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					                            A
                  PROJECT REPORT

                          ON

           RECRUITMENT AND SELECTION

           A COMPREHENSIVE STUDY FOR

    VIPUL FACILITY MANAGEMENT PVT. LTD. LTD.

SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENT FOR

               THE AWARD OF DEGREE

                          OF

 BACHELORS DEGREE OF BUSINESS ADMINISTRATION (BBA)

                          TO

         MAHARISHI DAYANAND UNIVERSITY




                                          SUBMITTED BY:

                                    GARIMA KHARBANDA
                                           BBA (4TH SEM)




KAMRAHA INSTITUTE OF INFORMATION TECHNOLOGY
                  SESSION ( 2005-2008)
                          DECLARATION



I, Garima Kharbanda , Class BBA (5th Sem), student of the Kamraha
        Institute    of   Information      Technology,    Maruti     Kunj
        Gurgaon,      hereby     declare   that   the   project   entitled,
        “Recruitment and selection- A comprehensive study for
        Vipul Facility Management Pvt. Ltd.”, is an original work
        and the same has not been submitted to any other institute
        for the award of any other degree.




Countersigned



Signature of the supervisor                              Signature of the
        candidate
……………….                                      …………………..


Forwarded by
……………..

Director/ Principal of the Institute

…………….
                  ACKNOWLEDGEMENT

The concept of summer training being a part and parcel of BBA
    Curriculum is of great use to the trainees. They get an
    opportunity to work in a company or organization and gain much
    needed practical experience.

 I owe my deep debt of gratitude to Mrs. Sumedha Kandhari
    Deputy Manager HR who gave me full support and guidance
    in the course of my training.

Further, I feel honored and privileged to express my feelings
of gratitude to Mr.Vikas Bhargav, Faculty, Kamraha
institute of information technology, Maruti kunj for his
constant guidance, co-operation and support during the
preparation of the project, also I express my feelings of
gratitude towards my guide, Mr. Suresh, Faculty, kamraha
institute of information technology, Maruti Kunj for his constant
guidance. In the end, I would like to thank all those people
who helped me during the course of the project.
It was indeed a fruitful experience at Vipul Facility
Management Pvt. Ltd. I shall always be inspired by all that I
have learnt and will strive to put it in practical use.


                                               Garima Kharbanda
                                  CONTENTS

S.No.                     Topic                            Page No.

     1. COMPANY PROFILE

                   ABOUT VFM
                         BOARD OF DIRECTORS
                      VFM STRENTH
                      TOTAL SERVICIES PROVIDED BY VFM
                      VFM AT A GLANCE
                      IMPORTANT POINTS ABOUT VFM
                      VFM GROWTH PORTFOLIO

        2.    INTRODUCTION TO PROJECT

                 RECRUITMENT AS A PROCESS
                   SELECTION AS A METHOD
                   DIFFERENCE BETWEEN RECRUITMENT & SELECTION
                   GOALS OF RECRUITMENT AND SELECTION
                   DIFFERENT SOURCES OF RECRUITMENT
                   INTERVIEW & ITS PRINCIPLES
                   PLACEMENT & INDUCTION

     3. RECRUITMENT AND SELECTION IN VIPUL FACILITY
        MANAGEMENT

     4. PROJECT OBJECTIVES & SCOPE.

     5. RESEARCH METHODOLOGY
                    DEFINITION
                    DATA COLLECTION
                    TYPE OF DATA
                    SAMPLING TECHNIQUES
                    ABOUT QUESTIONNAIRE
                    LIMITATIONS

6.           FINDINGS AND ANALYSIS

7.           CONCLUSION

8.           RECOMMENDATIONS AND SUGGESTIONS

9.           ANNEXURE
                           QUESTIONNAIRE
                           BIBLIOGRAPHY




                       RECRUITMENT AND SELECTION

RECRUITMENT

Recruitment is the process concerned with the identification of sources from
where the personnel can be employed and motivating them to offer themselves
for employment.

Werther and Davis have defined this as follows; “Recruitment is the process of
finding and attracting capable applicants for employment. The Process
begins when new recruits are sought and ends when their applicants are
submitted. The result is a pool of applicants from which new employees are
selected.”

Lord has defined, “Recruitment is a form of competition. Just as corporations
compete to develop, manufacture, and market the best product or service, so
they must also compete to identify, attract and hire the most qualified people.
Recruitment is a business, and it is big business.”

Thus, recruitment process is concerned with the identification of possible sources
of human resource supply and tapping those sources.




 Manpower Planning


                              Recruitment          Selection         Placement
    Job Analysis
SELECTION

Selection can be conceptualized in terms of either choosing the fit candidates, or
rejecting the unfit candidates, or a combination of both. Selection involves both
because it picks up the fits and rejects the unfits. In fact, in Indian context, there
are more candidates who are rejected than those who are selected in most of the
selected processes. Therefore, sometimes, it is called a negative process in
contrast to positive program of recruitment.

Stone has given a formal definition; “Selection is the process of differentiating
between applicants in order to identify (and hire) those with a greater
likelihood of success in a job.”


Difference between Recruitment and Selection

At this stage, it is worthwhile to understand difference between recruitment and
selection as both these terms are often used together or sometimes
interchangeably.
Flippo described in the following statement: “Recruitment is a process of
searching for prospective employees and stimulating and encouraging them to
apply for jobs in an organization. It is often termed positive in that it stimulates
people to apply for jobs to increase the hiring ratio, i.e., the number of applicants
for a job. Selection, on the other hand, tends to be negative because it rejects a
good number of those who apply, leaving only the best to be hired.”


GOALS OF RECRUITMENT

   •   To attract highly qualified individuals.
   •   To provide an equal opportunity for potential candidates to apply for
       vacancies.


GOALS OF SELECTION

   •   To systematically collect information about to meet the requirements of the
       advertised position.
   •   To select a candidate that will be successful in performing the tasks and
       meeting the responsibilities of the position.
   •   To engage in hiring activities that will result in eliminating the under
       utilization of women and minorities in particular departments.
   •    To emphasize active recruitment of traditionally under represented groups,
        i.e. individuals with disabilities, minority group members, women, and
        veterans.




SOURCES OF MANPOWER SUPPLY

An organization can fill up its vacancies either through promotion of people
available in the organization or through the selection of people from outside.
Thus, there can be two sources of manpower – external and internal. For all
recruitment, a preliminary question of policy considers the extent to which it will
emphasize external and internal sources.

Vacancies through internal sources can be filled up either through promotion or
transfer; recruiters tend to focus their attention on outside sources. Therefore, the
first problem is to identify outside sources. Normally, following outside sources
are utilized for different positions.




