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CHAPTER 1

1.1 INTRODUCTION TO HUMAN RESOURCE

BUILDING BETTER, FASTER, MORE COMPETITIVE ORGANIZATION
THROUGH HUMAN RESOURCES.
Trends like globalization and technological innovation, growing work force diversity and
education and human capital is demanding the organizations to be better, faster and more
competitive to survive and thrive today.
Organization of a success must be an excellent institution of human resource
management planning, recruiting, selecting, training, and pay practices that would create a
dedicated and committed work force.
CEO lines stolen from the Harvard Business Review /1975, 1993/:

For many years it has been said that capital is the bottleneck for a developing
industry. I don’t think this any longer holds true. I think it’s the workforce and the company’s
inability to recruit and maintain a good work force that does constitute the bottleneck for
production. I don’t know of any major project backed by good ideas, vigor and enthusiasm
that has been stopped by a shortage of cash. I do know of industries whose growth has been
partly stopped or hampered because they cant maintain an efficient and enthusiastic labor
force, and I think this will even hold true even in the future.
Even today, the success or failure of an organization is largely dependent on the
caliber of the people working therein. Without positive or creative contributions from people,
organization can not progress and prosper. In order to achieve the goals or the activities of an
organization, therefore we need to recruit people with requisite skills, qualifications and
experience.

The Human Resources Management (HRM) function includes a variety of activities,

and key among them is deciding what staffing needs you have and whether to use
independent contractors or hire employees to fill these needs, recruiting and training the best
employees, ensuring they are high performers, dealing with performance issues, and ensuring
your personnel and management practices conform to various regulations. Activities also
include managing your approach to employee benefits and compensation, employee records
and personnel policies. Usually small businesses (for-profit or nonprofit) have to carry out
these activities themselves because they can't yet afford part- or full-time help. However, they
should always ensure that employees have -- and are aware of -- personnel policies which

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conform to current regulations. These policies are often in the form of employee manuals,
which all employees have.

Note that some people distinguish a difference between HRM (a major management
activity) and HRD (Human Resource Development, a profession). Those people might
include HRM in HRD, explaining that HRD includes the broader range of activities to
develop personnel inside of organizations, including, eg, career development, training,
organization development, etc.

There is a long-standing argument about where HR-related functions should be

organized into large organizations, e.g., "should HR be in the Organization Development
department or the other way around?"

The HRM function and HRD profession have undergone tremendous change over the
past 20-30 years. Many years ago, large organizations looked to the "Personnel Department,"
mostly to manage the paperwork around hiring and paying people. More recently,
organizations consider the "HR Department" as playing a major role in staffing, training and
helping to manage people so that people and the organization are performing at maximum
capability in a highly fulfilling manner.

INTRODUCTION TO RECRUITMENT
CRAETING COMPETEITIVE ADAVANTAGE THROUGH ATTRACTING AND
ENGAGING THE QUALIFIED TALENT.

Attracting, connecting with, hiring, and engaging the best of the best is needed to
build a competitive edge to the business. Finding the right tune to attract and engage quality
of talent through personalized and high-touch candidate recruitment experience is one of the
vital roles of the HR management.

DEFINITION

Recruitment is a linking function- joining together those jobs to fill and those seeking
jobs with a view to encourage the former to apply for a job with the latter. The purpose of
recruitment is to develop a group of potentially qualified people.

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Information Flow

Organization need for high quality employees Potential applicant’s need for suitable j
Internal Applicants

Environment, Economic and Social, Technological and Political Factors

Chart 1: Recruitment: Matching the Needs of Applicants and Organizations.

RECRUITMENT POLICY AND PROCEDURES

One of the first steps in planning for the recruitment of employees into the organization is to
establish proper policies and procedures. A recruitment policy indicates the organizations
code of conduct in this area of activity.

Table 1.2: Recruitment policy and procedures

In its recruitment activities, the company:
 Advertise all vacancies internally
 Reply to every job applicant without any delay
 Inform job applicants the basic details and job conditions of every job advertised
 Process all job applications with efficiency and courtesy
 Seek candidates on the basic of their qualifications
 Aim to ensure that every person invited for interview will be given a fair and
thorough hearing
 Discriminate unfairly against potential applicants on the basis of sex, race, religion,
caste, etc.
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Knowingly make any false or exaggerated claims in its recruitment literature or job
advertisements.

Once the recruitment policy is made explicit, the company can evolve a detailed
procedure with systematic approach, so that people within or outside the organization to
follow a predictable path. The recruitment procedures should however be flexible enough to
permit personnel department to respond quickly to demand made on them by various
department s and potential candidates. Recruitment is a marketing activity as well as a public
relations exercise. When recruiting people organizations are going out into their external
environment and competing with others for suitable candidates. Such activities should be
conducted within the legal limitations considering all the rules and regulations, labour acts
and laws constituted by the jurisdiction.

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RECRUITMENT AND SELECTION PROCESS

Step 1 Step2 Step3

Planning for 2 Locating
Recruitment: 3
Selection:
Recruitment & Selection Prospective Candidates Evaluation and Hiring
Job Analysis
Screening Resumes
Job Qualifications
Internal source and Applications
Job Description
External source Initial Interview
Recruitment &
Intensive Interview
Selection Objectives
Testing
Recruitment &
Assessment Centers
Selection Strategy
Background Invest.
Physical Exam
Selection Decision
and Job Offer

Pool of Qualified Applicants

Chart 2: Recruitment and selection chart

However, recruitment and selection process involves mainly 3 steps, due to the
request of the management to focus mainly on sourcing, this study deals with step 2 as there
is a strong need to attract pool of qualified candidates at Mainstay Tele-service Private Ltd.

