crompton greaves report

“To Study Recruitment & Selection at CROMPTON GREAVES Mandideep”

PATEL INSTITUTE OF TECHNOLOGY, BHOPAL (Affiliated to Barkatullha University , Bhopal)

IN PATRIAL FULFILMENT OF THE REQUIREMENT FOR DEGREE OF MASTER OF BUISNESS ADMINISTRATION (2008- 2010)

SUBMITTED BY: . ………………………. MBA- IVSem Enroll No.092103174

Project Report on Recruitment & Selection at CROMPTON GREAVES, Mandideep

Submitted to: Mr. Anish Mishra Regional HR Executive CROMPTON GREAVES Bhopal

Submitted by: ……………… MBA Final year Patel Institiute Of Technology Bhopal

PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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Project Report on Recruitment & Selection at CROMPTON GREAVES, Mandideep

Submitted to: Mr. Anish Mishra Regional HR Executive CROMPTON GREAVES Bhopal

Submitted by: ……………… MBA Final year Patel Institiute Of Technology Bhopal


2

PREFACE

This project gives us the complete information about the Recruitment and Selection process and policy of the company. Throughout the project the focus has been on providing proper and the apt candidates to the manger for the desired work. The project is very useful for those who want to know about about the recrui recruitme tment nt proces processs in an manufa manufactu cturin ring g firm firm where where select selection ion of the most most appropr appropriat iatee employee plays a very crucial role. We also got acquainted with the employee engagement and Training and development process of the company. In the last, I gratefully acknowledge and express my gratitude to all staff members and the management of CROMPTON GREVES who supported me in preparing this project.


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ACKNOWLEDGEMENT

It is almost inevitable to incur indebtedness to all who generously helped by sharing their invaluable time and rich experience with me.CROMPTON GREAVES has given me this opportunity to gain invaluable experiences under the guidance of Mr. Anish Mishra, Regional HR executive. His continuous support and cooperation makes this project successfully

completed. I would also like to thank all those people at ‘CROMPTON GREAVES’ Who, though strangers to me, lifted my spirit with their cheerful smiles & gave me the courage & inspiration to work zealously on the project assigned to me. I would also like to convey my sincere gratitude towards HOD Mr. ……………for providing a platform to develop all round dexterity and an opportunity to work with CROMPTON GREAVES. I would also like to thank my parents pa rents and my brother for being a pillar of love and support throughout the tenure.

Regards, ……………………….


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CERTIFICATE This is to certify that Mr. …………….,student of MBA ,Patel Institute Of Technology, Bhopal

had undertaken his

summer training at Crompton

greaves w.e.f. 01.06.2010 to 15.07 2010.

During trainig period she has done her project on ” To Study Recruitment & Selection at CROMPTON GREAVES, Mandideep”. She has completed her study successfully using the required available resources and we found her diligent, hardworking and sincere.

We wish her all the best for his bright & prosperous future.

Mrs. Regional HR Executive CROMPTON GREAVES Bhopal


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TABLE OF CONTENTS

1.Introduction

7

2.Objectives

8

3.Research Methodology

9

4.Company Profile

10

5.Human Resources

18

6.Literature Survey

19

7.My Job At Crompton Greaves

29

8.Data Analysis

31

9.Conclusion

32

10.Suggesation

33

11.Bibliography

34

12.Annexure

35


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1.INTRODUCTION

Human Resource is a basic need of any work to be done. According to ARTHUR LEWIS:

“There are great differences in development between countries which seem to have roughly equal resources, so it is necessary to enquire into the difference in human behaviors” The project report is all about recruitment and selection process that’s an important part of any organization. Recruitment highlights each applicant’s skills, talents and experience. Their selection involves developing a list of qualified candidates, defining a selection strategy, identifying qualified candidates, thoroughly evaluating qualified candidates and selecting the most qualified candidate. It is said if right person is appointed at right place the half work has been done. In this project I have tried to cover all the important point that should be kept in mind while recruitment and selection process and have conducted a research study through a questionnaire that I got it filled with all the sales managers of the CROMPTON GREVES Mandideep, Bhopal and tried to find out which methods and various other information related to recruitment and selection and tries to come to a conclusion at what time mostly the manpower planning is don’t , what the various method used for recruiting the candidates and on what basic the selections is done.