                       SOURCES OF MANPOWER SUPPLY



       Advertisement               Employment Agencies                 Campus Recruitment


       Employee
                                   E – Hiring            Gate Hiring
   recommendations




   1. Advertisement -: Advertisement is the most effective means to search
      potential employees from outside the organization. Employment
      advertisement in journals, newspaper, bulletins, etc, is quite common in
      our country. An advertisement contains brief statement of the nature of
      jobs, the type of people required, and procedure for applying for these job

   2. Employment Agencies -: Many organizations get the information
      about the prospective candidates through employment agencies. In our
    country, two types of agencies are operating: public employment agencies
    and private employment agencies.




•   Public Employment Agencies: There are employment exchanges run by
    the government almost in all districts. The employment seekers get
    themselves registered with these agencies. Normally, such exchanges
    provide candidates for lower position like semi-skilled and skilled workers,
    and lower-level operations like clerks, junior supervisors, etc.

•   Private Employment Agencies : There are many consultancy and
    employment agencies like ABC consultants, Personnel and productivity
    services, etc., which provide employment services particularly for selecting
    higher level and middle level executives. These agencies also undertake
    total functions personnel on behalf of various organizations. They charge
    fees for this purpose.

3. On campus Recruitment -: Many organizations conduct preliminary
   search of prospective employees by conducting interviews at the
   campuses of various institutes, universities and colleges. This source is
   quite useful for selecting people to the posts of management trainees,
   technical supervisor, scientist, and technicians. The organizations hold
   preliminary interviews on the campus on the predetermined date and
   candidates found suitable are called for further interviews at specified.

4. Employee recommendations -: Employee recommendation can be
   considered to the lower levels. The idea behind employee
   recommendations as a source of potential applicants is that the present
   employees may have specific knowledge of the individuals who may be
   their friends, relatives, or acquaintances. If the present employees are
   reasonably satisfied with their jobs, they communicate these feelings to
   many persons in their communities.

5. E – Hiring -: Many organizations conduct preliminary search of
   prospective employees through the internet service. There are many job
   portals available on internet like Naukri.com, Monster.com etc. Candidates
   register their cvs on the different job portals which are searched by the
   recruiters who are looking for the candidates. The candidates whose
   profiles match with the recruiter’s requirement are contacted through e-
   mail or by telephone for further interview process.

6. Gate Hiring -: The concept of gate hiring is to select people who approach
   on their own for employment in the organization. Gate hiring is quite useful
   and convenient method at the initial stage of the organization when large
   number of such people may be required by the organization. It can be
   made effective by prompt disposal of applications, by providing
   information about the organization’s policy and procedures regarding such
   hiring and providing facilities to +such gate callers.




It is not necessary that a particular organization will utilize all sources to
employ people of all types. Some of the sources are more useful for a
particular category of employees. For example, advertisement and e-hiring
are more useful for employing managerial personnel.



Selection process

   A selection process involves a number of steps. The basic idea is to solicit
   maximum possible information about the candidates to ascertain their
   suitability for employment. Since the type of information required for
   various positions may vary, it is possible that selection process may have
   different steps for various positions. For example, more information is
   required for the selection of managerial personnel as compared to
   workers. A standard selection process has the following steps:




                FLOW CHART OF SELECTION PROCESS


                          Application Screening

                              Selection Tests


                                  Interview


                             Reference Check


                           Physical Examination


                               Approval by
                           appropriate Authority
                                 Placement




1. Screening of Applications -: Prospective employees have to fill up
   some sort of application forms. These forms have variety of information
   about the applicants like their personal bio-data, achievements,
   experience, etc. Such information is used to screen the applicants who are
   found to be qualified for the consideration of employment. Based on the
   screening of applications, only those candidates are called for further
   process of selection who are found to be meeting the job standards of the
   organization.

2. Selection Tests -: Many organizations hold different kinds of selection
   tests to know more about the candidates or to reject the candidates who
   cannot be called for interview, etc. Selection tests normally supplement
   the information provided in the application forms. Such forms may contain
   factual information about candidates. Selection tests may give information
   about their aptitude, interest, personality, etc., which cannot be known by
   application forms. Types of selection tests areas follows: Achievement
   test, Intelligence test, Personality test, Aptitude test, Interest test.

3. Interview -: Selection tests are normally followed by personnel interview
   of the candidates. The basic idea here is to find out overall suitability of
   candidates for the jobs. It also provides opportunity to give relevant
   information about the organization to the candidates. In many cases,
   interview of preliminary nature can be conducted before the selection the
   selection tests. For example, in the case of campus selection, preliminary
   interview is held for short listing the candidate’s process of selection.

4. Checking of References -: Many organizations ask the candidate to
   provide the names from whom more information about the candidates can
   be solicited. Such information may be related to character, working, etc.
   The usual referees may be previous employers, persons associated with
   the educational institutions from where the candidates have received
   education, or other persons of prominence who may be aware of the
   candidate’s behavior and ability.

5. Physical Examination -: Physical examination is carried out to ascertain
   the physical standards and fitness of prospective employees. The practice
      of physical examination varies a great deal both in terms of coverage and
      timings. Some organizations only have general check up of applicants to
      find out the major physical problems which may come in the way of
      effective discharge of duties. In the context of timings also, some
      organizations locate the physical examination near the end of the
      selection process, others place it relatively early in the process. This latter
      course is generally followed when there is high demand for physical
      fitness.




  6. Approval by appropriate Authority -: On the basis of the above steps,
     suitable candidates are recommended for selection by the selection
     committee or personnel department. Organizations may designate the
     various authorities for approval of final selection of candidates for different
     categories of candidates, Thus, for top level managers, Board of directors
     may be approving authority; for lower levels, even functional heads
     concerned may be approving authority. When the approval is received, the
     candidates are informed about their selection and asked to report for duty
     to specified persons.

  7. Placement -: After all the formalities are completed, the candidates are
     placed on their jobs initially on probation period may range from three
     months to two years. During this period, they are observed keenly, and
     when they complete this period successfully, they become the permanent
     employees of the organization.


INTERVIEW

  •   Interview is selection technique that enables the interviewer to view the
      total individual and to appraise him and his behavior. It consists of
      interaction between interviewer and applicant. If handled properly, it can
      be a powerful technique in achieving accurate information and getting
      access to material otherwise unavailable. However, if the interview is not
      handled properly, it can be a source of bias, restricting or distorting the
      flow of communication. Interview is the most widely used selection
      technique because of its easiness.