SOURCES OF RECRUITMENT

Internal Sources:
Persons who are already working in the company constitute the “internal
sources” include retrenched employees, retired employees, dependants of deceased
employees. Whenever any vacancy arises, someone from within the organization is upgraded,
transferred, promoted or even demoted.

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Table 1.3: Merits and demerits of “Recruiting People from Within”
Merits Demerits
i. Economical i. Limited choice
ii. Suitable ii. Inbreeding
iii. Reliable iii. Inefficiency
iv. Satisfying iv. Bone of contention

External sources:
External sources like outside an organization. Organizations have the service
of: (a) Employees working in the organizations; (b) Job aspirants registered with employment
exchange; (c) Students from reputed educational institutions; (d) Candidates referred by
unions, friends, relatives and existing employees; (e) Candidates forwarded by search firms
and contractors; (f) Candidates responding to the advertisements; issued by the organization;
and (g) Unsolicited applications/ walk-ins.

Table 1.4: Merits and demerits of “Recruiting People from Outside”

Merits Demerits
i. Wide choice i. Expensive
ii. Injection of fresh blood ii. Time consuming
iii. Motivational force iii. Demotivating
iv. Long term benefit iv. Uncertainty

METHODS OF RECRUITMENT

The type of job generally determines what recruiting source is used. For managerial
positions, 80% of employers in one survey used newspaper ads, 75% used private
employment agencies, and 65% relied on employee referrals. For professional technical jobs,
75% used college recruiting, 75% used ads in newspaper and technical journals, and 70%
used private employment agencies. For recruiting sales personnel, 80% of the firms used
newspaper ads, 75% used referrals, and 65% private employment agencies. For office and
plant personnel, on the other hand, referrals and walk-ins are relied on by 90%, 80%
newspaper ads, and 70% used public employment agencies.

Internal methods:
Promotions and transfer
A transfer is a lateral movement within the same grade, from one job to another
leading to changes in duties and responsibilities, working conditions, etc., but not necessarily
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salary. Promotion on the other hand involves movement of an employee from a lower
position to a higher-level position accompanied by changes in duties and responsibilities,
status and value.
Advantage: Derives highly motivational force within the organization.
Job posting
Organization publicizes job openings on bulletin boards, electronic media and similar
outlets.
Advantage: it offers a chance to highly qualified applicants working within the company to
look for growth opportunities within the company without looking for greener pastures
outside.
 Employee referrals

It used personal contacts to locate job opportunities. It is a recommendation from a

current employee regarding a job applicant. The logic behind employee referral is that “it
takes one to know one”. Employees working in the organization in this case are encouraged
to recommend the names of their friends working in other organizations for a possible
vacancy for the future. Companies offer rich rewards also to employees whose
recommendations are accepted- after the routine screening and examining process is over-
and job offers extended to the suggested candidates.

Possible benefits and costs of employee referrals

 Recommender gives the realistic picture about the job. The applicant can weigh
the pros and cons carefully before handing over the CV. The applicant is more
likely to accept an offer if one is made and once employed, to have a higher job
survival.
 It is an excellent means of locating potential employees in those hard-to-fill
positions. The recommender earns the reward and the company can avoid
expensive recruiting search- in case the candidate gets selected.
 Recommenders may confuse friendship with job competence. Factors such as bias,
nepotism, and eagerness to see their friends in the company may come in the way
of hiring suitable candidate.

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Direct methods
Campus recruitment
It is a method of recruiting by visiting and participating on college campuses and their
placement centers. They visit reputed educational institutions, college, universities with the
view to pick up aspirant having requites technical or professional skills.
Jobseekers are provided the information about the job and the recruiters, intern, get a
snap shot of job seekers through constant interchange of information with respective
institutions. Preliminary screening is done with in the campus and the short listed students are
then subjected to the reminder of the selection process.
Advantage:
The placement center helps to locate applicants and provide resumes to organizations;
applications can be prescreened, and applicants will not have to lurt away from current job
and lower salary expectation.
Disadvantage:
Campus recruiting means hiring people with little or no work experience.
Organizations will have to offer some training to the applicants, almost immediately after
hiring. It demands careful advance planning, looking into the placement with of various
institutions and different parts of the country. It can also be costly for the organization
situated in another city. Also it is not easy. Some common mistakes committed by recruiters.

Common mistakes made in campus recruitment

 Failure to utilize a full time professional recruiter
 Recruiter is not professional trained in interviewing
 The recruiter doesn’t have the authority to make decisions with regard to hiring.
 The actual plant visit is mishandled.
 The recruiter doesn’t get involved in the development of new employee.

Guidelines for campus recruiting:

 Identify the potential candidates early
 Employ various means to attract candidates.
 Use effective recruiting material

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 Offer training to campus interviewers
 Come out with competitive offer

Third party method:

Public agencies or Agencies associated with non-profit organizations.
Executive recruiters known as head hunters
Private employment search firm
A search firm is a private employment agency that maintains computerized list of
qualified applicants and supplies these to employers willing to hire people from the list for a
fee. Firms like Arthur Anderson, Noble and Hewitt, ABC consultants, SB Billimoria, KPMG,
Ferguson Associates offer specialized employment-related services to corporate houses for a
fee, especially for top and middle level executive vacancies. At the lower end, a number of
search firms operate-providing multifarious services to both Recruiters and Recruitees.
Unsolicited applicants/ walk-in
Unsolicited applications from job seekers at various points of time , the number of
such applications depend s on economic conditions, the image of the company and the
jobseeker’s perception of the type of jobs that might be available. Such applications are
generally kept in adapt bank and whenever a suitable vacancy arises, the company would
intimate the candidate to apply through formal channel. One important problem with this
method is that job seekers generally apply to number of organizations and when they are
actually required by the organization, either they are already employed in other organizations
or are not simply interested in the position.

