Recruitment & Selection Project

PREFACE Theories are important for understanding any subject or fields. But practical training is much more effective to understanding any subject as a whole. The basic aim of the practical training is to help the students for developing their analytical abilities and different thoughts at different angles of the situation. The Major Research Project is being very helpful to the students of MBA for enhancing themes managerial capabilities and skills. Due to the growth of Construction industry and aggressive policy of Government for the Infrastructure developments of PMC Projects ltd are enjoying good amount of growth growth rate. This Major Research Project is much more emphasizing on the basics of the Construction Industry. We also focus on understanding the current scenario and competitiveness in the Industry by applying some models.

It is sincere and humble effort to understand the structure of the Indian Construction industry along with the Construction Manufacturing Companies. This report is prepared by using the secondary data and this data has been gathered by using various sources like Internet, Newspapers. Suggestions regarding report and the project work will really add a learning value.

“Recruitment & Selection”

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Acknowledgment

It is a matter of great pleasure for me, to get this opportunity of expressing my deep and sincere sense of gratitude to my reserved and learned professor of M.B.A department prof. Nimesh Bhojak, & prof. Khusboo Shah and all my faculty members whose inspiration and guidance gave me sufficient strength finish the Industrial Awareness Training. On occasion for submitting the Industrial Awareness Training it is with profound feelings of gratitude, I place on record my extreme in debt to Mr. J. M. Srinivas A.S.M. and Mr. Rajiv Jain Assistant Branch Manager PMC Projects Pvt Ltd, Ahmedabad for permitting me to undergo training as a part of my study st udy in M.B.A. after 1st year. I shall fail in my duty if I do not express my sincere feelings of thanks and gratitude to Mr. Rakesh Patel, under whom I undergo my training His punctuality, discipline, hard working nature and sincerity, will inspire me, whenever whenev er I go. My sincere thanks also goes to all the member of the company for giving me information and clarifying my doubts, obligatory.


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EXECUTIVE SUMMARY The summer training project at The PMC Projects Pvt ltd, this company was very informative and knowledge giving. I have done Research Study on the creative analysis of training and development of employees of the company. The Research Study was confined to PMC Pvt ltd ltd Company with a sample size of 100. I have primary data through questionnaire. I have also been provided the data related to past which I have used as secondary data. At the end of the Research study I have come to the conclusion that I have learned lots of things about this company n the construction criteria of this company. There were some limitations also of our Research study. All the suggestions and findings might prove important to and helpful to increase the penetration of the employees and training about work.


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Chapter 1 Introduction


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CHAPTER: 1 1.1Global Construction Sector: Since the bad economy strongly affected the U.S. construction market, China now has the world’s largest construction industry. India is set to become the 3 rd largest, but the United States has a strong hold on 2nd and the country is working on a comeback.

Current U.S. construction markets will have a strong rebound in the next 5 years, according to the report. This increase is expected to help local workers as well. With an increase of more than 70%, global construction is estimated to grow an output of $12 trillion by 2020. Yes, that’s trillion. A report by Global Construction Perspectives and Oxford Economics states that half of the $4.8 trillion will come from the U.S., China and India. By 2020, construction work in the Middle East and North Africa are expected to average 6%, while Latin America will most likely grow about 5.2%. 5.2 %.


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1.2 Indian Construction Sector India's construction industry contributes 5 percent of the nation's gross national product, and is growing approximately at 15-20 percent per year. Private sector investment in industry and housing, and government investment in India's infrastructure are the growth drivers.

The Tenth Five Year Plan of the Government of India estimated a shortage of 22.4 million dwelling units. Thus, 80 - 90 million housing units will have to be constructed. The investment required for constructing these and related infrastructure during this period will be $600 billion to $800 billion at roughly $30 billion to $40 billion per year. The growth trends in the retail, entertainment, information technology and business process outsourcing sectors have corresponded to a growing demand for shopping malls, multiplexes, food outlets, office spaces, convention and business centers. India requires new infrastructure investments of USD one trillion, and there is still a gap of 2530 percent that can be filled by U.S. companies. The Indian market for construction equipment and services has been growing steadily as projects continue to be implemented in several infrastructure industries. This trend is likely to continue as more and more projects get implemented. The most promising areas of growth are power, oil & gas, ports, roads, civil aviation, urban infrastructure, and housing. The construction industry in India has four broad segments: civil, infrastructure, housing and industrial projects. The growing construction activity in India is likely to produce increased imports for U.S. construction equipment and services. Partnerships with foreign and U.S. firms will continue to be sought by Indian architectural, engineering, and construction firms for largescale projects, either through joint ventures or in consortia, in an effort to obtain highly needed expertise to implement specialized contracts. India’s leading companies and well-run government corporations have shown a marked preference for U.S. construction services. Several projects such as transportation bridges, refineries, and industrial plants executed by the many U.S. companies operating in this market have become showcases for plant design. Their level of expertise is raising the standard for project design, construction, management, and supervision.


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1.3 Gujarat Construction Sector

Government of Gujarat along with the construction industry has set up the good construction industry development council (CIDC) to shape up the Gujarat infrastructure. The council started functioning in full swing from August 1996 and has taken up several important projects related to the vital issues of the construction. The potential for the firms lies in highly specialized contracts for designing, developing industrial infrastructure, setting up training institutes, and conducting construction supervision, areas in which local firms have limited experience. In addition, there are opportunities to supply construction services to India's chemical, electrical/electronic, mechanical engineering and environmental sectors. Gujarat has been enjoying rapid economic growth in the recent years, having the 2nd fast growing GDP in the world since 1980. Further economic reforms and trade liberalization are expected to sub stain this high economic growth in the coming years. Against this back drop, the challenge of the construction industry in the Gujarat is to provide the quality and quantum of infrastructure

that will meet the economy’s needs.


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Chapter : 2 Company Profile


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2.1 Location:

PMC Project Pvt ltd.

Infrastructure House, Shrimali Society, B/S Shikhar Complex, Mithakhali Six Road, Navrangpura, Ahmedabad – 380009


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PMC Project (India) Pvt Limited. PMC project project (INDIA) Pvt Ltd Ltd is one of the fastest fastest growing professionally managed project management companies. The company has handled different types of infrastructure projects of global stature successfully for the country and has earned respect for executing projects within the regulated time, quality and cost framework. Some of the feathers in their cap include Mundra Port with its backup facilities; the 57 km

Mundra port-Adipur railway link ,Gas Distribution pipeline Network and CNG stations in Ahmedabad, SPM & Submarine pipeline project at Mundra, Terminal-2 and several infrastructure projects were under execution at Mund ra and different parts of the country. Infrastructure is the binding fabric of the economy, the medium expensed growth and enabler

of development. PMC projects Pvt Ltd is a leader in the expertise-oriented high-technology industry. PMC has committed and dedicated workforce help anchor PMC success.