  There can be several types of interviews:

  •   Preliminary interview is held to find out whether the candidate is required
      to be interviewed in more detail.
  •   Stress interview is directed to create situations of stress to find out
      whether the applicant can perform well in a condition of stress.
  •   Patterned interview is structured and questions asked are decided in
      advance. This is done to maintain uniformity in different boards of
      interviewers.
  •   Depth interview, also known as non-directive interviewer, covers the
      complete life history of the applicants and includes such areas as the
      candidate’s work experience, academic qualifications, health, interests,
      hobbies, etc. This method is informal, conversational with freedom of
      expression to the candidate




PRINCIPLES OF INTERVIEWING

  Interview is the most frequently used technique for selection. However, it can
  give better results only when it is conducted properly. Following points can be
  taken into consideration to make an interview more effective:

  •   There should be proper planning before holding the interview, what way it
      will be conducted, on what basis the candidate is to be evaluated, and
      how much weight-age will be given to interview in the total selection
      process. Preparation on these lines avoids ambiguity and confusion in
      interviewing.
  •   There should be proper setting for conducting interview. The setting is
      required both of physical and mental nature. The physical setting for the
      interview should be comfortable and free from any physical disturbance.
      The mental setting should be one of rapport between interviewer and the
      candidate.
  •   When the candidate feels at ease, the interview may be started. At this
      stage, the interview obtains the desired information and may provide the
      information sought by the candidate. The interviewer should ask questions
      in a manner that encourages the candidate to talk. He should listen to
      carefully when the candidate is furnishing the information. This gives an
      impression to the candidate that the interviewer is quite serious about him
      and he will do his best.
  •   The interview of the candidate should close with pleasant remarks. If
      possible, the interviewer should give an induction about the likely end of
      interview. Saying ‘thanks’, ‘good wishes’ or similar things carries much
      better impression about the interviewer.
  •   Immediately after the interview is over, the interviewer should make an
      evaluation of the candidate. At this stage, the things are quite fresh mind.
      He can give remarks about the characteristics of the candidate or give
      grade or mark as the case may be. This will help the interviewer to make a
      comparative evaluation of all candidates easily.
PLACEMENT AND INDUCTION

After a candidate is selected for employment, he is placed on the job. Initially,
the placement may be probation, the period of which may range from six
months to two years. After successful completion of the probation period, the
candidate may be offered permanent employment.

After the initial placement of the candidate on the job, his induction is
necessary. Induction is a technique by which a new employee is rehabilitated
into the changed surroundings and introduced to the purposes, policies and
practices of the organization, employee’s job and working conditions, salary,
perks, etc. In other words, it is the process of introducing the employee to the
organization and vice versa. Induction is required because of following
reasons:

   1. When a new employee joins an organization, he is a stranger to the
      organization and vice versa. He may feel insecure, shy, and nervous in
      the strange situation. He may have anxiety because of lack of
      adequate information about the job, work procedures, organizational
      policies and practices, etc. In such a case, induction is needed through
      which relevant information can be provided; he is introduced to old
      employees and to work procedures. All these may develop confidence
      in the candidate and he may start developing positive thinking about
      the organization.

   2. Effective induction can minimize the impact of reality shock some new
      employees may undergo. Often, freshers join the organization with
      very high expectations which may be far beyond the reality. When they
      come across with reality, they often feel shocked. By proper induction,
      the new comers can be made to understand the reality of the situation.


Every organization has some sort of induction program either formally or
informally. In large organizations where there are well-developed personnel
functions, often induction programmes are undertaken on formal basis,
 usually through the personnel department. In smaller organizations, this may
 be done by the immediate superior of the employees.




                    ABOUT VFM
                    BOARD OF DIRECTORS
                    VFM STRENTH
                    TOTAL SERVICIES PROVIDED
BY VFM
                    VFM AT A GLANCE
                    IMPORTANT POINTS ABOUT
VFM
                    VFM GROWTH PORTFOLIO
       ABOUT VIPUL FACILITY MANAGEMENT

VFM an integral part of Vipul Group, Headquartered at Gurgaon.

VFM has served the evolving outsourced non-core services needs of businesses since
2000. Today, VFM is managing Pan India in excess of 15 million sq. ft. for Facility &
Project Management Services, with more than 3,000 professionals operating from twelve
offices in India.

VFM provides multi-disciplinary integrated services delivered seamlessly under one roof
in the areas of business support, helpdesk, engineering, cleaning, security services and
more. Specialist in-house units in Civil, Structural, Mechanical, Electrical Engineering
and Soft Services support our core Facility and Project Management Services.

Since 2000 VFM primarily focuses on organic expansions and exceeding client
expectations.

2000 – 2004
VFM since being conceptualized to be the services management arm of Vipul Group
moves beyond Vipul Group projects as strategic partners to other leading MNC/
organizations primarily in Northern Region owning to its strength on building
management systems and self employment of facility manpower.

VFM having established its credentials in Delhi/ NCR as Integrated Facility Managers for
various market segments like IT/ ITes, Healthcare, Commercial, Residential moves to
Bangalore and Mumbai as extension of services and partnership with its existing clients.

2005 – 2006
VFM draws its 3 years and 5 years business plan and invest accordingly in quality
process/ people/ technology support.
   Opens operational offices at Chennai, Hyderabad, Pune, Kolkata, Ludhiana and
    Ahamadabad.
   Strategic all alliances with leading multinationals and infrastructure developers
    VFM launches its Project Management services




VIPUL FACILITY MANAGEMENT - BUSINESS PARTNERS

     Hughes Software System
     Toshiba
     Siemens
     Aricent
     HP
     Laing O’Rourke
     Essel Group
     American Express
     Dell
     Unesco
     Vertex
     Bharti Teleservices



TOTAL ASSET MANAGEMENT OF VIPUL FACILITY MANAGEMENT

     Facility Management
     Property Management
     Mall Management
     Township Management
                     VFM – BOARD OF DIRECTORS




                           Puneet Beriwala
                                    ( MD )




                                 R.Krishnan
                              (Director & CEO)




N. Malhotra   Rahul Guha   Gopa Kumar    Pankaj Kejriwal   Durga Karki   Ashok Ghai
   BD         Human        Process Dev   Accounts &        Commercial    Operations
              Resource     & Quality     Finance
                         VFM STRENGTH

VFM works as a part of it’s clients to drive increased efficiencies, cost saving, more
predictable costs and optimization of asset. These factors arise of VFM Unique
Service proposition comprising:-

    Human Resources
     In VFM, FM Services commands the best engineers as Facility Managers and
     Caring Soft Services team. VFM Strategically out task it's activities for some
     Business Segments.

    Service Culture
     VFM serves expert team members/ employees. Customer Satisfaction is a central
     focus point for each employ and reflects in their daily activity.

    IT Integration
     In VFM, IT plays an important role for service delivery, Operation and business
     contracts. In-house IT team at VFM Continuously upgrades and develops
     customized IT Solutions for its service delivery for VFM Clients for convenience
     of reporting and data generation.
SERVICES PROVIDED BY VFM



   Facility Management Services.