Gate hiring and contractors

Gate hiring(where job seekers, generally blue collar employees, present themselves at
the factory gate and offer their services on a daily basis), hiring through contractors,
recruiting through word-of-mouth publicity are still in use- despite the many possibilities for
their misuse-in small scale sector in India.
Temporary employees
Employees hired for a limited time to Performa specific job are called temporary
employees. They are particularly useful in meeting short time human resource needs. A short
term increase in demand could be met by hiring temporary hands from agencies specializing
in providing such services. It’s a big business idea in USA these days (3-4 billion industry).
In this case the firm can avoid the expenses of recruitment and the painful affects of
absenteeism, labour turnover, etc. It can also avoid fringe benefits associated with regular
employment. However temporary workers do not remain loyal to the company; they make
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take more time to adjust and their inexperience may come in the way of maintaining high
quality.
Temp-to-perm programs
These employees are hired on a temporary basis- generally through a temporary help
firm- with the understanding that if they perform competently for a specific period they will
receive offers of regular employment.
Temp-to-lease programs
In these arrangements, a company contracts with two (usually affiliated) staffing
firms, generally a temporary service and a PEO. The temporary service recruits, screens,
interviews, tests and assigns its employees as long term temporaries at the client company.
After a negotiated period of satisfactory employment, the temporary employee is “promoted”
to lease employee status and transferred to the PEO’s payroll, becoming eligible for specific
benefits through the PEO.
Outsourcing or managed sources
In these arrangements, an independent company in expertise in operating a specific
function contracts with a client company to take full operational responsibility for performing
that function, rather than just supplying personnel. Companies usually outsource functions
peripheral to their core business – security landscaping or food services- but the range of
functioned companies are outsourcing is increasing. Some companies have outsourced the
task of managing their alternative staffing programs.

Traditional temporary employees

In the traditional scenario, a person id recruited, tested, screened and employed by a
temporary help firm. The temporary firms assign people to work at clients’ sites, generally to
support or supplement the workforce to cover employee absences temporary skill shortages,
special assignments or projects of finite duration. Temporary employees may be obtained
from many different services simultaneously. Some temporary help firms specialize in
particular industries or specific types of personnel.
Long term temporary assignments
It is used to supplement the company’s existing workforce on an ongoing basis,
rather than simply short term replacements. The overall size of the temporary workforce ebbs
and flows depending on workload, thus enhancing the stability of the employer’s core group
of regular employees.

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Employee leasing
A company may transfer all employees, substantially all employees, or sometimes
just the employees at a discrete facility or site, to the payroll of an employee leasing firm or
Professional Employer Organization (PEO) in an explicit join-employment relationship.
The PEO leases the workers back to the client company to take full operational
responsibility for performing that functions normally handled by an HR department.
Hiring permanent employees of another company who possess certain specialized
skills on lease basis to meet short term requirements- although not popular in India-is another
recruiting practice followed by firms in developed countries. In this case individuals work for
the leasing firm as per the agreement/arrangement. Such an arrangement is beneficial to small
firms because it avoids expense and problems of personnel administration.
Overtime
Short time fluctuations in work volume could best be solved through overtime. The
employer benefits because the costs of recruitment, selection and training could be avoided.
Employee benefits in terms of higher pay. However, an overworked employee may prove to
be less productive and turn out less than optimal performance. Employees may slow down
their pace of work during normal working hours in order to earn overtime daily. In course of
time overtime payments become quite routine and for any reason these payments do not
accrue regularly, employees become resentful and disgruntled.

Indirect method

Advertisement
This includes advertisement ads in news paper, trade, professional and technical
journals, radio and television, internet. In recent times, this medium has become just as
colorful, lively and imaginative as consumer advertising. The ads generally give a brief
outline of the job responsibilities, compensation package, prospects in the organization etc.
To use help wanted ads successfully, correct choice of media to be used and ad’s
construction.
Ad’s construction
The concept of AIDA (attention, interest, desire, action) is used to construct ads
1. Attract attention to the ad, with the print of wide borders or a lot of empty space
stands out. Key positions usually advertised in separate display ads.

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2. Develop interest in the job. It could be the nature of the job “You will thrive on
challenging job” or the aspect of the job such as location to create interest.
3. Create the desire by amplifying the job’s interest factors plus extras such as job
satisfaction, career development, travel or similar advantages targeting the audience.
4. Ad should prompt action. Ex: call today.

Choice of media

1. News paper ads:-

When to use:
When you want to limit recruiting to a specific area. When sufficient numbers of
prospects are clustered in a specific area. When enough prospects are reading help wanted
ads to fill hiring needs.
Advantage:
Short deadlines. Ad size flexibility. Circulation concentrated in specific geographic
areas. Classified sections well organized for easy access by active job seekers.
Disadvantage: -
Easy for prospects to ignore. Considerable competitive clutter. Circulation not
specialized- you must pay great amount of unwanted readers. Poor printing quality.
Blind box: - At there is no identification of the advertising organization and usually for lower
level positions through agents.
Moonlighting: - Job opening for job who seeking a job as additional work hours.