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2.OBJECTIVE OF PROJECT

The objective of project is as follows-

•

It is part of the MBA curriculum.

•

To get an overview of HR department working.

•

To understand recruitment process at CHROMPTON GREVES .

•

To understand training process at CHROMPTON GREVES.

•

To know the overview of various other HR intervention and their application at CHROMPTON GREVES.

•

It is meant to get an exposure of corporate world.

•

It will help in knowing the corporate culture.

•

It will give the practical knowledge.

•

It will help in adapting corporate culture before doing jobs.

•

It will help in having a better understanding of HR specialization.


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3.RESEARCH METHODOLOGY

In everyday life human being has to face many problems viz. social, economical, financial problems. These problems in life call for acceptable and effective solutions and for this purpose, research is required and a methodology applied for the solutions can be found out.

Research was carried out at CROMPTON GREVES to find out the “Recruitment and selection process”.

3.1.DATA COLLECTION: Primary Data:

Primary data was collected through survey method by distributing questionnaires to branch manager and other sales manager. The questionnaires were carefully designed by taking into account the parameters of my study. Secondary Data:

Data was collected from books, magazines, web sites, going through the records of the organization etc. It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in other words we can say that secondary data is the data used previously for the analysis and the results are undertaken for the next process.


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4.COMPANY PROFILE Crompton Greaves (CG) is part of the US$ 4 bn Avantha Group, a conglomerate with an impressive global footprint, operating in over 10 countries. Since its inception, CG has been synonymous with electricity. In 1875, a Crompton 'dynamo' powered the world's very first electricity-lit house in Colchester, Essex, U.K. CG's India operations were established in 1937, and since then the company has retained its leadership position in the management and application of electrical energy. Today, Crompton Greaves is India's largest private sector enterprise. It has diversified extensively and is engaged in designing, manufacturing and marketing technologically advanced electrical products and services related to power generation, transmission and distribution, besides executing turnkey projects. The company is customer-centric in its focus and is the single largest source for a wide variety of electrical equipments and products. With several international acquisitions, Crompton Greaves is fast emerging as a first choice global supplier for high quality electrical equipment..

HISTORY The history of Crompton Greaves goes back to 1878 when Col.R.E.B. Crompton founded R.E.B.Crompton & C company merged with F.A Parkinson in the year 1927 to form Crompton Parkinson Ltd., (CPL). Greaves Cotton appointed as their concessionaire in India. In 1937, CPL established, it's wholly owned Indian subsidiary viz. Cr Works Ltd., in Bombay, along with a sales organization, Greaves Cotton & Crompton Parkinson Ltd., in collabo the year 1947, with the dawn of Indian independence, the company was taken over by Lala Karamchand Thapar, industrialist. Crompton Greaves is headquartered in a self-owned landmark building at Worli, Mumbai.

PRODUCTS & SERVICES OFFERED The company is organized into three business groups viz. Power Systems, Industrial Systems, Consumer Products. Nearly, two-thirds of it's turnover accrues from products lines in which it enjoys a leadership position. Presently, the company is offering wide range of products such as power & industrial transformers, HT circuit breakers, LT & HT motors, DC motors, traction motors, alternators/ generators, railway signaling equipments, lighting products, fans, pumps and PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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public switching, transmission and access products. In addition to offering broad range of products, the company undertakes turnkey projects from concept to commissioning. Apart from this, CG exports it's products to more than 60 countries worldwide, which includes the emerging South-East Asian and Latin American markets . Thus, the company addresses all the segments of the power industry from complex industrial solutions to basic household requirements. The fans and lighting businesses acquired "Super brand" status in January 2004. It is a unique recognition amongst

the

country's

134

selected

brands

by

"Super

brands",

UK.

MANUFACTURING , MARKETTING & SERVICEING NETWORK CG's business operations consist of 22 manufacturing divisions spread across in Gujarat, Maharashtra, Goa, Madhya Pradesh and Karnataka, supported by well knitted marketing and service network through 14 branches in various states under overall management of four regional sales offices located in Delhi, Kolkata, Mumbai and Chennai. The company has a large customer base, which includes State Electricity Boards, Government bodies and large companies in private and public sectors.