 Project Management Services.

 Facility Management
 Consultancy.
We operate facilities 24*7*365 days

We Self Manage facilities with our own employees

We offer Comprehensive Management of services


Facility Management Services

Electro Mechanical Services

   •   Preventive Management
   •   Corrective Management
   •   Fire Detection & Suppression
   •   Systems & Safety Audits
   •   Power Management IBMS
   •   ETP / STP Access Control
   •   Water Managements Material & Inventory
   •   AMC Management Plumbing
   •   Public Address Systems
   •   Vertical Movement Civil Works
Soft Services

   •   Cleaning and Pest Control
   •   Pantry and Vending Management
   •   Physical and Security Surveillance
   •   Concierge Services
   •   Administration Services


Business Services

   •   Office and Reprographic Management
   •   Mail Management
   •   Guest Relation Exec.
   •   Help Desk Management
   •   Travel Desk
   •   Front Office/ Reception Management
   •   Meeting Room Management




  VFM offers Turnkey based solutions for Interior Fit Out option
  VFM Project Management services includes :

        Space Planning
        Architecture          Construction Management
        Interior              Interior Fit-Outs
        Engineering
                              Take Over/ Transition Management
        Authorities
        Communication
                              Take Over/ Transition Management
        Construction
        Furniture
        Office
        Equipment
        Occupancy
VFM team of consulting, provides you with a single point of contact to achieve clear

Communication on consistent implementation and accountability.

    Asset Estimation
    Contract Documentation
    Resource Planning
                                 Consultancy Services

  Scheduling & Budgeting         Planning & Designing             Refurbishment


                                                              Project Execution
  Tendering                                                   Review meetings
  Vendor Selection                                            Progress reports
  BOQ Finalizations             Designing & Layout Plan       Cost tracking
  Freeze project schedule                                     Expedite critical path
  Identify critical path                                      Quality Survey
                                                              Final settlement of bills
                         VFM AT A GLANCE


VFM has served the evolving Real Estate needs since 2000, VFM today holds services
leadership in India for its business services offering of Integrated Facility Management,
Project Management and Facility related consultancy. Consolidated turnover exceeds
INR 260 million in fiscal year 2005-2006.

       110+ sites out of 12 commercial cities across India
       3000 employees in various disciplines of business
       99% client retention for last 5 years


VFM is largely present and expanding its operations at:-

                 North                    -           Delhi      NCR,      Ludhiana,
  Region                                              Chandigarh
                 South                    -           Bangalore, Chennai, Hyderabad,
  Region                                              Kerala
                 West                     -
                                                      Mumbai, Pune
  Region
                                          -
                 East Region                          Kolkata, Bhuvaneshwar
VFM today serves its business offerings to SEZ, IT/ITes, Mall& Multiplex, Healthcare,
Educational, Corporate, Commercial and Manufacturing.




         IMPORTANT POINTS ABOUT VFM

Vipul Facility Management Pvt Ltd. (VFM) is the fastest growing Facility
     Management Company in India, recognized for delivering unique value
     propositions for its customers. VFM is a part of an INR 7500 Million,
     diversified VIPUL Group,




                        Vipul Ltd.: The Parent Company with 300 professionals
                        covering 12 million sq ft. area




                       Vipul Facility Mgmt. Pvt. Ltd.: 3000+professionals
                       covering 8 million sq. ft. area




                       Vipul Laing’O’Rourke: 50:50 JV providing RRC (Remote
                       Response Center) solution all across UK




                       Vipul MedCorp Ind.Pvt. Ltd.: Insurance and Health
                       segment with 20 offices and 150 medical professionals in India
                       Vipul Motors Ltd.: Automotive business; 3rd largest
                       distributor of Suzuki cars in India
                 VFM GROWTH - PORTFOLIO




    Managing                                                   Launches Project
 12 million Sq.Ft                                              Management services
                                                               Strategic Partnership with
                                                               MNC’s
140+ Sites across
      India
                              Established Partnership in IT/
                              ITES, Healthcare,
                              Commercial, Residential
                              Market segments
                              “Best property services
                              Management Company “



                                                                  3000+ Employees
   Conceptualized to be the                                       260 Million
   services management
   arm of Vipul Group

      150 + Employees             800 + Employees
      15 Million                  80 Million
  2000-2002     2003 - 2005   2006 - Present




RECRUITMENT AND SELECTION

              PROCESS IN

VIPUL FACILITY MANAGEMENT
Steps of Recruitment
          Activity                Responsibility


       Float Vacancies          Operations/ Business
                                Development


      Sourcing Profiles         Human Resources



      Interview Round           Functional Manager/HR



      Selection & Offer         Human Resources



         Warm-up &
                                Human Resources
          Joining




RECRUITMENT AND SELECTION PROCESS FLOW CHART OF VFM
                                        VACANCY



                     OLD SITES                       NEW SITES
                     (Operation)                       (BD)



                               UNDERSTAND THE JOB
                               DESCRIPTION FOR THE
                                    POSITION


RECEPTIONIST                    CV COLLECTION                             NO
                         (CV DATABANK / DIFFERENT SOURCE)




                 CV VALIDATION, SHORTLISTING AND INTERVIEW - CALL
                                                                    YES
                 TO CANDIDATE
                 THROUGH PHONE
                 THROUGH REFERENCES


                                                                          NO
                                    HR ROUND
                                                                    YES

                           CANDIDATE RATING SHEET

                                                                          NO
                                       TEST
                                                                    YES
TECHNICAL HEAD                                                            NO
                                     TECHNICAL
                                     INTERVIEW
                                                                    YES

                                                                          NO
    GM HR                              GM-HR
                                    INTERVIEW /
                                     DOCUMENT
                                   VERIFICATION                     YES
                                                                          NO
                                   OFFER LETTER


                             JOINING AND INDUCTION
                                                                    YES
Range of vacancies



 50
 45
 40
 35
                     Mgmt
 30
                     Technical Services
 25
                     Cleaning Services
 20
                     Support Functions
 15
 10
  5
  0
In VFM, the vacancy for any post created from two kinds of sites

   Old Site: The old site is one where the VFM is operational and
    the vacancy in this forwarded to HR by Operations Dept.
   New Site: The new site is one where VFM have to start the new
    business. The vacancy may be          forwarded by Business
    Development Dept

In VFM, the HR department gets the description of the vacancy either
through the E-mail or through the telephonic call.
As soon as the HR receives the initial intimation of vacancy, the HR
sends the Manpower Requisition Form which needs to be filled by the
concerned person to explain the details about the position. This form
gives the whole description related to position such as job
description, salary details, desired qualification, shift timings,
experience etc.