2.2 Objective

To become a successful EPC company. (Engineer Procurement & Constructions)

2.3 Vision To be professionally managed infrastructure construction entity, which shall provide the strength to Adani Group to become one of the leading infrastructure company of the country, contributing in the economic development.


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2.4 Philosophy * Consistent commitment to Excellence * Execution of projects to the best standards * Innovation and application of novel construction technique * Requirements driven all project artifacts

PMC has a capability to break projects into work structure and to package it in order to bring cost effective solutions. The core strength of PMC is its project management capabilities. PMC owns fleet of dredgers for maintenance dredging & reclamation. PMC is in the process of setting up for manufacturing man ufacturing of its construction equipments in near future.

PMC has adopted High end solutions in day to day functioning and is looking to the realm of Information Technology to improve the skill base and maintain high levels of efficiency and accuracy. The design software used includes primavera & SAP (ERP).

The Skill sets which PMC has as an organization Design & Engineering Commercial procurement & contracts Timely execution of projects in cost effective manner Coordination of all the activities through proper planning Project manager: work breakdown structure and packing it into different contracts in cost effective manner.

2.5 A Journey To PMC PMC project Pvt. Ltd started way in 1993 as a department and was finally realized on May 3rd, 2005. And from 3 person team to the current strength of more than 800 people. PMC has seen unprecedented growth. Vision to reality stands apt to describe what PMC has achieved till now. The infrastructure development at Mundra is a burning example of what can be achieved, by plain dedication and the passion to make difference.


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SOME FACTS ABOUT PMC. PMC also has process compliance audit by which company come to know deviation in the implementation of the process and that can be solved. The numbers of employees are 100 in PMC. Workforce is differentiating on the basis of age, qualification, professional qualification etc in the PMC. Relation of top level and bottom level is cordial in PMC. The company also contributes to the welfare of society as a part of social responsibility. The company has adopted few villages near Mundra.It also provideseducation facility and medical facility as contribution towards society. The behavior of the group is co-ordinative in PMC. Sometimes ill-behavior is punished by stopping increment. The company does not have any particular punishment for such kind of behavior.

SOME MAJOR LANDMARKS ESTABLISHED BY “PMC” WERE Multiple terminal  Liquid storage Facility  Container terminal  Narmada water pipeline  City gas distribution\ CNG station  Bunkering Line at Mundra Mundra port with its backup facilities  Port User Building (5b) at Mundra  SPM & submarine pipeline projects at Mundra  Air strip at Mundra


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Various Departments and Their Key Functions: Operations 1. Planning : 

Scope finalizing



Basic planning document



3 level planning



Strategic planning

2. Engineering : 

Value engineering



BOQs (Bill on Quality)



Working Dredgers

3. Construction : 

Execution of the project on time, quality and stipulated cost



Project coordination



CTC minus 5%

4. Estimation: 

Preliminary estimation



Budgeted cost documents



Quality Assurance and Quality Control



Quality Control



Quality Audits



Quality Assurance Planning


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5. Project Control: 

Project monitoring



Cost control



Variance report



CTC Vs Actual



Quality Manual System

6. Dredging 

Deeping navigation channels and port areas



Excavation for underwater construction/foundation



Land reclamation



Flood control



De-siltation etc.

7. Railway projects : 

Construction and maintenance of railway projects



Mining and quarrying



Mining process



Drilling, blasting, excavation and loading


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Services:

1. Commercial 

Work Packages



Vender selection



Contractor selection



Vendors’/contractors; Rating system



Cost-to-company documents

2. Contracts Administration 

Bills Regulation



Administration of contracts



Claims settlement



Claims management

3. Finance and accounts 

Accounts



Taxation



Project cost for user



Cash flow of the project

4. Internal Audit 

To identify risk area



Conduct more in depth audit



To provide value added recommendation

5. Information Technology 

Establishment of ERP system



It integration of PMC’s work progress



IT policy


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6. HR and Administration



Recruitment & Selection



Induction



Performance Management System



Wage & salary Administration



Training & Development



Statutory and Legal compliances



Administrative and Welfare Activities

7. Environment and Safety 

Coordination for statutory approvals


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Chapter 3 Recruitment & Selection


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3.1 Introduction: In this information age, the importance of human capital and human asset cannot be ignored; rather it is that line of business that could lead any organization to attain heights. This is the factor that makes difference between one organization and another.

Getting the right person at the right place and then retaining him/her is the main area of concern

in today’s corporate world. Hence, the emphasis is being laid to device policies and programmers in such a manner that it leads to retention of the desired manpower and thus contributes towards organizational development.

Recruitment has been regarded as the most important function of personnel administration, because unless the right type of people is hired, even the best plans of organization charts and control systems would not do much better. Selection on the other hand tends to be negative because it rejects a good number of those who apply, leaving only best to be hired. At PMC the process of recruitment and selection involves following steps. 1. Organ gram (Department wise / Project Wise) 2. Sourcing of profiles 3. Screening of profiles 4. Communication to short listed candidates 5. Scheduling interviews 6. Conduction interviews 7. Joining formalities


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3.2 Process of Recruitment and selection of PMC Projects Pvt ltd: Step 1: Organ gram (Department wise / Project Wise)

The first step of the recruitment is Manpower planning which is done by the departments taking into consideration their goals. This is done by the project/departmental head in consultation with the concerned person from the HR department. They make the decision taking into consideration the following things: 1. Duration of the project, based on which decision is made whether to take an employee on permanent bases or on FTA (Fixed Term Appointment). 2. Whether to go for replacement vacancy or new recruitment or temporary recruitment for specific period. 3. Designation of the person to be recruited and Nos. 4. Qualification of the person Required / Preferred P referred 5. Experience / special training / exposure

Step 2 : Sourcing of Profiles:

(A) Internal Sources:

1) Present employees : Promotion and transfer from among the present employees is good source of recruitment.

2) Employee referrals : This can be good source of recruitment. Employee can develop good prospect for their families and friends by acquainting them with the advantage of a job with the company, furnishing cards of introduction, and even encouraging them to apply.


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3) former employees: Former employees are also internal source of recruitment. some retired employees may be willing to come back to work on part time basis or may recommend someone for some who would be interested in working for the company .

4) Previous Applicants Those who have previously applied for jobs can be contacted by mail, a quick and inexpensive way to fill an unexpected opening.

(B) External Sources 1) Advertisements These constitute a popular way of seeking recruits as many recruiters prefer advertisement because of their wide reach. Want ads describe the job and the benefits associated with it, identify the employer and tell those who are interested and how to apply. They are the most familiar form of employment advertising.

