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R ecruitment and selection at S omany ceramics, kadi

R ecruitment and selection at S omany ceramics, kadi. Prajapati Aniket m. Mba – II Ldrp institute of technology & research, Gandhinagar Enrollment :- 117320592054. contents. Introduction Company profile Recruitment Meaning process of recruitment Selection

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R ecruitment and selection at S omany ceramics, kadi

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  1. Recruitment and selection at Somany ceramics, kadi Prajapati Aniket m. Mba – II Ldrp institute of technology & research, Gandhinagar Enrollment :- 117320592054

  2. contents Introduction Company profile Recruitment Meaning process of recruitment Selection Meaning Process of selection Research methodology Data analysis & interpretation Findings & suggestion Utilities of the report Limitation of the report

  3. Introduction • The company is known by it’s people and employees. • Human resource is the combination of qualitative and quantitative assessment of human being. • It does not mean only people working in the organization ; but it’s aggregate of employees, employee, skills, abilities, knowledge, talents, aptitudes and creativities. • The success and failure of the organization depend on the extent to how much efficient, experienced, and capable employees are procedure and recruited.

  4. Company profile Somany ceramics produce ceramics tiles since, 1968 . Somany ceramics is the one of the most popular and famous organization in the matter of quality and service……. Name of the company:- SOAMNY CERAMICS LTD, KADI.. Year’s of establishment:- 20th , January, 1968 Company address:- SOMANY CERAMIC LIMITED 14, G.I.D.C. INDUSTRIAL ESTATE. DIS: MEHSANA, KADI-382715 GUJARAT Contact person: Mr. K.c shah Tel: 02764-242153\54 Fax; 263011 Email: marketing@ Somany ceramickadi.com

  5. Recruitment Meaning:- Recruitment is the process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner. Recruitment provides the pool of candidates which are potential. Purpose:- The one of the main purpose of recruitment is to provide a pool of potentially candidates. Determine the present & future requirement of the firm in conjunction with its personnel- planning & job analysis activities. Increase the pool of job candidates at minimum cost.

  6. Recruitment process In Somany ceramics mentioned below process has been conducted:- 1)Identifying vacancies 2)Application blank 3)Interview 4)Test 5)Selection

  7. Selection Meaning :- Selection is the process of differentiating between applicants in order to identify and hire those with a greater likelihood of success in a job.

  8. Process of selection Here, some important steps are has been taken in selection process, which are as mention as under:- 1)Inviting applicants 2)Reception of applicants 3)Preliminary interview 4) Interview 5)Investigation of referrals 6)Final approval 7)Placement & induction

  9. Research methodology SAMPLE: The sample includes HR managers, executive HR managers, non HR. Employees as well as supervisors. SAMPLING: Selective sampling method and random sampling methods were used to select the companies and respondents. SAMPLE SIZE: Sample size is 100 respondents.

  10. Data analysis & interpretation Q.1 which levels do you belong into the organization? A. Junior level B. Middle level C. Senior level Interpretation:- As per the above table the majority of the people who are belong to middle level employee i.e. 49%. And the minorities of the people who are belong to senior level employee i.e. 15%.The portion of the junior level is 36% which is the 2nd high portion of the respondents

  11. Q.2 What are the sources used for Recruitment by your company? Naukari.com Internal sources Walk in interview Reference Interpretation:- In the above diagramme, there are mentioned the four sources of recruitment are used by the company. The company mostly preferred the internal source for the recruitment.

  12. Q.3 What are the important things you link while, screening resume of the candidates? QUALIFICATION ATTITUDE EXPERIENCE COMMUNICATION SKILL PRESENTATION SKILL REFERENCE Interpretation:- Here, mentioned the important link which are screening from the candidates resume. The high portion is 31% of experience and lowest portion is 8% of personal skills and common skill.

  13. Q.4 Do you find E-Recruiting a suitable for Recruitment? A. Yes B. No Interpretation:- Here, 70% respondents are says yes in this organization e- recruiting is found, where 30% respondents are says no.