FUTURE OUTLOOK The quality of households is enhanced when their money is invested into products such as fans and lighting for basic comforts. Their lives are literally touched by delight. Similarly, Crompton helps electricity boards and other utilities to reach electricity to the last home and factory. Therefore, every individual in India who uses electricity can be considered as Crompton customer. Hence, the company continues to further and consolidate the initiatives that Colonel Crompton set into motion by focusing on meeting increasing customer demands for products that PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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are eco-friendly, energy efficient and with intelligent monitoring and control systems. All economic indicators point towards the manufacturing sector being the future driver of India's economic growth. India is today preferred destination for sourcing various engineering goods not only due to low cost but also due to high quality of products. Although, the climate for the manufacturing sector is bright, the concern is the threat of imminent competition from global players who are already in the process of setting up manufacturing facilities in India. The market is expected to remain competition with an added element of competition from imported products. .

BOARD OF DIRECTOR

Mr.GautamThapar Chairman & CEO Mr.SudhirM.Trehan (Managing Director)

Other Directors •

Mr. S.R. Bayman

•

Dr. O. Goswami

•

Mr. S. Labroo


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•

Ms. M. Pudumjee

•

Mr. S.P. Talwar

•

Dr. Valentin A H von Massow

•

Mr. S. Prabhu

WHY SHOULD YOU CHOOSE CROMPTON GREAVES? •

Crompton Greaves is a multi-locational and a multi-product Organisation, which provides a range of exciting job opportunities to match your skills and experience.

•

We believe in the CG Values of performance excellence, leading edge knowledge, nurturance, customer orientation & intellectual honesty and we practice it.

•

We offer challenging and rewarding work environment and an Engaged Culture.

•

We encourage personal initiative and give early responsibilities to freshers.


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•

At CG, we believe that it is important to give back to our community, to our neighborhoods. In this endeavour, we make a Socially Responsible Organisation.

•

We offer you continued career growth and an advantage few other companies can match.

Crompton Greaves has a large customer base, consisting of State Electricity Boards, Utility

companies, Railways, Government & local bodies and large companies in public as well as private sectors. Thus, it addresses customers from all the segments from households to complex industrial

sectors

through

its

comprehensive

range

of

products

and

services.

Some of our prestigious customers include:

•

State Electricity Boards

•

Power Grid Corporation of India

•

Andhrapradesh Transmission Corporation

•

Infosys Technologies

•

Kirloskar Brothers

•

Diesel Locomotive Works

•

Reliance Energy

•

Larsen & Toubro

•

Whirlpool (India)

•

ABB Ltd.


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•

Mather & Platt India

•

Enercon (India)

•

Bharat Petroleum Corporation

•

Indian Space Research Organisition

BUISNESS MISSION

To achieve and maintain a leading position as suppliers of quality equipments mission, system and service to serve the national and international market in the fields of energy.The area of interest the conversion, transmission, utilization and conservation for energy for application in the electric power, industrial and transportation fields.To strive for technological excellence and market leadership in these areas.

PROFITABILITY To provide a responsible and adequate return on a capital employed primarily through improvement in operational efficiency, capacity utilization and productivity and generate international resources to finance the company’s growth.

CUSTOMER FOCUSES To level a high degree of customer confidence by providing increased value for his money through international stand of product quality, performance and superior customer service.

TECHNOLOGY PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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To achieve technological excellence in operation by development of indigenous technologies to suit business needs and priorities and provide a competitive advantage to the company.

ORGANIZATIONAL HEIRARCHY OF CROMPTON GREAVES


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5.HUMAN RESOURCES Human resources is a term used to describe the individuals who comprise the workforce of an

organization, although it is also applied in labor economics to, for example, business sectors or even whole nations. Human resources is also the name of the function within an organization charged with the overall responsibility for implementing strategies and policies relating to the management of individuals (i.e. the human resources). This function title is often abbreviated to the initials 'HR '. Human resources is a relatively modern management term, coined in the 1960. The origins of the function arose in organizations that introduced 'welfare management' practices and also in those that adopted the principles of 'scientific management'. From these terms emerged a largely administrative management activity, co-ordination a range of worker related processes and becoming known, in time as the 'personnel function'. Human resources progressively became the more usual name for this function, in the first instance in the United States as well as multinational corporations, reflecting the adoption of a more quantitative as well as strategic approach to workforce management, demanded by corporate management and the greater competitiveness for limited and highly skilled workers.