1. Television and radio ads:-

When to use:
In competitive situation when not enough prospects are reading your ads. When there
are multiple job openings and there are enough prospects in specific geographic area.
Advantage:
Difficult to ignore. It is to reach prospects that are not actively searching
employment. Can be limited to specific geographic areas. Creatively flexible. Can dramatize
employment story more effectively than printed ads. Little competitive recruitment clutter.
Disadvantage: -
Only brief, uncomplicated messages are possible. Lack of permanence: prospect cant
refer back to it. Time consuming and costly. Need to be repeated in order to make
impression. Lack of special interest selectivity; paying for waste circulation.

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2. Magazines:-
When to use:
When job is specialized. When time and geographic limitations are not of utmost
importance. When involved in ongoing recruitment programs.
Advantage:
Specialized magazine reach pinpointed occupation categories. Ad size flexibility.
High-quality printing. Prestigious editorial environment. Long-life- prospect keeps magazines
and reread them.
Disadvantage: -
Wide geographic circulation- usually can not be used to limit recruiting to specific
area. Long lead time for ad placement.
3. “Point –of- purchase” :-
It is a promotional material at recruiting location.
4. Internet recruitment:-
Many web site services permit employers to post their open positions.
Advantages:
On any measure, online recruitment is now a viable option for many industries. At
best, the Internet is a stand-alone solution, but it can enhance recruitment Campaign by
complementing more traditional media, including newspapers, direct Mail or radio. The
Internet provides unprecedented accuracy in targeting - by age, location, day of week and
profession. Even issues which are top-of-mind can be used to reach the relevant audience, for
example, when someone types in a 'search term' to conduct an online search

Online recruitment has an edge over other traditional media for three clear
reasons:

Reach. Traditional media only operates in a particular geography and are published at regular
intervals. You can load a job on Monster 24 hours, day, 7 days a week and it will be
accessible by people next door or on the other side of the world.
Speed. As soon as you are aware you have a job vacancy you can list your ad on the net and
search the database of candidates. It is possible to advertise and identify a suitable candidate
in a day.
Cost. Online recruiting charges for a job listing is nearly ten times cheaper
Selecting a recruitment Web site
Disadvantage:

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Relative ease of responding to internet ads may encourage clearly unqualified job
seekers to apply, furthermore, the nature of the internet is that applications may arrive from
geographic areas that are unrealistically faraway.
On the whole, though, more applicants are usually better than fewer when it
comes to recruiting, the more companies are using their computers to scan, digitize and
process applicant resumes automatically using software.
SELECTION
One of the major activities in ‘Acquisition function’ personnel management (HRM) is
the specific section of employees to fill up the vacancies. Selection process consists of series
of steps. This process is followed immediately after the recruitment is completed. The
objective of selection process is two fold.
Select a candidate whose success of probability in the job is highest.
Motivate the right candidate to opt for the vacancy by the proper presentation of the
organization to the potential candidates.
Selection is defined in various ways as given below: -

“Selection is the process by which candidate for employments are divided into
classes-those who will be offered employment and those who will not.”
Yoder
“Selection is a process of choosing from among the candidates from within the
organizations or from outside, the most suitable person for the current position or for the
future position”
Koontz

“Essentially, the selection process is one of the predictions; making an informed

estimate as to which of the various applicant is most suited for the job being filled”.
Strauss Sayles
“Selection process is a managerial decision making process as to predict which job
applicant will be successful if hired.”
David and Robins
Selection as the name implies involves picking for hire a subset of worker from the
total set of workers who have applied for the job. Selection is done comparing the
recruitments of a job with the applicant’s qualifications.
It is always essential for an organization to have a selection programmed. The need to
install such a programmed arises only when there is a labor surplus and there are individual
differences in job performance. This means that when there is a shortage or when the work is
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such that no large differences in job performance exist there is no need to have a selection
programmed.

SELECTION TECHNIQUES
These techniques are typically referred to predictors because they help in
distinguishing between ‘good’ and ‘poor’ workers by predicting their future job success.

Application scrutiny
The main purpose of application scrutiny is to identify those candidates who fits the
jobs specification and could be called later for this interview and testing sessions.
Organizations generally use different version of the application for different level of workers.
This organization may have one application for factory and clerical workers another for
middle level supervisor and still another for top level managers, these application forms
might be classified as under:-
Structured application form
This is usual stereotyped application form, which structures information and tries to
cram as much standard information into as little space as possible.
Unstructured application form
In unstructured application form questions are so phrased that the applicant could
respond to them by writing as he pleases “critical incidents” which the applicant consider to
be illustrative of his performance under various circumstances and are generally requested
which reveal a great deal about the applicants perception of himself and of his
responsibilities.

Interview
An interview is a face-to-face observational and personal appraisal method of
evaluating the applicant where the interviewer, who is higher in status, is in a dominant role.

Types of interviews are as follows: -

 Direct planned interview
 Indirect interview
 Patterned interview
 Stress interview
 Systematic depth interview
 Panel or board interview
 Group interview
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Tests
Another important device used in selection is psychological test. Psychological test is
designed to measure such skills and abilities in the workers as are found by job analysis to be
essential for successful job performance. Some important tests are:
 Knowledge tests
 Ability tests
 Aptitude tests
 Simulation tests

Reference

References are usually obtained from the candidate’s friends /previous employer.
Requesting reference is a widespread practice with substantial doubts as to its validity.
Physical examination
Physical examination reveals whether or not a candidate posses the required stamina
strength and tolerance of hard working condition. The basic purpose of a physical
examination is to place selected candidates on jobs, which they could handle without injury
or damage to their health.
Factors determining the functional value of selections technique are:-
o Reliability
o Validity
o Selection ratio
o Ability to increase the percentage of satisfactory employees.

