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					               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    report   on   the   topic    of   “TRAINING     AND
DEVELOPMENT”           in   RELIANCE        COMMUNICATION         Has   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& Co-
ordinator 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 high-
quality, 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-the-
                                                                            49
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              Stock Options
                                                                                           As on 26/09/2008 4:15PM
                                                 Current           Change           Previous
 Company Name               Expiry Date                                                                 Volume
                                                Price(Rs.)         (% age)         Close(Rs.)
GREAT OFFSHO                 27/11/2008               550.00            4.16             528.05                      5
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




                                                                                                                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




 120




 100




  80




                                                                              Series1
  60
                                                                              Series2




  40




  20




  0
        STRUCTURED (S)    UNSTRUCTURED (U)     PANEL (P)    HR MANAGER (HR)



                                                                                   56
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.




                                                                          57
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




                                                                          58
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.




                                                                            59
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%




                                                                     60
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.




                                                                               61
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




                                                                              62
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.




                                                                          63
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%                                                                No
       50%                                                                Yes
       40%
       30%
       20%
       10%
        0%
                      1                       2




                                                                               64
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.




                                                                           65
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
                                                        Yes
   50
                                                        No
   40
   30
   20
   10
     0




                                                                    66
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.




                                                                               67
Q7. How did you come to know about the vacancy?


                                               Respondents    Percentage

  ADVERTISEMENTS (AD)                              60            88
EMPLOYMENT EXCHANGE
                                                    2             2
        (EE)
    INTERNALLY (INT)                                5             4

      ANY OTHER (AO)                                8             6




                   90
                   80
                   70
                   60
                   50
                   40
                   30
                    20
                    10                                                Series1
                     0                                   S2           Series2
                         ADVERTISEM




                                                        S1
                          ENTS (AD)




                                      INTERNALLY
                                          (INT)




                                                                       68
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.




                                                                        69
Q8. Is your recruitment procedure centralized or decentralized ?




                                                       Respondents         Percentage

        CENTRALISED                                             75            100

      DECENTRALISED                                             00            00

              Total                                             75            100




                  100

                      80
                      60
                      40
                      20                                                            Series1
                                                                      S2
                       0                                                            Series2
                                                                     S1
                           CENTRALISED


                                         DECENTRALIS




                                                        Total
                                             ED




                                                                                      70
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.




                                                                            71
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




                                                                           72
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.




                                                                         73
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




                                                               74
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.




                                                                            75
Q11. What are the external sources of recruitment most preferred by the
candidates?


                                         Respondents           Percentage

        INTERNAL (INT)                        60                    88
 EMPLOYMENT EXCHANGE
                                              02                    2
         (EE)
       NEWSPAPERS (NP)                        05                    4

 EMPLOYEE REFERALS (ER)                       08                    6

CAMPUS RECRUITMENT (CR)                       00                    0

              TOTAL                           75                   100




       100
        90
        80
        70
        60
        50
        40                                                      Respondents
        30                                                      Percentage
        20
        10
         0
        INTERNAL (INT)   NEWSPAPERS     CAMPUS
                            (NP)      RECRUITMENT
                                          (CR)




                                                                             76
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.




                                                                           77
                             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.




                                                                      78
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.




                                                                             79
Q2. Is the salary negotiation possible?


    MANAGEMENT
       LEVEL                          YES                   NO

     MANAGEMENT
       TRAINEE                                               

 LOWER
   MANAGEMENT                          

 MIDDLE
   MANAGEMENT                          

 SENIOR
   MANAGEMENT                                                



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.




                                                                             80
Q3. Do you have compensation review policy?

     MANAGEMENT
        LEVEL                           YES                NO

 MANAGEMENT TRAINEE
                                                            

 LOWER MANAGEMENT
                                         

 MIDDLE MANAGEMENT
                                         

 SENIOR MANAGEMENT
                                         




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.



                                                                         81
Q4. How often is one to one conversation done in the company?

    MANAGEMENT
                                 MOST            SOME-
       LEVEL                                                    NEVER
                                 OFTEN           TIMES
MANAGEMENT TRAINEE                                                  
                                                    

 LOWER MANAGEMENT
                                                    

 MIDDLE MANAGEMENT
                                     

 SENIOR MANAGEMENT
                                     




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.




                                                                            82
Q5. What are the components of compensation provided to trainee ?




COMPONENTS                                       RESPONSE
                                               YES        NO

HRA                                             
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.
                                                                            83
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.                                                         



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.




                                                                              84
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.




                                                                            85
Q7. Which parameters are preferred in the company during the selection of
the candidate for the required job?


PARAMETERS                                       RESPONSE
                                               YES        NO

EXPERIENCE                                       
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.




                                                                                86
    CHAPTER NO – 6


FINDINGS AND SUGGESTION




                          87
               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.




                                                                             88
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.




                                                                              89
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.




                                                                        90
                         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.




                                                                           91
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.




                                                                                92
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.




                                                                             93
                               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.




                                                                            94
  APPENDIX
     &
BIBLIOGRAPHY




               95
                    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?


                                                                       96
             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


                                                                      97
                          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
                                     YES                  NO
   LEVEL
MANAGEMENT
  TRAINEE
LOWER
  MANAGEMENT
MIDDLE
 MANAGEMENT
SENIOR
  MANAGEMENT




                                                                    98
   Q.3 Do you have compensation review policy?

    MANAGEMENT
                                      YES                  NO
       LEVEL
MANAGEMENT TRAINEE


LOWER MANAGEMENT


MIDDLE MANAGEMENT


SENIOR MANAGEMENT




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

  MANAGEMENT                 MOST           SOME-
                                                          NEVER
     LEVEL                   OFTEN          TIMES
MANAGEMENT TRAINEE


LOWER MANAGEMENT


MIDDLE MANAGEMENT


SENIOR MANAGEMENT




                                                                99
      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




                                                                      100
    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


                                                                     101
     BIBLIOGRAPHY

     BOOKS REFERRED:

  BOOK NAME              PUBLISHER              AUTHOR

  Human Resource       Tata N C Graw-Hill
                                                Ashwathappa
   Management           published co. ltd.



                             N C Graw-
Personnel Management                            Edwin Flippo
                       Hill publishing co.Ltd



Personnel management    Everest publishing        Diwedi




                                                               102

				
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