The usual set of positions in VFM is mentioned below:

            Top               AGM/ DGM/ GM/ Sr.GM/ VP/ Sr VP
            Management
            Middle            Asst.Mgr/       DyMgr/        Manager/
            Management        Sr.Manager

            Lower             Housekeeping         Supervisor, M&E
            Management        supervisor, /Facility Executive/Facility
                              Engineer/Executive/Assistant,     Data
                              entry operator
            Operator Grade    HK Boy, HK Maid, Office boy, pantry
                              boy, courier boy, Lift operator,
                              Electrician, Ac operator , DG operator,
                              Fire operator, MST, Mail room Boy
    HR Department finds the candidates according to the Job
description provided in Manpower Requisition Form. Through the
various sources as follows:


•   E – RECRUITMENT
•   CONSULTANTS
•   EMPLOYEE REFERRALS
•   INTERNAL JOB POSTING
•   NETWORK RECRUITMENT– THROUGH AGENTS
•   EXTERNAL AD – PAMPHLETS
•   INTERNAL ADVERTISEMENT
•   WALK – IN

 Then CV’s short listing process starts by the HR Department. After
this process, the short listed candidates are contacted by:
   • Telephone call
   • Email Intimation
   • References.
They are given the date, time and venue for the interview and need to
carry a hard copy of the resumes.
The interview process in VFM starts as depicted in the above Flow
chart

The candidate is given to fill the Employment Application Form
which he/she needs before the interview process is starts has to
attach the hard copy of his resume with the Employment Application
Form.

Ist Round- Initial Screening by HR
The 1st round of the interview is taken to judge the candidate’s
personal back round, total experience; take home salary, knowledge
about related field, Job profile etc. If the interviewer founds that a
candidate is suitable for the post then the candidate is send for the
next round.
Second Round- Technical
If the candidate is from operations then he has to give the technical
round for checking his technical qualification. If he clears the
technical round then he will send for next round.

Third round- GM / HR Round
GM/ HR round are taken by General Manager HR manager of the
VFM, Which is the final and deciding round for the candidate.


The ideal turn around time to close a position for different levels is
mentioned as under:
Operator Grade: 3-4 days
Lower Management grade: 15-20 day
Middle Management: 30 days
Senior Management: 45-55 days


 And induction process will be start, to give the full information about
the Vipul facility management. After this the employee site will be
given for joining the post. Detail explanation given below about
Interview rounds, Selection process, and Induction process.
     INTERVIEW PROCESS



                  DOCUMENTS

• EMPLOYMENT APPLICATION FORM
  To be filled by the candidate before the start of
  interview process      (Annexure no. 1)

• CV
  Candidate carries with him of interview

• CANDIDATE RATING SHEET
  For assessing the candidate in different
           Rounds (Annexure no. 2)
           Interview Rounds
                Junior Mgt &
Rounds                                       Middle Mgt                Senior Mgt
                Ground Staff

         HR                            HR                         HR
  I      (Initial Screening & VFM      (initial Screening & VFM   (initial Screening &
         intro)                        Intro)                     VFM Intro)

  II     Technical                     Technical                  CEO/Technical
         (sharing of Job profile)      (sharing of Job profile)

         HR                                                       HR
  III    (Salary negotiation & offer   CEO                        (salary negotiation &
         roll out)                                                offer Roll out)

                                       HR
  VI                                   (salary negotiation &
                                       offer Roll out)
SELECTION PROCESS


 CANDIDATE FINALISED: Once a candidate is finalized, he has to
    submit the following documents:
         • Last salary slip
         • Last appointment letter

 REFERENCE CHECK: After the submission of slip and the
    appointment letter, the candidate has to give the names and contact
    details of two professional references from his current company/any
    of the previous companies where he has worked earlier...
    A telephonic call is made to the persons and the following is checked:
•   Education background
•   Professional Background
•   Personal background
•   Interpersonal skills for the formalities.

 OFFER ROLL OUT: After checking all the references, if the
    candidates are found suitable, the offer letter is rollout to the
    candidate for joining. (Annexure no. 3)

Joining& Induction

Joining; the candidate joins on the date mentioned in the offer letter
and he has to submit the following documents.

]
Documents for joining formalities:-

1. Recent Passport size colored photograph: 6nos
2. Educational certificate/professional certificate
3. Release letter/resignation letter from previous employer
4. Last drawn pay slip
5. Appointment letter/experience certificate of all previous employers
6. Copy of passport.
7. Identity proof.
8. Residence Proof.
9. Medical Certificate.
10. Postcard photos




After the joining formalities, the induction process starts.
Normally in VFM the induction process is of 2 days, usually the
first two days of the week. (Monday / Tuesday)
                        INDUCTION PROCESS


    Distribution of Induction Manual + HR Manual

    Distribution of stationery

    Filling of the following Forms:

   1 Account opening form
   2 PF Form No.2
   3 ESI Form no.1
   4 Mediclaim Form
   5 Personal Accident form
   6. Gratuity Form F

    Welcome Address by GM – HR

    Round at HO

    Induction by respective facilitators

    Filling of Posting order (Annexure no. 7)

    Concluding session by the CEO

    Filling of Induction Feedback Form

    Distribution of Appointment Letters

    Distribution of Posting Order


                      APPOINTMENT LETTER

Appointment Letter (Annexure no. 4) & Posting Order is given to the new
joinee on the completion of the induction process on the 2nd Day
(Annexure no. 2)


                                        Candidate Rating Sheet
Candidate                                                       Residence
Name                                                            Location

Position                                                        Total
Applied for                                                     Experience


Posting at                                                      Current
                                                                Company &
                                                                Designation




                                                           st
FACTORS candidates
Rate the                                             1 5
                                     on a scale of 1 to Round               2nd Round      3rd Round   4th Round   5Th Round

Educational Background Satisfactory
1 – Unsatisfactory  2–                                      3 – Average                 4 – Good          5 – Very Good
Academic/ Professional//Technical background



Job Knowledge
Well versed in all aspects of the job. Ability to keep
abreast with latest development in related fields.


Work/Related Exp:
Total experience in relevant area.



Communication:
Clarity of verbal communication and method & manner
of speech.


Personality & Attitude:
Maturity, poise and stability, mental alertness and
comprehension, Demonstration of drive, enthusiasm &
vitality.

Fitment & Maturity:
Logical thinking, realistic answers & culture fitment.


Potential
Ability to meet job expectations and develop within the
organization.