For

highly

specialized

recruits,

advertisement

may

be

placed

in

professionals/business journals. News paper is the most commonly used media by PMC company.

An advertisement must contain 1. the job content(primary task and responsibility) 2. description of working condition if they are unusual 3. job location 4. the compensation including the fringe benefits 5. job specification 6. growth prospects 7. To whom one applies.


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2) Campus recruitment and selection Colleges, universities, research laboratories, sport fields and institutes are fertile ground for the recruiters, particularly the institutes. Students from management institutes, engineering colleges and other institutes are taken as (GET) Graduate engineer trainees), MT (Management Trainees) on Fixed Term Appointment or on Probation base, afterwards taking into consideration they are given confirmation.

3) Walk-in interviews In case of wall-in interviews candidates are selected from various source like placement broacher of engineering colleges, present employees, recruitment consultants etc by . they are contacted and informed about the date, time and location of the interview, at the same time some required information i.e. his present organization , his present CTC etc.

4) Contractors Contractors are used to recruit casual workers. The name of worker are not entered in the company records and, to this extent, difficulties experienced in maintaining permanent workers ate avoided.

5) Consultants A recruitment recruitment consultant is involved in attracting candidates and matching

them to jobs

in client companies in temporary or permanent positions. These jobs can vary from entrylevel roles to directors and executives OF PMC Projects pvt limited. Consultants also provide advice to both clients and candidates on salary levels, training requirements and career opportunities.


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Step 3 : Screening of Profiles After completion of sourcing of profile the next step is the screening of profiles and short listing of the applicants. This is done by the HR department taking into consideration the following criteria of PMC Projects pvt ltd :



Qualification of the applicant



Special training if any



His / her work experience



Projects under taken and present job responsibilities



His /Her present pay package



Willingness to locate to the place of work etc. and final technical short listing is done by the concerned departmental experts etc.

Step 4: Communication to short listed candidates Short listed candidates are informed to appear for the personal interview by en e-mail, mentioning the date, time and location of interview, required documents, mode of transportation if required etc.

Step: 5 Scheduling Scheduling of Interview Location of the interview is decided taking into consideration the number of candidates who will attend the interview, for that in very outset all the candidates who have applied are called and their confirmation is taken whether they are coming for the interview or not and final list of the candidates to be interviewed is prepared and considering this number the location for the interview is decided.

Step: 6 Conducting Conducting Interviews and Selection An interview is a formal in-depth conversation conducted to evaluate the applicant’s acceptability. Interview can be adapted to unskilled, skilled, managerial and professional employees. “Recruitment & Selection”

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The employment interview can be 1. one to one 2. sequential 3. panel

These are the most important factors while recruiting and selecting the candidates for a job. (1) Personal information of the candidate Name, Position Applied, Highest Degree, Total work experience, current employer, present location of job and the present CTC, ate of Birth, Age etc.

(2) Candidate Assessment: a) Job Knowledge b) Organizational / Managerial ability c) Manners/Expression/Interpersonal Relations d) Personality e) Potential for further growth f) Safety/Quality/Cost Consciousness Candidate is rated either as poor or average or good or Very good or excellent.

(3) Name of Interviewers and date of interview (4) Over all suitability for the positioni.e. poor, Average, Good, Very Good, Excellent. (5) Selection decision: Selected, Not selected, reserve in Data, Referred to other Department. (6) Comments by the interview panel


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Step: 7 Joining: Continuous follow up is done to the selected candidates for the joining. At the time of joining the candidate is required to bring following documents: 

Mark sheets:

S.S.C, H.S.C., I.T.I,

DIPLOMA,BACHELOR’S DEGREE, MASTER’S DEGREE (as

applicable) 

One copy of latest Resume



Qualification Certificates:

S.S.C, H.S.C., I.T.I, DIPLOMA,

BECHELOR’S DEGREE, MASTER’S

DEGREE

(whichever is applicable) 

Relieving letter of last employer



Experience letter of last employer



Copy of salary slip /Appointment letter of last emplo yee



Accepted copy of resignation letter



Copy of driving license/passport/PAN card/ID card



Photographs: Passport size: 5 no’s, Stamp size-3 nos.



Blood Group Certification

If the candidate is not having the relieving letter from his last employer he needs to make one affidavit. 

Bio data form



Joining report



Employees detail form



Family detail form



Form for the I-card



Form -2 for the PF



Form – F for Gratuity



TDS form


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These all the documents are collected from the employee and a separate file is prepared for the same and the cover page of file contains the basic details of the employee such as name, designation, department, location, date of joining etc.

3.3 Induction: 

On average, 17% of working population leaves their job per annum. This means that potentially, one in six employees faces a first day in a new job every year.



One reason people change job is that they never feel welcome or a part of the organization they join.



A thoughtful new employee induction programme can reduce turnover and save an

organization’s thousands of Rupees. 

Whether a company has two employees or 20,000, it should not leave new employee induction to chance.



Induction is also known as orientation and placement.



Induction is the process of acquainting new employees with the organization. Orientation topics range from such basic items as the location of the company cafeteria to such concerns as various career paths within the firm.



Induction helps the candidate to : 

In knowing more about he job, its content, policies, rules and regulations.



The people with whom he is supposed to interact. .



The terms and conditions of employment.



Adjust and adapt to new demands of the job.



Get along with people.



Get off to a good start.


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

Objectives of the Induction :



To cut down recruitment cost.



To improve job satisfaction, morale and motivation.



To use as an introduction to the benefits of training and development.



To ensure that new people become independent sooner on routine operations so that other

members of staff don’t have to spend much time on formal guidance. 

To Reduce absenteeism and staff turnover.



To Promote a safe and equitable work environment through an awareness of policies and responsibilities in these areas



To Aid the staff member in establishing effective working relationships and social networks



To Create a positive attitude and commitment to the organization.



Employee benefits:



Pay scale and pay days



Vacation and holidays



Rest breaks



Counseling



Insurance benefits



Retirement program



Employer-provided services to employee



Rehabilitation program


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Chapter 4 Research Methdology


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Introduction 4.1 OBJECTIVES OF THE STUDY

There must be an objective behind any research. Without objective there is no meaning of research. The main aim of research is to find out the truth truth which is hidden and which which has not been discovered yet. As each research has some or the other objectives, the following are the objectives of this research:



The main objective of the Research is to find out the employees perception regarding recruitment & selection.



To analysis reasons behind opting for an system of recruitment and selection.



To find out factors that influence employees to join this organization.


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4.2 RESEARCH DESIGN

INTRODUCTION A Research Design is the framework or plan for a study which is used as a guide in collecting and analyzing the data collected. It is the blue print that is followed in completing the study. The basic objective of research cannot be attained without a proper research design. It specifies the methods and procedures for acquiring the information needed to conduct the research effectively. It is the overall operational pattern of the project that stipulates what information needs to be collected, from which sources and by what methods. A research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure.