Reliability

This means that the test should give consistent result always: -
a. By giving the test to the same group at separate times and correlating the resultant
series of test scores.
b. By giving two or more different (but equitant) forms of the same test and
correlating the resultant test scores.
c. By the so-called split-half or odd-even method. In this method the test is given
only once but the item are divided and scores on one half of the items are correlated
with scores on the other half.

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Validity

This means that the test should be able to measure what it purports to measure. There
are basically three types of validity: -
o Content validity
o Construct validity
o Criterion-related validity

Selection Ratio

It should be remembered that in personal testing a manager is more interested in the

capacity of the selection device to improve the overall performance of the selected group than
in its capacity to accurately predict the performance of any single individual. As such, he
does not mind if a few potential unsuccessful candidates pass through his selection device as
successful ones so long as the selected groups overall performance remains higher than what
it would have been, if the device was not been used.

Ability to increase the percentage of ‘satisfactory’ employees on the job.

From the above we could assume that all the workers above the certain predictor cut-off are
satisfactory. But if there exist in the organization a certain criterion cut-of also for separating
workers into satisfactory and unsatisfactory categories we would find that all the applicants
are divided into four group thus: -

o Applicants whom we selected because they were above the predictor cut-off and
whom we later on found to be above the criterion cut-off also. These are called true
positive and are designated as ‘A’.
o Applicants whom we rejected because they were below the predictor cut-off and
whom we later on found to be below the criterion cut-off also. These are called true
negatives and are designated as ‘B’.
o Applicants whom we selected because they were above a predictor cut-off and
whom we later on found to be below the criterion cut-off. These are called false
positive and are designated as ‘C’.

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o Applicants whom we rejected because they were below the predictor cut-off and
whom we later on found to be above the criterion cut-off. These are called false
negatives and are designated as ‘D’.

1.2 INDUSTRY PROFILE

Pipe; hollow structure, usually cylindrical, for conducting materials. It is used

primarily to convey liquids, gases, or solid suspended in a liquid for e.g. slurry and also used
for electric wires.

The earliest pipes were probably made of bamboo, used by the Chinese to carry water
5000 BC. The Egyptians made the first metal pipe of copper c.3000 BC until the cast Ron
became relatively cheap in 18th cent. Most pipes were made of bored stone or wood, clay lead
and occasionally, copper or bronze. Modern materials include cast iron, wrought iron, steel,
copper, brass, lead, concrete, wood, glass and plastic. Bending strips of steel into the form of
a tube and welding the longitudinal seam either by electric resistance, by fusion welding, or
by heating the tube and pressing the edges together makes welded steel pipe. Seamless pipe is
made from a solid length of metal pierced lengthwise by a mandrel with a rounded nose.

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Steel pipe, introduced in the early 20th cent, is widely used for conducting substances
at extremely high pressures and temperatures. Cast-iron pipes, which came into common use
in the 1840’s, resist corrosion better than steel pipes and are therefore frequently, used
underground. Clay and concrete pipes usually carry sewage, and concrete pipes are also used
to carry irrigation water at low pressures, for moderate pressures the concrete is reinforced
with steel or mixed with asbestos. Seamless copper and brass pipes are used for plumbing and
boilers because of its softness and resistance to corrosion. Lead is used for flexible
corrections and for plumbing that doesn’t carry drinking water. The chemical and food
industries are used glass pipes. During World War II manufacturers developed plastic pipes
to replace metals that were in short supply. Today PVC pipe is widely used to carry
wastewater as certain corrosive liquids.

A pipeline carries water, gas, petroleum and many other fluids long distance. In lying
an oil pipeline, 40’ ft [12-m] sections of seamless steel pipe are electrically welded together
while held over a trench. Before being lowered into place the pipe is coated with a protective
paint and wrapped with a substance composed of traded asbestos felt and fiberglass. Pumping
section located 50 to 75 ml[80-120km]. A part boosts the dwindling pressure back up as
much as 1500’lb per inch. The piping must be kept clean either by applying a negative
electric charge to the pipe or by regular use of a “pig”, or scrubbing ball, inserted at one end
and carried along by the current. An oil pipeline 6 inches (15cm) to (60cm) in diameter will
move it contents at about 3 to 6 ml (5-10) per hr.

Water has moved since ancient times in pipelines called aqueducts. The first natural
gas and petroleum pipe line in US. Were builds during the 19 th cent today in most part of the
world pipelines are as extremely important means of transporting diver’s fluids. The Trans-
Arabian pipeline, which carried oil from the Persian Gulf to the Mediterranean, is over 1000
ml (600 km) along. There is more than 180000 ml (288000 km) of pipelines in the United
State alone.

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 ANANTHA PVC PIPES

COMPANY PROFILE
ORIGIN:
Rayalaseema is economically backward area in Andhrapradesh, was rarefied region for
industries. A dynamic entrepreneur Sri.S.P.Y.Reddy who is basically a mechanical engineer
started a unit at Nandyala, which manufactures black pipes in 1977.The Determination and
hard work of Sri.S.P.Y.Reddy helped him to overcome the problems faced by the company in
the initial years, and with financial assistance from local commercial banks. The company
could overcome the problems of the merger and is running smoothly.
Later the company started manufacturing of PVC pipes, which terminated the
manufacturing of black pipes. The resulted in the formation of a Pvt.Ltd.Company called
“SUJALA PIPES PVT LTD”. With Sri.S.P.Y.Reddy as the managing director.