Grooming
Suitably and neatly dressed. Maintaining the required
poise, posture and grooming necessary for the job.
FACTORS                                                   1st Round         2nd Round      3rd Round   4th Round   5Th Round


Leadership Ability
Ability to take responsibility, set directions take
initiative and inspire team members to produce
desired results and lead to team development
Analytical Ability
Ability to analysis information and respond with
workable decisions
Creativity
Involvement in extra-curricular activity.
Whether having a creative bent of mind

System Orientation
Computer literacy. Exposure to any related software
usage. Exposure in ERP
Column Total


WEIGHTED COLUMN TOTAL : (WCT)
(Column Total/Number of rating factors)
APPRAISAL INDEX          Total WCT/Total number of Appraisers =


OVERALL COMMENT

Round 1 (Short listing and Briefing by HR)                        Date:




Round 2 (Technical Head)                                          Date:




Round 3 (Functional Head)                                                 Date:
Round 4 (HR Head)                                                                         Date:




Round 5 (CEO)                                                                            Date:




Name & Designation of the Interviewer                                              Signature of the interviewer


Result ( Tick mark)    SELECTED           HOLD              REJECTED            DATABANK

Nature of Employment
Permanent                                         Probation
Contractual                                       Others Specify

Current CTC                                           Notice Period

Expected CTC                                          Date of Joining




(Annexure no. 1)

                       Employment Application Form
                                 (To be filled by the candidate)

Position Applied For                                    Date of the interview
Candidate Background
Name
Present Address
Permanent Address
Contact Numbers (Mobile &
Landline)
E mail id
DOB

Marital status& family size

Educational Back Ground (Starting from the latest)
Education           Name of the               Year of           Percentage       Electives/Major
                    Board/University          Passing




Work Experience (Starting from the current company)
Name of Company                               Designation                       Tenure      Reason for Leaving
(with complete address and phone                                                ( number
                                                                                of years)
number)
                                              At the time of   At the time of
                                              joining          leaving




Current CTC

Expected CTC

Other Details
Your Hobbies

Extra Curricular Activities
Any Professional membership
Personal Vehicle if any

Computer Proficiency
Are you open to relocation

From which source you came to
know about the job opening
  Family Members
  Name of the member            Name of the member and his/her occupation

  Spouse (if married)

  Mother

  Father

  Brother

  Sister




  Date:
  Signature of the candidate




  (Annexure no. 5)




                               Feedback on Recruitment

Name:                          Position selected:                Resident Location:

Site:                          DOJ:                              Total Experience:
Interviewed By (1st round)                           Date of Interview:

Interviewed By (2nd round)                           Date of Interview:

Final round By:                                       Date of Interview:

CTC Offered by Client:                               CTC Offered by VFM/ECPL:




Authorized Signatory-HR (Talent Acquisition) Dept.                    Authorized Signatory-GM-HR


    Any other Comments:




    (Annexure no. 4)


                              APPOINTMENT LETTER


    Ref.No.HR/VFM/APP/……………/0607

    Date…………………

    Mr………………..
    Address…………….
…………………………
………………………….
                                Letter of Appointment
Dear Mr………………..


  With reference to your application and subsequent interview with us, Management is
  hereby pleased to appoint you in our organization from ……………….. on the following
  terms & conditions:

  1. DESIGNATION: You will be designated as “………………………………….”.

  2. PLACE OF POSTING: You will be posted at our site office in …………... However,
      at any time during the period of appointment, you will be liable to transfer in such
      other    capacity  that   the    Company    may    determine       to   any    other
      Department/Branch/Establishment or any other Company under the same
      management without adversely affecting your emoluments and general conditions
      of service.

  3. GRADE: You will be placed in Grade ………. as per the structure of the company.

  4. REPORTING:        You will functionally and administratively report to
      ……………………………..or any other person assigned to you by the Management
      from time to time.

  5. REMUNERATION: You will be entitled to the following remuneration per month,
      subject to the express condition of fulfillment of service conditions:

             Basic Salary                           : INR ……………/-P.M
             House Rent Allowance                   : INR …………../- P.M
             (@60% of the basic Salary)
             Special Allowance                      : INR ……………. /- P.M
             Total                                  : INR ……………. /- P.M

     Apart from the above, you shall be entitled reimbursements of Medical, Telephone,
     Conveyance as applicable to your grade and as per the rules prevailing of the
     company.

                                                                                 Contd---


     Other annual benefits/perquisites like Leaves, Provident Fund, LTC, Bonus etc. will
     be admissible as per your grade and company policy.

     Your remuneration will be revised from time to time at the sole discretion of the
     Management. All promotions also shall be at the sole discretion of the Management
     and will be based on performance and results.

  6. PROBATION: You will be on probation for a period of six months from the date
      of joining service. Based on your performance and conduct, this period may be
      increased or decreased at the sole discretion of the Management and unless an
      order in writing is given to you, you shall not be deemed to have been confirmed.

  7. SEPARATION: During probation or extended period(s) thereof, either side can
      terminate this contract by giving a notice of fifteen days or payment of equivalent
      portion of basic salary in lieu thereof. Subsequent to confirmation, either side can
      terminate this contract by giving a notice of one month or payment of one
      months’ basic salary in lieu thereof.
8. RETIREMENT: You shall retire from the services of the company on attaining the
    age of sixty years on the basis of the age submitted by you, subject to your being
    medically and mentally fit.

9. OTHER RULES & REGULATIONS:

    You are expected to discharge the duties assigned to you from time to time with
    due diligence, integrity and responsibility to the entire satisfaction of the
    management and also maintain high standard of work expected of you by the
    Company.

    Your appointment in the Company is full time and you shall devote yourself
    exclusively to the business of the Company. You will not engage yourself in any
    other gain full employment or business (part-time or full time) as long as you are
    employed in the Company. Any action contrary to this shall render your services
    liable for termination without any notice or payment in lieu thereof.
    You are required to deal with the Company’s money, materials and documents
    with utmost honesty. If at any time you are found of moral turpitude or of any
    dishonesty in dealing with the Company’s money, materials and documents, you
    shall render yourself liable for termination without any notice or payment in lieu
    thereof.

    You will not divulge or make public any information related to any aspect of the
    Company to anyone not employed by the Company, indulging in such activity shall
    render you liable for termination without any notice or payment in lieu thereof.

    If any declaration given or information furnished by you to the Company are found
    to be false or if you are found to have willfully suppressed any material information
    at any point of time during your services with us, your services are liable to be
    terminated immediately without any notice or payment in lieu thereof.
                                                                                  Contd--
                                                                                  -3




    This appointment shall be subject to your being found and certified physically and
    mentally fit. Further you are required to maintain yourself in a state of medical
    fitness (physical & mental) In case at any particular point of time you are found
    medically unfit during your services with the Company your services will be liable
    for termination without any notice or payment in lieu thereof.

    In all matters not mentioned herein you will be governed by the rules and
    regulations of the company in effect from time to time.