FUNCTIONS: Human Resources may set strategies and develop policies, standards, systems, and processes that implement these strategies in a whole range of areas. The following are typical of a wide range of organizations:

•

Recruitment, selection, and onboarding (resourcing)


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•

Organizational design and development

•

Business transformation and change management

•

Performance, conduct and behavior management

•

Industrial and employee relations

•

Human resources (workforce) analysis and workforce personnel data management

•

Compensation, rewards, and benefits management

•

Training and development (learning management)

Implementation of such policies, processes or standards may be directly managed by the HR function itself, or the function may indirectly supervise the implementation of such activities by managers, other business functions or via third-party external partner organizations.


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6.LITERATURE SURVEY RECRUITMENT PROCEDURE OVERVIEW:

Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the most important function of the HR department , because unless the right type of people are hired, even the best plans, organization chart and control system would not do much good. Recruitment is the discovering of potential applicant for actual or anticipated organization vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet the job requirements and job specification. It is defined as „ a process to discover the sources of manpower to meet the PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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requirements of staffing schedule and to apply effective measures for attracting the manpower to adequate number to facilitate effective selection of an effective workforce

‟

METHODS OF RECRUITMENT Dunn and Stephens summaries the possible recruiting methods into three categories, namely 1: Direct method 2: Indirect method 3: Third party method

1.DIRECT METHOD The direct method includes sending of the recruiters to different educational and professional institutions, employees contact with public, and mannered exhibits. One of the widely used methods is sending the recruiters to different colleges and technical schools. This is mainly done with the cooperation of the placement office of the college. Sometimes, firms directly solicit information form the concerned professors about student with an outstanding records. Other direct methods include sending recruiters to conventions and seminars, setting up exhibits at fairs, and using mobile offices to go the desired centers.

2.INDIRECT METHOD Indirect method involves mainly advertising in newspapers, on the radios, in trade and professional journals, technical magazines and brochures. The main point is that the higher the position in the organization the more dispersed advertisement is likely to be. The search for the top executive might include advertisement in a national periodical, whereas the advertisement of the blue color jobs usually confine to the daily newspaper. According to the Advertisement tactic and strategy in personnel Recruitment , three main points need to be borne in the mind


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before an advertisement in inserted. First, to visualize the type of applicants one is trying to recruit. Second, to write out a list of advantages the company offers, or why should the reader join the company. Third, to decide where to run the advertisement , not only in which area, but also in which newspaper having a local, state or a nation- wide circulation.

3.THRID PARTY These include the use of commercial or private employment agencies, state agencies, and placement offices of schools colleges and professional associations recruiting firms, management consulting firms, indoctrination seminars for college professors, and friends and

relatives.

Private employment agencies are the most widely used sources. They charge a small fee from the applicant. They specialize in specific occupation; general office help, salesmen, technical workers, accountant, computer staff, engineers and executives.

Professional organization or

recruiting firms maintain complete information records about employed executive. These firms maintain complete information records about employed executives. These firms are looked upon as the „head hunters‟ raiders‟, and „pirates‟ by organization which loose their personnel through their efforts. State or public employment agencies are also known as the employment or labour exchanges, are the main agencies for the public employment. Employers inform them of their personnel requirement, while job seekers get information for them about the type of job are referred by the employer. Schools and colleges offer opportunities for recruiting their student. They operate placement services where complete biodata and other particular of the student are available.

Evaluation of the recruitment method PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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The following are the evaluation of the recruitment method 1: Number of initial enquires received which resulted in completed application forms 2: Number of candidates recruited. 3: Number of candidates retained in the organization after six months. 4: Number of candidates at various stages of the recruitment and selection process, especially those short listed.