  14. Q.5 How many rounds of interviews are conducted before a candidate is given offer letter? A. One B. Two C. Three Interpretation:- Here, asked about the how many round of interview taken before given a offer letter. The high portion of respondents is two and 4o% . Other for 35% for three round, while 15% for the

  15. Q.6 Do you find bond is compulsory for junior level employee? A. Yes B. No INTERPRETATION:- As per the above chart which gives an idea about the no. of respondents who are agree with Bond. The majority of the respondents i.e. 73% who are not agree with bond is compulsory for The junior level and 27% respondents who are agree with same.

  16. Q. 7 The duration of probation period of a new trainee in your organization is of? A. 3 months B. 6 months C. 1 year INTERPRETATION:- As per the above chart the majority of the organization i.e.44% consists 1 year of probation Period of a new trainee. And the minority of the organization i.e. 22% consists 3 Months of Probation period

  17. Q. 08 What is the interval for Recruitment & Selection procedure to be repeated at your organization? A. Every six month B. As per the requirement Yearly basis INTERPRETATION:- As per the above chart the majority of the organization i.e. 48% consists of the interval For recruitment and selection procedure is to be repeated as per the requirement. And the minority of the organization i.e. 20% consists of the interval for recruitment and selection procedure is to be repeated as on yearly basis.

  18. Q.09 Which Factors are affecting the selection of source in the organization? • Image of the company • Details provided on internet • Union requirement • Attractiveness of the job Interpretation: As per the above chart we can shows that the majority of the people who are agree with the Attractiveness of the job which Factors are affecting the selection of source. i.e.38% and the Minorities of the people who are giving preference to the union requirement which Factors are Affecting the selection of source. i.e.5%

  19. Q.10 internal source of recruitment should be used for filling higher level vacant position rather than external source? A. Strongly agree B. Agree C. Neutral Disagree E. Strongly Disagree Interpretation: - As far as level is concern from the above chart we can interpret that from 100 people 19 % are strongly agree with 28 % are agree 35 % are neutral 12 % are disagree 6 % are strongly disagree.

  20. Q.11 Age factor play important role in the job? A. Strongly agree B. Agree C. Neutral Disagree E. Strongly Disagree Interpretation:- As far as level is concern from the above chart we can interpret that from 100 people 15 % are strongly agree with 38 % are agree 18 % are neutral 20 % are disagree 9 % are strongly disagree

  21. q.12 Is pays for performance more beneficial for the Organization? A. Strongly agree B. Agree C. Neutral D. Disagree E. Strongly Disagree Interpretation:- As far as level is concern from the above chart we can interpret that from 100 people 22 % are strongly agree with 36 % are agree 14 % are neutral 19 % are disagree 9 % are strongly disagree.

  22. Hypothisis

  23. FINDINGS & SUGGETIONS Findings:- In the matter of screening of resume experience, qualification, reference are the important link. During the selection process group discussion is more important factor. The other factors are skills, attitude and etc. Most respondents are agreeing in matter of the e- recruitment. Most respondents are agreeing with statement age factor play crucial part in the job. Pay on performance is beneficial for the organization.

  24. Suggestion:- Internal resources reduce the entry of new coming opportunity of fresh employee or new blood candidate in the organization. Skills and abilities are more important than experience in job performance. Age factor is important at all in the job. Pay for performance is given by the organization, so that organization can increase level of motivation and enthusiasm for the work. In the computer era, email method should be used more for recruitment and selection method in the organization As our questionnaire was objective, different person had different opinion on the same questions. So, it becomes difficult to analyses the data.

  25. Utilities of the report For researcher :-Researcher can get the information about the various present processes of recruitment & selection. Researcher also can give extension and corrections from the data. For student: Student can easily get the secondary data, which is helpful for the making report for the same topic. Student can think innovative idea and doing something new with the help of making change and after reading thoroughly. For company: With the help of this project report company can get more benefit such as:- Helpful for providing the training for new recruiter. Company can easy to give an idea about the report and facts.

  26. LIMITATION OF THE REPORT Short time period: The time period for carrying out the research was short as a result of which many facts have been left unexplored. Lack of resources: Lack of time and other resources as it was not possible to conduct survey at large level. Small no. of respondents: Only 100 employees have been chosen which is small number, to represent whole of the population. Unwillingness of respondents: While collection of the data many consumers were unwilling to fill the questionnaire. Respondents were having a feeling of wastage of time for them.

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