Descriptive Research: Descriptive Research is concerned with describing the characteristics of a particular individual, or of a group. It includes studies concerned with specific predictions, with narration of facts and characteristics concerning individual, group or situation. Out of above research methods the research method, which was most suitable to my research, was Descriptive Research because it provides us all the opportunities to cover the all the aspects that I require to conduct the research and get an appropriate out come.


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4.3 UNIT OF ANALYSIS A sampling unit or the unit of analysis is that element considered available for selection in the research process. It is that element which is studied and the data regarding which are collected for the research purpose. Analysis of this unit serves as the basic purpose of the study.

Sample size

It is true that it’s very difficult to do the research with the whole universe. As we know that it is not feasible to go for population survey because of the numerous customers and their scattered location. So for this purpose sample size has to be determined well in advance and selection of sample also must be scientific so that it represents the whole universe. So far as this research is concerned, the sample size taken is of 100 employees of the PMC Projects Pvt ltd out of 102.


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4.4 DATA COLLECTION METHOD The task of data collection begins after a research problem has been defined and research design/plan checked out. While designing about the method of data collection to be used for the study, the researcher should keep in mind two types of data.

1)Primary Data: The data, which are collected for the first time, directly from the respondents to the base of knowledge & belief of the research, are called primary data. The normal procedure is to interview some people individually or in a group to get a sense of how people feel about the topic.

2) Secondary Data: When data are collected & compiled in a published nature, it is called secondary data. So far as this research is concerned, primary data is the main source of information. The data collected is through questionnaire & information provided by the respondent.


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table-1 Mode of Data collection

Sample Universe

Type of Sampling

Sample size

Research Instrument

PMC Projects Pvt ltd. Navrangpura, Ahmedabad

Non- probability Sampling method

100 employees from the organization A structured formatted questionnaire

The research instrument selected by me was the questionnaire because it gives more flexibility in terms of collection of the data and one has a chance to meet the senior employees personally and have an idea of getting an important unknown data that can be collected through their designation.


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4.5 LIMITATIONS OF THE STUDY The limitations of this study are as follows:

1) Employees Bias: Some employees may have had employees bias due to which they may not have given the correct information and due to which the right conclusion may not have been derived at.

2) Time Limit: The time limit taken for conducting the research was very less which could also be one of the limitations of the study.

3) Sample Size: The Sample size taken is 100 employees of the company. If the same research is carried carried out with large sample size, the result may vary.


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Chapter 5 Data Analysis And Interpretation


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Q. 1 What is the sources use

for recruitment in your company?

Objective The main objective behind this question is to know the sources of recruitment. Category

Percentage

Direct recruitment Campus Web portals Employees reference Placement agency Total

20 15 35 5 25 100

35% 35% 30% 25%

25% 20%

20%

15%

15% 10%

5%

5% 0% Direct recruitment

Campus

W eb portals

Employees Placement reference agency

Percentage

.

Interpretation: From the above table & chart, it is clear that the company is using a sources of recruitment and here we can see that most useful source is web portal. So on that basis we can assume that company recruiting their employees by web portal.


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Q. 2 Which level of employees do you look for? Objective The main objective behind this question is to know the level of employees for good opportunities.

Levels

Junior

Middle

Senior

Total

Percentage

25

40

35

100

35%

Senier

40%

Middle

25%

Junior

0%

10%

20%

30%

40%

Percentage

.

Interpretation: From the above table and chart it has to be shown that the middle level of employees have a far better opportunities as compare to junior and seniors because these type of people have a ability to do any task or work in for the company.


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Q. 3 What are the important things you look while screening resume of candidates?

Objective The aim of asking this questions is to know the important factors while screening the resumes of the candidates. Criteria

Percentage

Qualification Communication skills Presentation skills Experience Attitude Others

20 15 15 40 5 5

Percentage 5%

5% Qualification

20%

Communication skills 15% 40%

Presentation skills Experience

15%

Attitude Others

.

Interpretation Above table & chart shows that the most important factor is experience while screening the resume of the candidates because this company demanding the experience of the employees because it has all about construction work. And other factors factors are also important while recruiting the candidates.


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Q. 4 While applying for a job, is there application form available? Objective The main objective is to know weather application form is available or not.

Yes 100

Intensions Percentage

No 0

Application form

100% 50% Percentage 0% Yes No

.

Interpretation According to organization’s format the application forms are available for employees while applying for a job. It is compulsory things and have to follow it so, the 100% employees said yes while asking this question.


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Q. 5 In which areas do you recruit the employees?

Objective The objective is to know the areas of recruitment of the company. Categories

Percentage

Operation Administration Finance Sales Marketing HR

45 15 25 0 0 15

Areas of Recruitment

15% Operation

0%

Administration 45%

Finance Sales

25%

Marketing HR 15%

.

Interpretation

Above table and charts shows that the company has recruit the above criteria’s. and the PMC Projects pvt ltd. Recruiting highly in operation areas as compare to other areas from the above table.


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Q. 6 Which kind of techniques of the recruitment would be used by the PMC Projects Pvt. Ltd.? Objective The main objective behind this question is to know the techniques or methods of recruitment used by the organization. Categories Employee Referrals Campus Recruitment Total

Percentage 45 35 100

Tecniques of Recruitment

60% 40% 20%

Percentage

0% Employee Referrals Campus Recruitment

.

Interpretation As per the above chart and table, 65% employees joined the organization for employee referrals and 35% are recruited by the campus recruitment which means the organization has mostly used the employee referrals so that they can judge the new candidate.


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Q. 7 Which kind of indirect methods are used by this organization for recruitment?

Objective The main objective is to know the indirect methods of recruitment of the organization.

Criteria Advertisement Employees trade union Professional association

Percentage 36 25 39

Indirect Methods Of Recruitment

36%

39%

Advertisement Employees trade union

25%

Professional association

Interpretation According to senior employees of the organization. They justified that mostly organization can use the indirect method of the recruitment and 39% said the professional association deals with the indirect method and 25% employees believe that organization used the employee trade union for their recruitment and this organization also deals with advertisement criteria that shown the 39% as per the survey.


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Q. 8 which kind of interview you faced of selection process in the organization? Objective To know the types of interviews held by the organization. Categories Informal interview Formal interview Panel interview Stress interview Total

Percentage 20 28 45 7 100

Types of Interviews Stress interview

Panel interview Percentage Formal interview

Informal interview 0%

10%

20%

30 %

40%

50%

Interpretation As per the above table and chart 20% employees faced informal interview in this organization, formal interview faced by 28% of employees, 7% employees conducted stress interview which was very bad experience for the employees who are selected for a job as per the survey. But this organization mostly concern with the panel interview and recruited and selected the most preferable candidates for their organization.