    At the time of joining the Company, you are required to produce the following
     certificates/documents:

-   Six passport / stamp size recent colored photograph
-   Photocopy of passport, self attested
-   Photocopies of all educational/professional qualification, self-attested.
-   Photocopies of appointment letters, release letters, salary certificates/pay-slips of
-   All previous employers, self-attested.
-   Proof of residence, local & permanent.
    -    Age-proof.
    -    Medical fitness certificate from a registered Medical Practitioner with reference to
    -    The job profile.

Any disputes arising out of this contract would be settled in the court of law under Delhi
jurisdiction.

Please sign the copy of this letter as a token of your having accepted the same.

We welcome you once again to VIPUL Family and trust your association with us would be a long and
meaningful one.



For Vipul Facility Management Pvt. Ltd




Rahul Guha
General Manager - HR
                                                                                      Received & Accepted
                                                                                      ……………………………
                                                                             ….




                                                                             (Annexure no. 3)



                                       OFFER LETTER
Date……………..

Mr………………….
Address…………….
……………………...
……………………..

Dear Mr. ……

Sub: Letter of Offer
With reference to your application and subsequent discussions you had with us, we are hereby pleased to
offer you the position of “………………….” in our organization.

The terms & conditions of your employment will be in line with those discussed and a detailed letter of
appointment will be given to you after you join us. As informed to you, your place of posting would be at
in NCR and it is transferable within and / or outside NCR to any of our sites / sister concerns in India.

You are requested to join on or before …………… at ……... at the address mentioned below, after which

our offer stands withdrawn, unless otherwise extended by the Management. Please report at the following

address on the date of joining

Vipul Facility Management Pvt. Ltd
Orchid Square,
Sushant Lok, B Block, Phase-I
Gurgaon

Please bring the following documents (along with originals for verification) at the time of joining:
     1. Recent passport size colored photographs: 6 nos.
     2. Testimonials of all educational / professional qualifications.
     3. Release letter / resignation letter from previous employer.
     4. Last drawn pay-slip.
     5. Appointment letter / experience certificate of all previous employers.
     6. Copy of passport.
     7. Identity proof.
     8. Residence proof.
     9. Medical Certificate.

Please return the copy of this letter duly signed as a token of your having accepted the same.

Welcome to our Group

Yours faithfully,
For Vipul Facility Management Pvt.Ltd

                                                                                Received & Accepted
Rahul Guha General Manager-HR
PROJECT OBJECTIVES

    AND SCOPE




PROJECT OBJECTIVES
 How does right recruitment process helps in creating overall
  efficiency, cost reduction, on time delivery with reference to external
  customer.

 To collect the findings, information & analyze to draw conclusion of
  recruitment process.

 To explain the documentation used at the various stages of the
  recruitment & Selection process.

 To involve employees in creating an environment of openness, trust,
  fun & pride.

 To highlight the area where recruitment and selection programs
  needs improvement.

 Is the current recruitment process in line with the employee’s future
  career planning and his potential?

 Developing human resources in consonance with broader corporate
  horizon and long range vision of the organization.




                 PROJECT SCOPE
   To understand the complete recruitment cycle in Vipul Facility Management.

   Is right kind of recruitment happening at all levels?

   Define deliverables, Define functionality data, and Define technical structures.

   Data collection for understanding the recruitment process.

   Personal interaction to understand the efficiency of the recruitment process.

   To help the company to determine how they make their recruitment and selection
    programs more effective.

 To determine various parameters to collect information through questionnaire of
employees.
    RESEARCH

METHODOLOGY




     RESEARCH METHOLOGY



DEFINITION
             According to Clifford Woody: -“Research comprises of
             defining and redefining problems, formulating hypothesis
             (suggested      solutions),   collecting,   organizing,   and
             evaluating     data   making     deductions   and    reaching
             conclusions and at last carefully testing the conclusions to
             determine whether they fit the formulated hypothesis”.


            DATA COLLECTION


             Data collection is one of the important tasks of the
             research,     which     is    based   on    PRIMARY       and
             SECONDARY DATA


                        Primary data: - The primary data are those data,
                which are collected afresh and for the first time and
                thus happen to be original in character. There are some
                important methods :
•               Observation method
•               Interview method
•               Through questionnaires
•               Through Schedules




               Secondary data: - It means data that are already
available i.e., they refer to the data, which have already been collected
and analyzed by someone else. There are some important methods:
•                          Books, magazines and newspaper
•           Reports prepared by




     TYPE OF DATA


    Since my research was of descriptive type and perform
    surveys, I collected information in the form of primary
    data. I obtained primary data by questionnaire method and
    through focus groups of the representative to evaluate
    Recruitment and selection process of the candidates.
    I used primary data to obtain the information, which is first
    hand and original in character, so as to have fair
    information about the Recruitment and selection methods
    at VIPUL FACILITY MANAGEMENT PVT. LTD. For
    analyzing the data I use the percentage method and making
    the data more liable I used the pie charts and bar diagrams.




    SAMPLING TECHNIQUES


    Universe: - Total No. Of employees in Viper Facility
    Management are 100 which is a universe.
      Sample size of 30 was taken, which consisted of 14
      employees who were senior managers and 16 employees
      who were of the level senior officers to assistant managers.


      ABOUT QUESTIONNAIRE
            QUESTIONNAIRE: - A Questionnaire consists of a
      number of questions printed or typed in a definite order on
      a form or set of forms.




     The Questionnaire:
     The questionnaire consisted of 13 questions, which were
     combinations of Multiple, Open- Ended questions and on the
     basis of 5 Likerts Rating Scales (Strongly Agree, Agree,
     Neutral, Disagree, and Strongly Disagree).




                       LIMITATIONS


The topic was such that it required vast and thorough study
necessitating complete enumeration of the organization and
analysis of several issues.
      Following are the limiting factors: -


     Collecting information from people during the working hours
was difficult.


     Due to work shifts it was difficult to approach the employees.


     Some employees did not have in depth knowledge about their
work and were not able to give relevant information.


     Most of the employees were hesitant in giving frank opinions and
answer during personal interview.


     Time constraint is one of the limiting factors.




FINDINGS AND ANALYSIS
After evaluation of the questionnaire, the results are summarized with
        the help of the graphs. Graphs are made on the basis of the
        questions asked in the questionnaire so as to have a detailed
        knowledge about how the employees feel about the
        Recruitment and selection programs at VIPUL FACILITY
        MANAGEMENT PVT. LTD. Assessment sheet is attached
        with every graph.



A) WHAT ARE THE LEVELS OF RECRUITMENT IN VIPUL
FACILITY            MANAGEMENT




    OPTIONS             RESPONSES          PERCENTAGE


  LOWER LEVEL                  19                75%


 MIDDLE LEVEL                   8                20%


 HIGHER LEVEL                   3                 5%
20
18
16
14
12                   lower level
10                   middle level
8                    higher level
6
4
2
0
     1   2   3   4
B) EMPLOYEE FEEL ABOUT RECRUITMENT PROCESS ?




