruitment policy were not followed by the company.

SECTION – II 1) The candidates were departed from the procedure of salary hike in the period of training.

2) There were no negotiation possible in the salary offered to the training candidates by the company.

3) Few compensation policies were offered to the candidates while departed from major of the things.

4) One to one conversation were rarely done in the prospect of trainee candidates which was found to be very depreciating process in the company.

5) Candidates were not given all facilities as per their requirements.

90

6) Company were lagging behind to judge the candidates from all point of view.

7) Company failed to provide further educational programme to the candidates.

8) Theoretical knowledge of the candidates were not given any weight age in the process of selection.

91

SUGGESTIONS SECTION – I 1)

The decisions taken through panel is a very good policy adopted by The company and it should be followed through out without biasness.

2.a&b)As most of the candidates are willing to pay the bond money, Some options must be provided by the company for the one who are Facing any problem to do the same.

3)

Company must give a chance to those students who and skilled and Are not able to fulfill the clause of bound due to any reasons or provide a way of concession of installment scheme.

4)

The company package is quite god enough as per the training purpose, But as we can say some people never get satisfied so cant help it.

5)

The offer given by the company of migrating to us in good in concern To the further career opportunities of the candidates, but the one who Is not willing to go must be given other options to enlighten their Career opportunity.

6)

Biasness must be avoidable at the point of 100% by the company.

7)

Very few candidates did not find any opportunity in their career Through his job might be due to their different plans in future Company must follow the ideas and grab it if any for the betterment Of the company as well the individual.

8)

Biasness must be fully avoided for the purpose of goodwill of the Company, for that proper decision making is necessary in the panel.

9)

The modes of advertisement should be increased for the purpose of Attracting quality candidates for the required job.

92

10)

External source were mostly preferred by the company for Recruitment procedure which was found to be one most positive Attitude of the procedure.

11)

The policy informing the rejected candidates must be adopted so That the candidates do get the feedback from the company and may Proceed through other work.

12)

Company must adopt the policy of campus recruitment for the Acquaintance of quality profiles.

SECTION – II 1)

Post recruitment policy of the company is quite good and to look at the point of salary hike it is quite difficult as the trainees are offered a fixed package but still according to the performance of the candidate something’s can view of the trainees.

2)

The point of salary negotiation is negligible to be taken care of as per the point of view of the trainees.

3)

Compensation policies must be reviewed to the trainees.

4)

One to one conversation must be often performed as it an help to keep a check on the trainees and may also give them satisfaction of job by the two way process.

5)

Few points are avoidable but as per the trainees view the TA must be allotted to them and incentives must be provided wherever necessary.

6)

Proper are must be taken to avoid any ill effects to the company, so proper verification process must be followed by the company.

93

7)

Care should be taken that the candidates are not kept devoid of their Education process if required any. Company should take a step Forward to provide good education facilities to the candidates.

8)

Along with the practical knowledge weight age must also be given to Theoretical knowledge as is may help at the time at crises if any.

94

CONCLUSION After the detailed study of the procedure of Recruitment & Selection & Induction carried out at Dawnay Day AV Pvt. Ltd., it can be concluded that the procedure is indeed NOT very effective.

A systematic procedure is followed by the company for recruitment & selection, but still more effective steps are required to be applied to select right person for right job. Due to this special recruitment & selection procedure employee can become more competitive in every field & rate of labour turnover may also get minimized.

At last I would like to conclude may report by saying that all possible care should be taken by Survik software limited to make their workforce efficient & competent to make it face the global competition. As per my observation it can be said that Dawnay Day AV Pvt. Ltd. policy regarding recruitment, selection & induction are efficient but lag behind in few areas in a way which must be improved so that they can recruit the right person with the required qualifications.

95

APPENDIX & BIBLIOGRAPHY

96

QUESTIONNAIRE

SECTION-1  QUESTIONS ASKED TO THE PRESENT EMPLOYEE OF THE COMPANY

Q1.What type of interview did you undergo? 

STRUCTURED



UNSTRUCTURED



PANEL



HRROUND

Q2. Are you satisfied by the packages offered?



YES



NO

Q3. Are you willing to move to US if you get the opportunity?



YES



NO

Q4. Is the job analysis (job description and job specification) done before recruitment?

97



YES



NO

Q5. Do you think this job opportunity will prove beneficial from future point of view? 

YES



NO

Q6. Does all the candidates judged truly and fairly ? 

YES



NO

Q 7. How did you come to know about the vacancy? 

YES



NO

Q8. Is your recruitment procedure centralized or decentralized? 

YES



NO

Q9. What were the weight age give to the sources by the company? 

YES



NO

Q10. Are the rejected candidates informed? 

YES



NO

Q11. What are the external sources of recruitment most preferred by the candidates?



YES



NO 98

SECTION – II  QUESTIONS ASKED TO THE PRESENT EMPLOYER OF THE COMPANY Q1. What are the post recruitment policies followed by the company?

Response REFRENCE CHECK MEDICAL TESTS SALARY HIKE BACKGROUND HISTORY

Q2. Is the salary negotiations possible?

MANAGEMENT LEVEL

YES

NO

MANAGEMENT TRAINEE LOWER MANAGEMENT MIDDLE MANAGEMENT SENIOR MANAGEMENT

99

Q.3 Do you have compensation review policy?

MANAGEMENT LEVEL

YES

NO

MANAGEMENT TRAINEE LOWER MANAGEMENT MIDDLE MANAGEMENT SENIOR MANAGEMENT

Q.4 How often one to one conversation dose in the company?

MANAGEMENT LEVEL

MOST OFTEN

SOMETIMES

NEVER

MANAGEMENT TRAINEE LOWER MANAGEMENT MIDDLE MANAGEMENT SENIOR MANAGEMENT

100

Q5. What are the components of compensation provided to trainee ?

COMPONENTS

RESPONSE YES NO

HRA LTA PF GRATUITY LOANS BONUS CAR/PETROL ACCOMODATION CONYEYANCE ALLOWANCE MEDICAL ALOWANCE

101

Q6.What are the joining formalities to filled by the selected candidate?

COMPONENTS

RESPONSE YES

NO

CERTIFICATES PROOF OF WORK EXPERIENCE MEDICAL REPORT PHOTO REFRENCE LETTER PAST SALARY SLIP RESIDENTIAL PROOF PAN. NO. BANK A/C NO.

Q7. Which parameter are preferred in the company during the selection of the candidate for the required job?

PARAMETER

RESPONSE YES

NO

EXPERIENCE THEROTICAL KNOWLEDGE AGE CRITERIA(22-25) FOCUS ON YOUNG GENERATION 102

BIBLIOGRAPHY BOOKS REFERRED: BOOK NAME

PUBLISHER

AUTHOR

Human Resource Management

Tata N C Graw-Hill published co. ltd.

Ashwathappa

Personnel Management

N C GrawHill publishing co.Ltd

Edwin Flippo

Personnel management

Everest publishing

Diwedi

103