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Q. 9 On which basis you get staffing service? Objective The objective is to know the staffing service of PMC Project pvt ltd. Contract 35

Category Percentage

Temporary 35

Permanent 30

Staffing Service

30%

35% Contract Temporary Permanent

35%

.

Interpretation According to top level of employees they recruit and select the best candidates so they provide three types of staffing services as per the above diagram we can see that the contract & temporary staffing services are similarly provided by the company is much lowest as compare to contract and temporary.


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Q. 10 Which kind of external factors of recruitment affects to your organization? Objective The main objective behind this question is to know effects of the external sources of recruitment. Categories Socio-cultural factors External influences Legal factors Nature of competition for human resources Total

Percentage 25 15 10 50 100

External factor of Recruitment

Socio-cultural factors 25% External influences 50%

Legal factors 15% Nature of competition for human resources

10%

Interpretation From the above table & chart 25% employees believe that socio- cultural factors affect the recruitment process. 15% employees believe that external influence affects the recruitment process of the organization and 10% believe that legal factors affecting the recruitment process but most highest 50% employees believe that it would be affected by nature of competition of human resource. The competition of human resource is very high as compare to other factors which is affect desperately to the process of recruitment in this organization.


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Q. 11 Which kind of internal factors of recruitment affects to your organization? Objective The main objective behind this question is to know effects of the internal sources of recruitment. Categories Organization image Recruitment policy Growth & expansion Size of the firm Total

Percentage 35 35 20 10 100

10% 0% Categories 35%

20%

Organization image Recruitment policy Growth & expansion Size of the firm

35%

Interpretation According to employees 35% believe in the image of organization as well as recruitment policy of the organization. They are similarly affect the internal factors of recruitment but 20% believe that the internal factors affect the growth and expansion of the organization and lastly, very less

employees means 10% are believing the size of the organization’ s recruitment process.


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Q. 12 Do you have employee referral schemes?

Objective The aim is to know the providing employees referral schemes or not. Yes 70

Category Percentage

No 30

Employee referral schemes 80% 70% 60% 50%

Percentage

40% 30% 20% 10% 0%

.

Yes

No

Interpretation According to employees of the company the 70% employees have a referral schemes and 30%

haven’t any kind of referral schemes as per the survey.


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Q. 13 If yes, the reward given on bringing the candidate on board is Objective The objective is to know the which kind of referral schemes or rewards are given to the employees.

Monetary reward 65

Category Percentage

Non- Monetary reward 35

Reward of the employees

35% Monetary reward Non- Monetary reward 65%

.

Interpretation As per the above chart we can see that those employees whom have a referral schemes 65% employees have a monetary reward and 35% of employees have a non- monetary reward as par the survey considered.


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Q. 14 Do you conduct medical examination of selection process? Objective The objective is to know the psychometric tests would be attempt by the employees of the company or not. Yes 0

Category Percentage

No 100

100 100 90 80 70 e g a t n e c r e P

60 50 40 30 20 0

10 0

.

Yes

No

Interpretation As per the above chart we can see that the PMC organization do not conduct any kind of medical examination of the employees because they believe that this type of exams are the waste of time.


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Q. 15 Do you bear any expenses of the out station candidate for the final interview? Objective The main aim is to know the company has bearing the expenses of the out station candidates or not. Yes 75

Intentions Percentage

No 25

Expenses of the out station candidates 0% 25% Intentions Yes 75%

No

.

Interpretation As per the above table and charts we can see that 75% employees believe that PMC company bear the expenses of out station candidate’s expenses. But the 25% employees strongly disagree with this statement. Because they never seen these type of expenses afforded by company.


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Q. 16 What are the monetary limits for the following expenses? Objective The main objective behind this question is to know the monetary limits of the company about following expenses.

Category

Travel

percentage

20

Transportation of accommodation house hold goods 15 65

Monetary limits for the expenses 80% 60% 40% 20% 0% Travel Transportation of house hold goods

accommodation

.

Interpretation According to senior employees the PMC projects pvt ltd has create some monetary limits in such expenses. The company has affording such expenses. As per the survey only 20% travel expenses done by company and 15% on transported house hold goods. But 65% of the expenses occurred for accommodation by the company as per the above chart. That means company is much careful about the their employees regarding their accommodation.


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Q. 17 Do you conduct any kind of aptitude tests of selection process in PMC Projects Pvt ltd? Objective The main aim to ask this question is to know PMC company conducting any kind of aptitude test or not for their employees.

Yes 80

Criteria Percentage

No 20

Aptitude test for the employees

20% Yes No 80%

.

Interpretation from the above chart and diagram 80% employees said they attempt the aptitude test of the selection process in this organization but 20% employees said they didn’t attempt any kind of aptitude test. The reason behind in that because they directly selected and they seen their ability in their campus interview.


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Q.18 The duration of the probationary period for a new joiner in your organization is ? Objective The main aim is to know about the probationary period for a new joiner.

6 months 35

Category percentage

One year 40

Two year 25

Probationary Probationary period of new joiner 45% 40% 35% 30% 25% percentage

20% 15% 10% 5% 0% 6 months

One year

Two year

Interpretation

As per the above table and charts the company has provided the training facilities to their new joiner. According to senior s enior employees, emplo yees, they th ey hire the new joiner some short of actions related to their ability, skills and as per their knowledge.


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Q. 19 Does your organization provide you with following additional work provisions? Objective The main objective behind this question is to know the which kind of provisions provided by the company for their employees. Criteria

percentage

Telephone for personal use Counseling services Health program Family support system Exercise relocation

10 35 20 10 5 20

Additional work provision Telephone for personal use 20%

Counseling services

10%

5% 35%

10%

Health program Family support system

20%

Exercise relocation

.

Interpretation Above table and charts shows that highest 35% counseling service provided by the company and least would be the 5% which is for exercise which is provided by the company to their employees.


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Q. 20 Do you think that if employees have good work life balance the organization will be more effective & successful? Objective The main aim is to know should the employees have good work life in the the organization or not. Yes 90

Intensions Percentage

No 10

Employees good working life 10%

Yes No 90%

.

Interpretation According to 90% senior and other employees are believe that there should be good work life balance so the organization will be more effective & successful but 10% of working people do not agreed with this statement. Because they believe this statement does not matter at all.


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Q. 21 Age group Objective The main aim is to know the age of employees. Age group percentage

15-25 23

25-35 27

35-45 35

45 & above 15

Age group 15%

23%

15-25 25-35 35-45

35%

45 & above

27%

.