The only major competitors to the company are sudhakar pipes, maharaja pipes. The only
backdrop to it is the competition from local brands. As the majority of customers belong to
farmers, they consider than quality. The company has to make aware of the company’s
quality standards to them.

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SIZES: various sizes ranging from ½ to 10 are offered to customers. Even pipes with
different gauges and sizes are manufactured to suit specific conditions.
PACKING: packing plays less important role in to the products like PVC pipes because the
hallow space inside can be utilized. For the purpose of cubic space utilization in trucks while
transport, organization is adopting the technique like pipes in pipes.
PAYMENT PERIOD:
For monarch brand the company adopts zero credit policy and goods are not delivered unless
cash remittances are made. For monarch and sagar brands credit is entitled up to a week. The
difference between these brands is due to brand image.

COVERAGE:
At present Andhra Pradesh, part of southern states of Karnataka. Tamilnadu and Kerala are
ambit of sujala pipes Pvt.Ltd. the company extended their sales in the below regions as
shown below.
1979 - Nandyal region (polyphone pipes)
1984.85 - Rayalseema region (PVC pipes)
1985.86 - Telangana region
1986.87 - Karnataka and Andhra Pradesh
1988.91 - Tamilanadu and Karnataka
1991.94 - Kerala

TRANSPORTATION:
The transportation department of sujala pipes Pvt.Ltd. Is very admirable. This unique strength
of the organization enables the dealers to reduce inventory levels to the minimum. Thus
dealers are also supplemented with dealers to reduce inventory levels to the minimum. Thus

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 ANANTHA PVC PIPES
dealers are also supplemented with the benefit of the lower tied-up capital in the form of
inventory.

BOARD OF DIRECTORS

S.P.Y.REDDY
Sri S.P.Y.REDDY locally well known industrialist with the base at Nandyal, Kurnool district
who has been successful entrepreneur and management. Is technically qualified person with
B.E (Mechanical) from R.E.C (Warangle) and with world experience at BAARC (Bombay).
He has daringly established industries in and around Nandyal from 70’s. as years went of he
has established most successfully the following Nandhi group of companies.
 Nandhi Milk
 Maha Nandhi mineral waters
 Nandhi online services
 Monarch pipes Ltd.
 Integrated thermos plastics Ltd.
 Nandhi PVC.Products

PROMOTER
Sri S.Sridhar Reddy, a computer engineer and a student of IIM, Ahmedaad he has been
interested the management of monarch pipes Ltd. Hampapuram and great assistance and a
young upcoming engineer and industrialist.
 BRANCHES
 PANDICHERRY
 SALEAM
 BELLARY
 MADURAI
 SANGJI
Process:
The main raw materials are HDPE granules, PP granules. The manufacturing for pipes
consist of mixing various resins along with coloring materials in a mixture and the prepared
material is fed to the extruder. In the extruder, the material is heated to the required
politicizing temperature the extruded through the die hard to form the pipe. The hot pipe
coming out of the extruder is cooled in a water bath to retain the final shape. The pipe coming

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 ANANTHA PVC PIPES
out of the extruder is guided through the water bath suitable traction system. The temperature
of the water is maintained by circulating through the cooling toward and with the help of a
chilling plant. The required length of the pipe is cut with a planetary saw. The cut lengths are
titled by titling units and get corrected in the pipe rack attached to the tilting frames. Later
they are stocked separately. The company has entered into a technical has its own processing
technology.
MONARCH PIPES:
Monarch pipe Ltd. was incorporated in the year 1986. The factory is situated at NH-7,
Hampapuram village, Rapthadu mandalam, and Anantapur district. It was taken over by
Nandi pipes.

Its annual production capacity is 1600 Mts. And it is one of the leading manufacturers of
PVC pipes in south India. The company is equipped with technical collaboration from Batten
field of West Germany. It has made possible few other small ventures. Pipes are sold under
brand names of MONARCH, KOHINOOR, and KRISHNA..

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O R G A N IZ A T IO N C H A R T
OF
N A N D I B R A N D P I P E S P V T . L T D .,

M A N A G IN G D IR E C T O R

E X E C U T IV E D I R E C O R

F I N A N C IA L PURCHASE P R O D U C T IO N M A R K E T IN G P U B L IC
MANAGER MANAGER MANAGER MANGAER R E L A T IO N
O F F IC E R

P R O D U C T IO N M A C H IN E Q U A L IT Y
S U P E R V IS O R T E C H N IC IA N C O N TR O L
O F F IC E R

FO REM AN M A C H IN E LAB
O P ER ATO R T E C H N IC IA N

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GROWTH
Sujala pipes Pvt.Ltd. is commission with the objectives of catering to the agriculture needs of
the region. In earlier days tool used for water flow were every ineffective with high
percentage of seepage losses. To counter this has been of Sujala pipes Pvt.Ltd. the manor
irritants in agriculture practices like lack of rain fall, ground water licking.
Water transport with in the fields has provided magnificent thrust to PVC pipes market.
These factors helped Sujala pipes Pvt.Ltd. to record a growth of sales. Well-equipped
laboratory and quality office looks after the quality. The department people always striving to
the quality.
The companies not only improving the brand name but also it are undertaking the competitor
brands. In 1977 the company takeover the sager brand. The manufacturing plant of sager
brand was at Medak distice. The Sujala pipes company not stopped with that victory, the
company takes over another main competitors brand monarch in 1999, the manufacturing
plant of monarch plant lies at Anantapur district. The threats of the old companies are turned
to the opportunities to the company by its excellent management. After the change of
management the brand image of these brands are improved. At present Sujala pipes Pvt.Ltd.
stands at market leader position.