    OPTIONS      RESPONSES    PERCENTAGE


   VERY GOOD          14          47%


     GOOD             9           30%


    AVERAGE           5           16%


 NOT SATISFIED        2            7%
50%

45%

40%

35%

30%
          MANAGEMENT
25%       HR MANAGER
          DEPT. HEAD
20%       SUPERVISOR

15%

10%

5%

0%
      %
B) WHAT TYPES OF SOURCES USED IN
RECRUITING LOWER LEVEL MANAGEMENT?



   OPTIONS      RESPONSES PERCENTAGE


    WALK IN                     85


    NAUKRI                      2


  CONSULTANT                    3


   EMPLOYEE                     10
    REFERAL
ON THE JOB
OFF THE JOB
C) WHAT TYPES OF SOURCES USED IN RECRUITING
MIDDLE LEVEL MANAGEMENT?




     OPTIONS       RESPONSE   PERCENTAGE
                       S
                                  20
     NAUKRI

                                  10
EMPLOYEE REFERAL



   CONSULTANT                     70
40%


35%


30%


25%       16 HOURS

          24HOURS
20%
          36HOURS

15%       ABOVE 36
          HOURS

10%


5%


0%
      %
D) WHAT TYPES OF SOURCES USED FOR RECRUITING HIGHER LEVEL
MANAGEMENT?




      OPTIONS           RESPONSE        PERCENTAG
                            S               E

   CONSULTANT                 24             95%


    EMPLOYEE                  6                5
     REFERAL




                                                   YES
                                                   NO
E) ACCORDING TO LIKERT RATING SCALE: -


OPTIONS    RESPONSE PERCENTAG
           S        E

STRONGL     8       27%
Y AGREE


AGREE       15      50%


NEUTRAL      3      10%


DISAGREE     3      10%


STRONGL      1      3%
Y
DISAGREE
50%

45%

40%

35%       STRONGLY
          AGREE
30%       AGREE

25%       NEUTRAL

20%       DISAGREE

15%
          STRONGLY
          DISAGREE
10%

5%

0%
      %
G) EMPLOYEES SATISFACTION


OPTIONS       RESPONSE PERCENTAG
              S        E

SATISFIED     27       90%


UNSATISFIED   3        10%




                             SATISFIED
                             UNSATISFIED
 CONCLUSION


          Here are some conclusions drawn from the graphical
 presentation.


     Most of the employees are satisfied with the recruitment
and selection process initiated by the company.


     Most of the employees are satisfied with the Induction
process they receive in the company.


     Most of the employees’ think that their training needs are
well aligned with their job profile.


     Employees feel that the Induction programs are carefully
designed and appropriately match with the expectation of the
new joinee.


     Employees are happy with the Recruitment evaluation
rounds adopted by the company.




     Still some employees feel that the time taken to complete
the interview process is more and should be reduced.
RECOMMENDATIONS AND SUGGESTIONS


      Although employees at Vipul Facility Management Pvt. Ltd
      are quite satisfied with the recruitment and selection
      process held at the company but according to the project,
      the company should work in the following areas for making
      their Recruitment and Selection more effective.


      Vipul Facility Management Pvt. Ltd. should recruit more
technical and qualified candidates for their required job.


      More emphasis should be laid on the practical aspects of
recruitment and selection.


      Recruitment and selection process should be fair without
any personal biases.


      Employee reference scheme can be effectively used as a
means in recruitment and selection.


      Psycho metric test and competency mapping can be
effectively used.
QUESTIONNAIRE
TRAINING AND DEVELOPMENT SURVEY FORM


Name of the employee: -
Date of joining:         -
Designation:                 -
Department:              -
Qualification:           -


   1) Type of industry
          * Manufacturing
         * Service
         * Any other
   2) Sector
       * Public
       * Private
       * Government
        * Any other
  3) Do you know what is training?
        *Yes           * No
  4) Who is responsible for training?
       * Management
       * Human resource manager
           * Department head
           * Supervisor
    5) Which type of Training program do you prefer?
          * On the job                 * off the job
    6) How much duration of training is considered?
          * 16 hours                   * 24 hours
          * 36 hours                   * Above 36


    7)      Do     you      feel    that      company           takes   training   quite
         seriously?
          *Yes                         * No
    8) Do you feel restricted by rules, policies and procedures while
         undergoing training?
          * Yes                       * No



    9) Referring to the scale provided below;

STRONGLY                                                                           STRONGLY
                        AGREE               NEUTRAL               DISAGREE
AGREE                                                                              DISAGREE

A                       B                   C                     D                E




          Training program has infused lot of self-confidence               _



          Training and development program are initiated
                                                                      For    promotions.
_
          Training and development program are based usually
                                                On     the      performance       level
_



        D. You found change in the enthusiasm after undergoing
                                                                               training
    _



         E. Training helped you to become aware in regard
             To your strong and weak points.


    _
         F. You learnt more from books and self-study than
                                                 From          attending       courses
    _


        G. Management skills are learnt by experience and
                                         Training     makes        little    difference
    _


              H. Motivational level increases with training program
    _


         I. Training and development of employees helps
                                    In    improving     the      financial    turnover
    _


         J. Training and Development program helps in
             Improving the labor turnover, productivity

             Improvement, absenteeism, process

             Improvement etc.
_



    9) Training which have been imparted till now, was directly helpful
       to your job and you acquired expertise in the subject(s)?
       Yes/No,
       Please elaborate your views:
       …………………………………………………………………………
       …..




11) In your opinion whether in House or outside the house training
         were       more   result   oriented   or   beneficial   and   why:
         …………………………………….
         …………………………………………………………………………
         ……


    12) What in your opinion was the outcome of the attempt?
          * High success                  * Medium success
          * Low success                   * No success


    13) Your suggestions on what should company do to improve the
    quality of it
          Training services?
           ………………………………………………………………
    ….
        ………………………………………………………………
 ….




                             BIBLIOGRAPHY


            BOOKS


a)          Rao Subba, Essentials of HR Management and
Industrial Relations, Vikas Publishing House, New Delhi, 1998,
Fourth Edition.


b)          Gupta C.B., Business Studies, Tata McGraw-Hill
Publishing Company Limited, New Delhi, 1998, Third Edition.


c)          Prasad L.M., Principles and Practice of Management,
Sultan Chand & Sons Educational Publishers, New Delhi, 2001,
Sixth Edition.


d)          Kothari C.R., Research Methodology Methods &
Technology, New Age International Publishers, New Delhi,
Second Edition.


         WEBSITES
          www.vipulfacility.com

				
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posted:6/24/2010
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