Interpretation As per the above chart and table we can see that the highest percentage in 35-45 age group of the employees that means most of the employees working in that organization have a age of 35-45. and the least percentage shown in 45 and above group. Because the company believes that 35-45 age group has strength, power and ability to do any task. And about 45 and above person can do only execution so they are less in the company as per the survey.


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Q. 22 Gender Objective The aim of this question is to know how many male and female are working in this organization. Male 60

Category percentage

Female 40

Gender 70% 60% 60% 50% 40% 40% 30%

percentage

20% 10% 0%

.

Male

Female

Interpretation As per the survey there are 60% male who can work for this company and 40% female are working in this organization.


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Q. 23 Annual income Objective The main aim is to know about the annual income of the employees of the company. Category

Percentage

Below 5 lacs 5-10 lacs 10-15 lacs 15-20 lacs 20-25 lacs 25 & above

30 20 15 20 5 10

Annual Income

10% 5%

Below 5 lacs 30%

5-10 lacs 10-15 lacs

20%

15-20 lacs 20-25 lacs 15%

20%

25 & above

.

Interpretation As per the table and charts we can see that the annual income of the employees. 30% employees get below 5 lacs every year which is very low income and 15% employees get between 10-15 lacs. But the 5% employees get higher income which included in the category of 20-25 lacs. They are senior employees of the company as per the survey.


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Chapter – 6 Hypothesis Testing


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Introduction:

Be going for a sample survey we have some perception about the population, which also works as a benchmark. By employing hypothesis testing we just want to check whether out perception is correct or not.

Hypothesis testing begins with an assumption called a hypothesis that we make about a population parameter. Then we collect sample data, produce sample statistics, and use this information to decide how likely it is that our hypothesized population parameter is correct.

Testing hypothesis at some set level means that we will reject the null hypothesis if the difference between the sample statistics and the hypothesized population parameter is large.

The significance level we have chosen for testing hypothesis is at 5% and the table value of z comes out to be 1.645.

Null hypothesis: hypothesis: In hypothesis testing we must take the assumed or hypothesized value of the population parameter before we begin sampling. The assumption we wish to test is called the null hypothesis and is symbolized Ho.


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Alternative hypothesis: hypothesis: Whenever we reject the null hypothesis we accept the alternative hypothesis which is symbolized H1. Here, I am having four hypothesis testing to check out that whether my analysis is right or wrong Before calculating hypothesis testing let me point out few terms and their meaning. H0 = Null Hypothesis H1 = Alternate Hypothesis P = Probability of success of Hypothesis Q = Probability of failure of Hypothesis P1 = Actual result of P N= Total number of sample Z = value of normal distribution curve ^

σx= Standard Deviation of P (NOTE: here 5% is taken as significant level


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Hypothesis: 1 Do you conduct any kind of aptitude tests of selection process in PMC pvt ltd?

Whether 80% of employees in PMC Projects pvt ltd, conducted aptitude tests in Ahmedabad branch. P=0.8 Q=0.2 n=100

α =0.05 P1=78/100=0.78 H0: P=0.8(80% of employees in PMC Projects pvt ltd, conducted aptitude tests in Ahmedabad branch) Ha: P≠0.8 (80% of employees in PMC Projects pvt ltd, not conducted aptitude tests in Ahmedabad branch) ^

σx=√ (PQ/N) = √ [(0.8) (0.2)/ 100] = √0.0016 = 0.04 Upper limit

=P + σ *z

Lower limit =P - σ *z

=0.8 + (0.04) (1.96)

=0.8 - (0.04) (1.96)

= 0.8784

= 0.7216


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Rejection region

acceptance region

2.5%

47.5%

0.72

Rejection region

47.5%

0.80

2.5%

0.88

p1 = 0.78

Here, the sample mean P1=0.78 which lie on acceptance region so we accept the null hypothesis and reject the alternative hypothesis. So less than 20% employees not taken any kind of aptitude tests.


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Hypothesis: 2 More than 90 % of Employees have good work life balance the organization will be more effective & successful.

P=0.9 Q=0.1 n=100

α =0.05 P1=94/100 = 0.94

H0: P=0.9 (90% of Employees have good work life balance the organization will be more effective & successful.) H1: P≠0.9 (90% of Employees have good work life balance the organization will not be more effective & successful.) ^

σx= √ (PQ/N) = √ [(0.9) (0.1)/ 100 = √0.0009 = 0.03

Upper limit =P + σ *z =0.84 + (0.03) (1.65) =0.889


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Acceptance Region

Rejection Region

50%

45%

5%

Conclusion: Here, the sample mean P1=0.94 which lie on acceptance region so we accept the null hypothesis and reject the alternative hypothesis. More than 90 % are Employees have good work life balance the organization will be more effective & successful.


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Hypothesis: 3 Whether 70% of Employees have referral schemes.

P=0.70

Q=0.30

n=100

α =0.05 P1=80/100=0.80

H0: P=0.70 (70% of Employees have referral schemes) H1: P≠0.70 (70% of Employees haven’t referral schemes) ^

σx=√ (PQ/N) = √ [(0.70) (0.30)/ 100] = √0.0021 = 0.0458

Upper limit

=P + σ *z

Lower limit =P - σ *z

=0.70+ (0.0458) (1.96)

=0.70 - (0.0458) (1.96)

=0.7233


=0.6102

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Rejection region

acceptance region

2.5%

47.5%

47.5%

Rejection region

2.5%

Conclusion: Here, the sample mean P1=0.8 which lie on rejection region so we reject the null hypothesis and accept the alternative hypothesis. So less than 30% haven’t employee’s referral schemes.


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Chi-Square Analysis



A fundamental problem is genetics is determining whether the experimentally determined data fits the results expected from theory.



Karl Pearson and R.A. Fisher developed the “chi-square” test.



The chi-square test is a “goodness of fit” test: it answers the question of how well do experimental data fit expectations.



The “Χ” is the Greek letter chi; the “∑” is a sigma; it means to sum the following terms for all phenotypes. “obs” is the number of individuals of the given phenotype observed; “exp” is the number of that phenotype expected from the null hypothesis.



Note that you must use the number of individuals, the counts, and NOT proportions, ratios, or frequencies.   2



(obs  exp) 2 exp exp

Critical values for chi-square are found on tables, sorted by degrees of freedom and probability levels. Be sure to use p = 0.05.



If your calculated chi-square value is greater than the critical value (Tabulated Value) from

the table, you “reject the null hypothesis”. 

If your chi-square value is less than the critical value, you “fail to reject” the null hypothesis (that is, you accept that your genetic theory about the expected ratio is correct).



A critical factor in using the chi-square test is the “degrees of freedom”, which is essentially the number of independent random variables involved.( If CV > TV, Reject H0& Accept H1, Vice- versa).