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PRODUCT PROFILE

INTRODUCTION
We shall look at the basic data about plastic and particularly these properties. Which are of
use in practical working with plastics. Plastics are manmade materials obtained from coal.
Today the majority of raw materials are obtained from petrochemical sources and they can be
economically produced in large quantities.
Plastics have changed out world day-by-day. They are becoming more important. They owe
their success to whole serious of advantages, which they have over conventional materials
such as.
 LIGHT WEIGHT
 EXCELLENT MOULDABILITY
 ATTRACTIVE COLORS
 LOW ENERGY REQUIREMENTS FOR CONVERSION
 LOW LABOUR
 LOW COST OF MANUFACTURING
 LOW MAINTAINCE
 HIGH STRENGTH OF MANUFACTURING
 CORROSION RESISTANT
 AESTHETICS WITHOUT SURFACE TREATMENT
 CAPABILITY WITH REINFORCING MATERIALS

EMERGEMCE OF PVC CONCEPTS AND ITS SOCIALIZATION:

Growing domestic agricultural and industrial requirements of the modern world ware in quest
for the new substance, which could serve the need and wants of the today’s man. Although
metals wore meeting major chunk of the fabrication demands of the modern world,
formability and weight constant were real impediments. In light of this situation, the
substance called plastics, which has got all desired characteristics the modern man was
discovered. This carbonaceous with excellent physical stability could replace most of the
earlier used metals, wood etc.
Although acceptance and socialization of this new innovation was slow it had shown
encroachment into the lie’s of the Tada’s man. Now plastics are omnipresent and serving

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numerous fields. Heavily modernized communication sector, fiber equipment are only few
applications in multi various uses of the plastics.

THCHNICAL DETAILS ABOUT PVC PIPES:

Ingredients
 PVC region
 D.B.L.S
 T.B.L.S
 L.S
 C.S
 STEARIC ACID
 HUDROCARBON
 CALCIUM CARBONAT

OBJECTIVES OF THE COMPANY

 Continuous research and product development.
 Constant manufacturing facilities expansion.
 Every product manufacture by ANANTHA PVC PIPES goes through a highly
sophisticated quality control product procedure.
 Company core values are based on respect for people integrity, diversity,
empowerment and customers care.
 They have GMP accredited and manufacturing facility specialties parented in
accordance with WHO Norms.
 The company has a wide range of network throughout the country as well as abroad to
cadre with easy accessibility to our clients.
 A team of professionals takes complete responsibility and dedication in human health
care.

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HR VISION
“Building a winning team”
By creating a
 People centered organization
 Performance driven culture
 Most preferred work place
 People Development
Training
Depending on the nature of the process and campaign:
1. soft skill training : customer service, accent and culture
2. process training : technical & product knowledge, sales training
3. Induction
4. Retraining
5. Team leader, project manager development /once in 6 months

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Recruitment
Recruitment policy in this company is
 Fair and equal treatment
 Technical ability and Qualification
 Performance based promotion
Recruitment campaigns run by the mainstay:
 Internal job posting preferred.
 Employee referral hiring
Recruitment channels: both external and internal
 Internet job posting
 Advertisement
 Internal job postings
 Referrals
Recruitment rounds:
 Preliminary interview
 Language / technical test
 Process manager interview
 General manager interview

Payroll
Internally developed software is used for the payroll.
Compensation package
 Gross salary : 3500-8500
 Incentives: Monthly, Highest Quality
 Entertainment fund
 Insurance: 1,00,000 annually
 Transport & mess free of cost.
KEY FUNCTIONS:
 It deals with the human resource management in the organization.
 It strives for the development of organization.
 360 degree appraisal system is practiced in the organization.
 It deals with all the industry related matters.
 It conducts training & development programs for the employees of the organization.
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 ANANTHA PVC PIPES
 It carries out the recruitment process.
 It actively participates in the community development programs.
 Data entry level is backed up by SAP.
 HR is actively involved in all the activities of the plant (even the production
activities).
OPPORTUNITIES
 The Dept is composed of young and energetic personnel, thus they can be trained to
be the best in their domain.
 The employee relationship activity is getting into the groove of the issues of concerns
with innovativeness and with long term vision.
 The innovative methods like HR on shop floor or new thought into marketing impact
team will definitely raise the standards of the Dept.

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RESEARCH METHODOLOGY
STATEMENT OF THE PROBLEM

The project work is been concentrated on the study on Effectiveness of recruitment &
selection process at ANANTHA PVC PIPES pvt.ltd.

To analyze whether the present Recruitment & Selection process is satisfactory or not.
In today’s competitive world, recruiting potential candidate is tough enough. Recruiting
wrong people will becomes liability to the organization. Organization should avoid such
situation like recruiting wrong candidates. Hence the effective recruitment and selection
process will help to the management for avoiding such situation. With this view in mind a
study was conducted on effectiveness and selection process.

PURPOSE OF STUDY

 Help the company to fulfill its future personnel needs.

 Ensure availability of highly skilled candidates.
 Improve the quality of selection process.
 Attract the right talent.