Objective of recruitment : 1: To attract with multi dimensional skills and experience that suite the present and future organization strategies. 2: To induct outsider with new perspective to lead the company. 3: To infuse fresh blood at all levels of organization. 4: To develop an organizational culture that attracts competent people to the company. 5: To search or headhunt people whose skill fit the company‟s values. 6: To seek out non-conventional development grounds of talent 7: To devise methodology for assessing psychological traits. 8: To search for talent globally not just with in the company. 9: To design entry pay that competes on quality but not on quantum. 10: To anticipate and find people for position that doesnt exists yet. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals come to know about the company and eventually decide whether they wish to work for it. The recruitment process should inform qualified individuals about the job so that applicant can make comparison with their qualification and interest. PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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Factors affecting Recruitment : There are two types of factors that affect the Recruitment of candidates for the company. 1: Internal factors :

These includes - Companys pay package - Quality of work life - Organizational culture - Company’s size - Companies product - Growth rate of the company - Role of trade unions - Cost of recruitment

2: External factors :

These include - Supply and demand factors - Employment rate - Labour market condition - Political, legal and government factors - Information system PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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Recruitment Process The actual steps involved in recruitment follow a well defined path: Application shortlist:

In this step, we shortlist the resume received from various sources based on the suitability for the requirement. Preliminary Assessment:

The short listed candidates go through a preliminary round of interviews. This interview lays more emphasis on functional competencies. To have more data on the functional skills, the candidates may be given a business case for analysis and presentation (This is done for certain positions only). Final interview:

Here the candidates who successfully clear the first round of interview go through another round of interview with one or more of the functional heads. Medical Evaluation :

Candidates who are selected by Colgate are asked to undergo a medical test.

SELECTION


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Selection is a negative process and involves the elimination of candidates who do not have the required skills and qualification for the job proposed. Also it is a process of differentiating between applicants in order to identify and hire those with grater likelihood of success in job. The objective of selection decision is to choose the individual who can most successfully perform the job from the pool of qualified candidates. It is the system of function and devise adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and recruitment or not. Selection process or activities typically follow a standard patter, beginning with an initial screening interview and concluding with final employment decision. The traditional selection process includes: preliminary screening interview, completion of application form, employment test, comprehensive interview, background investigation, physical examination and final employment decision to hire. But now selection is centralized and handled by the Human Resource Department. This type of arrangement is also preferred due to some of these advantages:

- It is easier for the application because they can send their applications to a single centralized department. - It facilitates contact with applicants because issues pertaining to employment can be cleared through one central location. - It helps operating managers to concentrate on their operating responsibilities. This is especially helpful during the chief hiring period. - It can provide for better selection because hiring is done by specialist trained in staffing techniques. - The applicant is better assured of consideration for a greater variety of jobs. PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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- Hiring cost is cut because duplication of efforts is reduced. - With increased governmental regulation on selection process, it is important that people who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization decides whether or not to make a job offer and how attractive the job offer should be.

ESSENTIAL OF SELECTION PROCEDURE : - Someone should have the authority to select.

- There must be sufficient number of applicants from whom the required number of employees to be selected. - There must be some standards of personnel with which a prospective employee may be compared.

FACTORS EFFECTING SELECTION DECISION : Includes: - Profile matching - Organization and social environment - Multi correlations - Successive hurdles

RECUITMENT & SELECTION PROCESS


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7.My Job at CROMPTON GREAVES:


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I started my job as HR Trainee. My job profile was to handle RECRUITMENT in my project. The senior sales manager narrated me the whole procedure. My job profile was to generate resumes from the various job sites such as Naukri.com, Timesjobs.com etc. according to the requirements of the company. After generating the resumes from the sites the next step is to shortlist the resume which best suite the requirements.

Now the short-listed candidates have to be given a phone call in order to find out their interests and schedule them for interview. There are 2 forms of interview that a candidate can appear for: 1. Personal Interview. 2. Telephonic Interview.

1.PERSONAL INTERVIEW : This is regarded to be the BEST FORM of interview. In such form of an interview the candidate personally appears in front of the interviewer and gives his interview. This is regarded to be the best form of interview as the interviewee has the best chances of making his points clear in front of the interviewer.

2.TELEPHONIC INTERVIEW: Sometimes an interview is taken on the phone. A telephonic conversation is done between the interviewer and the interviewee where the interviewer calls up the candidate via phone and conducts the interview.