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Q. What is the age of employees? e mployees? Gender Male(%) Female(%) Total

15-25 8 15 23

25-35 15 12 27

35-45 25 10 35

45 & above 12 3 15

Total 60 40 100

Hypothesis Null hypothesis H0= P1=P2=P3=P4

Alternative hypothesis Ha≠P1≠P2≠P3#P4 Significance of level is= 0.05% Expected frequency: Row total * Column total Grand total Age

15-25 25-35 35-45 45 & above

Gender

Male Female Male Female Male Female Male Female

Observed frequency (Q) 8 15 15 12 25 10 12 3

Expected frequency (Exi) 13.8 9.2 16.2 10.8 21 14 9 6

Total

Q- Exi

2 (Q-exi)

-5.8 5.8 -1.2 1.2 4 -4 3 -3

33.64 33.64 1.44 1.44 16 16 9 9 120.16

Chi – square =

= 120.16/100 =0.2608ans. Degree of freedom = ( row-1) row -1) * (col-1) =(2-1) (4-1) = 3


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3 degree of freedom and significance of level shoe the chi square table value is 7.8147 ------Acceptance--Region -------rejection -------rejection area Region 0

1.2016 7.8147

Conclusion: In this question the null hypothesis is accepted because the tabulated value is more than calculated value. It means there seems to be no significant difference between age of male and female.


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ANOVA TABLE

Q. What is the sources use for recruitment in your company? Sources

A(Very good)

B(Good)

C(Average)

Direct recruitment Campus Web portals Employees reference Total

44 40 37 47

50 56 46 28

2 2 19 25

168

180

48

A= 180/4 =45

B=168/4 =42

C=48/4 =12

45+42+12=99/3 =33 SSTR= E(x – X )

1.

A=144 B=81 C=441 2 SSTR=En (x-X)

2.

2 A=E4 (45-33) =576 B=324 C=1764 576+324+1764= 2664 3.

MSTR= SSTR/n – 1

=1332 4.

2 SSE = E(x – X) A= 336 B=58 C=418


336+58+418 = 812 Page 70

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5.

MSE = SSE/ N-K

=90.2 6. F Calculated:

MSTR/MSE

=14.8 Show the F table:

Degree of freedom associated with SSTR. A-1 = 2 Degree of freedom associated with SSE. n-k =9 The significance level is 5% The table value is 4.26

Rejection region

acceptance region

-4.26

Rejection region

4.26

Conclusion: Since, Observe value F calculated is greater than F tabulated. So, we reject null hypothesis it means we conclude that promotional method need affect the average sales of the product in a difference features.


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NON- PARAMETRIC STATISTICS Parametric statistics are statistical techniques based on assumptions about the population from which the sample data are selected. The name parametric statistics refers to the fact that an assumption is being made about the data used to test or estimate the parameter. Non- parametric statistics are based on fewer assumptions about the population and the parameter than are parametric statistics. Sometimes they are referred to as distribution- free statistics because many of them can be used regardless of the shape of the population distribution. A variety of non- parametric statistics are available for use with nominal or ordinal data.

Two tests of non- parametric test Rank Sum Test 1. The Mann Whitney U Test 2. The Kruskal Walls Test


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1. The Mann Whitney U Test Q.What areas do you recruit in? HR

Marketing

31

38

13

12

6

11

9

11

13

8 20 H0: the field of HR Ha: The field of Marketing Rank

Other

Rank

6

1

8

1

9

2

11

2.5

13

3.5

11

2.5

13

3.5

12

4

31

5

20

5

38

6

Fields

Total

15


21

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Mean of the sampling distribution U statistics: = n1 * n2/ 2 =15 Standard error of U statistics U=n1*n2(n1+n2+1)/12 =5.48 U statistics

U = n1 * n2 + n1 (n1 +1)/2 – R1 R1 =30 Z = U – U/U = 2.74 The observed value of Z is 2.74 so the results are in the acceptation region.


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2. Kruskal wallies Test (H) The non parametric alternative to the one-way analysis of variance is the Kruskalwallies test. The process of computing a Kruskal K statistic begins with ranking the data in all the groupstogather.

Q. What are the important thing you look while screening resume of candidates?

Qualification

Experience

Attitude

80

15

10

20

30

65

25

30

20

50

25

5

Ans. Factors

Rank

5

1

10

25

6.5

2

30

8.5

15

3

30

8.5

20

4.5

50

10

20

4.5

65

11

25

6.5

80

12


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Null hypothesis H0= P1=P2=P3

Alternative hypothesis H1≠P1≠P2≠P3 H = 12/ N(N +1) [ R1/n1 + R2/n2 +.......Rp/np ] – 3 (N + 1 ) Where, n1 = sample size of 1st N2 = Sample size of 2nd R1 = Sum of rank in 1 st R2 = Sum of rank in 2 nd N = n1 +n2+n3 = 39 ans. Degree of freedom n-1 =2 Significance level 5% Table value is 5.991 ------Acceptance---

-------rejection -------rejection area

5.991 0

Conclusion: We may reject null hypothesis because the calculated value is greater than tabulated value. There seems to be a huge significance difference in all three factors.


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Chapter – 6 Findings & Suggestions:


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Findings From the analysis, I found some points as shown below:



The organization recruit and select the employees from campus recruitment which is 35% only. Because the organization believes the employee referrals.



70% employees have employees referral scheme in monetary terms because they have future oriented goals. So, they achieved these kind of schemes as per the survey.



From the survey, the nature of competition of human resource of the external factor of recruitment is highest percentage that is 50% which means employees have a toughest competition in PMC’s environment and to show their skills & ability for achieving their long term goals.



This organization has a good image this statement believed by the 35% of employees.



The internal factors of recruitment deals with the recruitment policy of the organization has a good recruitment policy so that they can get good opportunities to do the work.



The 45% employees given the panel interview as per the survey., because organization preferred these kind of interview to know about the recruited employees and selected him or her in a proper way.



By this organization 36% expenses would be occurred from the advertisements & 39% expenses occurred from the professional association means the company is mostly focused on highly skilled professional which has good qualification and also have ability to do any task.



In this organization, 40% employees are the new joiner which is beneficial for the organization and give them some kind of training and preparing for a job, for the purpose of expanding the business entire the world.


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Suggestions

As per the analysis there are some suggestions which is required:



In this organization 100 employees are working together but there is very tough competition between them. Because of that they forget the human responsibility. So for that purpose organization should improve employees mentality. And motivate them related to work not for competition.



This organization has the quite tough recruitment and selection process so it should be liberalize by the organization.



There should be open discussion with employees before putting up any project.



Ideally there should be a customized work life balance programs arranged for employees. So that they can do their work efficiently.



While selecting the candidate for a job the organization taken the interview must be formal not to be taken any kind of stress interview.



Organization should organize the sport events ev ents for their refreshment.



The organization should be take care of out station candidates who selecting for a job in terms of accommodation and other expenses.



The staffing service provided to the employees as per the survey, so it should be on permanent basis so that employees will achieve easily what they want in the organization.


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Chapter – 7 Conclusion:


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The main aspect of our questionnaire has resulted in to the following conclusion. 

PMC Projects Pvt ltd. is one of the growing infrastructure in India. Major players in the construction of infrastructure are Balaji, Relience, ONGC etc.



Among all the company PMC has a good image in india especially in port areas, Railways, CNG stations etc.



The recruitment and selection process are needed in the organization because mostly employees wants to apply for this company and their aim to achieve a good job in this organization..



The recruitment & selection is very important factors to any organization because it deals with the human resources and by this organization mostly the candidates wants make their carrier in the infrastructure industries.



In this organization the recruitment & selection process is quite tough because it needs a highly skilled and experienced employees.



The selection process deals with the interviews which would be faced by the employees. So, that the organization get a right candidate for a right job.



So, the recruitment and selection process is very important for the organization.


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Chapter 8 Bibliography


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1. 2. 3. 4.

Human Resource Management by K.Aswathappa H.R. Practices by Monnappa Human resource Management by Gary Desslar Human resource Management by Thakur Prakashan

Webliography: http;//www.pmcprojectspvtltd.com http;//www.pmcprojectspvtltd.in http;//www.adanipmcprojectspvtltd.com


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Chapter 9 Annexure:


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Questionnaire

I (Neha Bhadauria ) am student of DIMCA (Divaba Institute of Management & computer Application) college and doing survey for education purpose and summer research report. Kindly respond for this questionnaire the information provided by you. Fundamental Analysis of Recruitment & Selection of employee of the “PMC Project Pvt ltd .” Q. 1 What are the sources use for recruitment in your company?

Direct recruitment Campus Web portals Employees reference Placement agency

[ [ [ [ [

] ] ] ] ]

Q. 2 Which level of employees do you look for?

Junior Senior

[ [

] ]

Middle

[

]

Q. 3 What are the important thing you look while screening resume of candidates?

Qualification Presentation skills Experience Others

[ [ [ [

] ] ] ]

applic ation form available? Q. 4 While applying for a job, is there application Yes

[

]

No

[

]

Q. 5 In which areas do you recruit the employees?

Operation Administration Finance Sales Marketing HR “Recruitment & Selection”

[ [ [ [ [ [ Page 85

] ] ] ] ] ] (DIMCA)

Q. 6 Which kind of techniques of the recruitment would be used by the PMC Projects Pvt. Ltd.

Employee referrals [ ] Campus recruitment [ ] o f indirect methods are used by this th is organization for recruitment? Q. 7 Which kind of Advertisement Employers trade union Professional association

[ [ [

] ] ]

Q. 8 Which kind of interview you faced in selection process?

Informal interview Formal interview Panel interview Stress interview

[ [ [ [

] ] ] ]

Q. 9 On which basis you get staffing service?

Contract Temporary Permanent

[ [ [

] ] ]

Q. 10 Which kind of external factors of recruitment affects to your organization?

Socio- cultural factors External influences Legal factors Nature of competition

[ [ [ [

] ] ] ]

Q. 11 Which kind of internal factors of recruitment affects to your organization?

Organization image Recruitment policy Growth & expansion Size of the firm

[ [ [ [

] ] ] ]

[

]

Q. 12 Do you have employee referral schemes?

Yes

[

]

No

Q. 13 If yes, the reward given on bringing the candidate on board is


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Monetary reward Non-monetary reward

[ [

] ]

Q. 14 Do you conduct medical examination of selection process?

Yes

[

]

No

[

]

Q. 15 Do you bear any expenses of the out station candidate for the final interview?

Yes

[

]

No

[

]

Q. 16 What are the monetary limits for the following expenses ?

Travel Transportation of household goods Accommodation

[ [ [

] ] ]

Q.17 The duration of the probationary period for a new joiner in your organization is

6 months 2 years

[ [

] ]

1 year [

]

Q. 18 Do you conduct any kind of aptitude tests of selection process in PMC Projects Pvt ltd?

Yes

[

]

No

[

]

Q. 19 Does your organization provide you with following additional work provisions?

Telephone for personal use Counseling services Health programs Family support programs Exercise Relocation

[ [ [ [ [ [

] ] ] ] ] ]

Q. 20 Do you think that if employees have good work life balance the organization will be more

effective & successful? Yes

[


]

No

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Personal Details: Q. 21 Name

:

Q. 22 Age

:

15-25 35-45 Q.23 Gender

25-35 45 & above :

Male Q. 24 Martial status

Female :

Married Q. 25 Designation

Unmarried :

Q. 26 Annual income :

Below 5 lacs 5-10 lacs 10-15 lacs 15-20 lacs 20-25 lacs 25 & above

[ [ [ [ [ [


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] ] ] ] ] ]

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st

th

My Experience of the induction program 1 June-10 July 2011. The

induction started at 09:45 am with the welcome speech of HR Head Mr. J. M. Srinivas.

He made a presentation of Adani Group which gave the thorough out information of Adani Group i.e. History of Adani Group, various group companies as well as history of PMC, services provided by PMC, projects undertaken by PMC, successful projects, geographic functional area (locations), departments etc. After

that separate presentation was made by each and every departments, by the senior

manager & above grade of various departments which explained that what is their department’s role in the organization, at the end of each and every presentation there was a session for the question answer which make the session very interactive. Most of the people got the satisfactory solution of their doubt. Employees had chance to meet the departmental heads in this session and also they got information that who is the right person to contact in case they have some problem or they have any work in other departments. After

that employees were given feedback forms for the induction program and filled forms

sent for the analysis. Locations

I

Visited: Office of PMC, Mining & Quarrying area

observed group dynamics, informal leadership, different types of group, decision making in

group, how to handle in accordance with the situation etc. Such

kind of the induction program provides the employee with the vast understanding of the

business of the organization and nature of the business in which the organization is involved. Such

kind of induction program helps the employee to understand the policies of the

organization. In

this kind of the induction program employees of more than one departments are called at a

time so they have chance to interact interact with the employees of the other departments and these kind of the interactions give rise to informal groups.


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Employees

will come to know the existing organizational hierarchy and also that in case of

query that is the right personal to contact. Employee

Some

may provide the valuable suggestion if he visit the site.

of the employees suggested that such kind of the induction program should be held at

least once in a month so that employees can the latest information of the organization. A

well arranged induction program provides the employee with the feeling of acceptance and

also that they are important for the organization. o rganization.


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Recruitment &amp; Selection Project

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