The Job profile Sales Trainee


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Qualification Entry level opening: Graduates in any stream preferred can be. 10th or 12th standard pass,

according to the irda stipulation, d epending on region of operation. Additional communication skills and ability to interact with people will help. Middle level opening: Professional in finance or marketing with the experience in service

industry. (As asst sales manager) Senior sales openings: Senior professional with experience of handling junior staff preferred

(CEP/Senior consultant

8.DATA ANALYSIS

FINDINGS: PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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In Crompton most of the employees feels that the HR department is good. About 75% of the managers say that they prefer both internal as well as external source for recruitment and selection. About 65% of the mangers go for direct recruitment and selection and less number for mangers prefer indirect or third party. Mostly the manpower planning is done Quarterly and 20 % do not follow any pattern they dont have any fixed time. Aviva prefers to go for campus interviews and even casual application that are received for recruitment but they hardly prefer placement agencies. Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews where as only 20% go for video conferencing and rest 10% adopt some other means of interviews

9. CONCLUSION


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This presents the summary of the study and survey done in relation to the Recruitment and Selection inCrompton. The conclusion is drawn from the study and survey of the company regarding the Recruitment and Selection process carried out there. The recruitment process atCrompton to some extent is not done objectively and therefore lot of bias hampers the future of the employees. That is why the search or headhunt of people should be of those whose skill fits into the companys values. Most of the employees were satisfied but changes are required according to the changing scenario as recruitment process has a great impact on the working of the company as a fresh blood, new idea enters in the company. Selection process is good but it should also be modified according to the requirements and should job profile so that main objective of selecting the candidate could be achieved.

10.SUGGESATION



Manpower requirement for each department in the company is identified well in advance.


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

If the manpower requirement is high and the recruitment team of the HR department alone cannot satisfy it, then help from the placement agencies is needed.



Time management is very essential and it should not be ignored at any level of the process..



The recruitment and selection through placement agencies as the last resort and is utilised only when need.



The recruitment and selection procedure should not to lengthy and time consuming.



The candidates called for interview should be allotted timings and it should not overlap with each other.

11.BIBLOGRAPHY

•

C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases. Himalaya Publication.


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•

K.Aswahthappa (2001),Human Resource and Personnel Management

•

Human Resource Management, (2005), Dr.P.C. Pardeshi

•

C.B Gupta (2005)

•

www.google.com

12.ANNEXURE QUESTIONNAIRE FOR THE RESEARCH 1: When are the resources need and forecasted? PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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•

Quarterly

•

Monthly

•

Annually

•

Not fixed

2: How is the resource need forecasted? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ………………………………. 3: How do you rate the recruitment procedure? •

Short

•

Average

•

Long

•

Very Long

•

Cant say

4: What is the process you follow for recruitment and selection? People explain the same in brief? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………. PATEL COLLEGE OF SCIENCE & TECHOLOGY BHOPAL

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5: Which method do you mostly prefer from the following for recruitment and selection? •

Direct Method

•

Indirect Method

•

Third Party

6: What sources you prefer for recruitment and selection? •

Internal sources

•

External sources

•

Both

7: What are the sources for internal sourcing among the following -: •

Present permanent employees

•

Present temporary employees

•

Retrenched / Retired / employees

•

Deceased / disabled / employees

8: What are the sources for external recruitment among the following •

Campus interviews

•

Placement agencies

•

Private employment agencies


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•

Public employment agencies

•

Professional associations

•

Data bank

•

Casual applicants

•

Other, if any please mention

•

…………………………………………………………………………………………

9: Which is the most successful method for recruitment? …………………………………………………………………………………………………

10: How many rounds of interviews are conducted? •

1-3

•

3-5

•

More than 5

11: Are you satisfied with round of interviews conducted? •

•

Yes No

•

To some extent

•

Cant say


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12: What form of interview did you prefer? •

Personal Interview

•

Telephonic Interview

•

Video Conferencing

•

Any two (then tick those two)

•

All three

13: Are you satisfied with the interview process? •

•

•

Yes No To some extent

14: If no then what is the reason? And suggest the measures to be taken for improvement? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………………… 15: Are you satisfied with the present method being followed by the company for recruitment and selection? •

•

Yes No


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16: If no, what steps would you prefer, to make improvement? ……………………………………………………………………………………………………… ……………………………………………………………………………………………………… ……………………. 17: Are the aptitude test conducted?

•

•

Yes No

•

Till some extent

•

Cant say

18: If yes then it is for •

Fresher

•

Executives

•

Other (specify)

……………………………………………………………………………………………………… …

19: Do you conduct any of these test? •

Psychometric test

•

Medical test


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crompton greaves report

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