OBJECTIVES OF THE STUDY

Main objectives of this study are: -

The main objective of the Study is to analyze the effectiveness of recruitment &
selection process.
1. To determine the sources of recruitment in Anantha PVC pipes
2. To determine the process of recruitment in Anantha PVC pipes
3. To determine the process of selection in Anantha PVC pipes
4. To find the problems faced in the recruitment process by the company.
5. To determine the effectiveness of recruitment process in Anantha PVC pipes
6. To give suggestion in order to improve the efficiency of recruitment and selection
process.

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SCOPE OF THE STUDY
Human Resource Management is the backbone of any organization and its success
mainly depends on the manpower. The ability and potentiality of personnel must be match
with the requirement of the positions in the organization. This necessitates the significance of
effective and efficient recruitment process. The organization has to see that right person has
to get right job. The candidate’s attitude about the job and organization goals should match.

Here this study about the recruitment and selection process at Anantha PVC pipes
Is examined and its effectiveness is analyzed.

Last but not the least, this project work can be taken as a basis for extending human resource
researches.
RESEARCH PROCEDURE

The study is based on the various data provided by the company and data collected
from the internet along with questionnaire administered, which would be thoroughly
studied and interpreted.

The method of data collection would be through a questionnaire for the above
study, primary and secondary data are considered.
Primary data:

 Personal Observation

 Interaction mangers employees of various departments.

 Questionnaire
Secondary data:

 Official Records of the company

 Different documents / files of the company.

 Prospects of company

 Project report

 Text Books

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Sampling technique
Sampling technique is a technique in which instead of every unit of the universe, only a
part of the universe is steady and conclusion are drawn on that basis for the entire universe.
The random sampling was used to collect the data for the study. Random sampling refers to
the sampling technique in which each and every item of the population is given an equal
chance of being included in the sample. The selection is therefore free from personal bias
because the investigator does not exercise her/his discretion or preference in the choice of
items. Since the selection of items in the sample depends entirely on chance. This method is
also known as method of chance selection. For this study 100 employees are selected random.
Sample size
Sample size refers to number of elements to be included in the study. The important
decision that as to be taken while adopting a sampling technique is the sample source. In this
study the sample size of respondent was decided to be hundred.
Sample description
No research work can be under taken with out of the co-operation of the respondents
who were interviewed from whom data was collected through questionnaire. Therefore
respondents play a very vital role in this type of study. The data was collected through the
questionnaire. The employees who have experienced more than 4years from different
departments to fill the questionnaire. The data regarding submissions were also through
general talk the following details of the respondents were collected.

1. Name
2. Age
3. Gender
4. Department

The selection of respondents in departments is done randomly who are the associates
of ANANTHA PVC PIPES.

Instrumentation Techniques
To get the responds, the questionnaire method was used .In this study the
questionnaire was distributed to employees and was asked to answer the questions. The
employees were also contacted personally to get the necessary data information required for
the completion of the survey.

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The questionnaire used in this study was a structured one. Here the questions were
arranged in a specific order and were logically interconnected for the research study. The
advantage of the structured questionnaire lies in the reduction of interviewers and interpreters
bias. The questionnaire was framed by keeping in the mind the objective of employee
satisfaction.

Actual collection of data

As this is an exploratory study, the mode of collecting the data mainly through
questionnaire .The questionnaire has been designed extensively for employees purpose .The
responses were noted down on the questionnaire and their comments were noted on the back
of the questionnaire. These responses especially the comments helpful during the analysis.
Other methods used for data collection work, company records and broachers issued
by the management. Internet was also a source of data collection.

LIMITATION OF THE STUDY

 The study does not claim completeness or accuracy in its findings, mainly
because the study has been on data elicited from the respondents.

 The study is based on the assumption that the respondents have given the true
answer or information. Therefore the study is a representation of only
respondent’s opinion.

 The limited time period.

 As he study is based on the sampling method, the study suffers from all the
disadvantages of such sampling.

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CHAPTER- 3
DATA ANALYSIS AND INTERPRETATION
Table 3.1: Methods of Recruitment
Methods of Recruitment No. of Respondents Percent
Internet 12 20
Advertisement 10 17
Campus recruitment 07 11
Consultancy 12 20
Employees 19 32
Total 60 100
Source: Field survey data

From the above table it can be observed that 20% of respondents came to know the
vacancies in at this organization from internet, 17% from advertisement, 11% from campus
recruitment, 20% through consultancy, remaining 32% through present employees in the
organization.

Fig, 3.1: methods of recruitment

Internet
20%
Employees
32%

Advertisement
Consultancy 17%
20%

Campus recruitment
12%

Table3. 2: Underpinning Motivators for Job Application

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Motivators of Job No. of Respondents Percent

Application
Organization reputation 12 20
Pay package 18 30
Brand name 07 12
Job security 12 20
Growth opportunities 11 18
Total 60 100
Source: Field survey data
From the above table it can be understood that the 20% of the respondents applied for jobs
for organizational reputation, 30% can pay package, 12% for brand name, 20% for job
security, and 18% for growth opportunities.

Table3. 2: Underpinning motivators for job application

Growth opportunities Organization reputation

18% 20%

Job security
20%
Pay package
30%

Brand name
12%

Table3. 3: Sources of Recruitment

Sources of No. of Respondents Percent
recruitment
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 ANANTHA PVC PIPES
Advertisement 20 34

Referrals 10 16
Internet 16 27
Consultant 04 07
Headhunting 00 00
Campus Interview 10 16
Total 60 100

Source: Field survey Data

It can be observed from the above table that 34% respondents preferred advertisement
as a source of recruitment followed by referrals, 27% preferring internet as a source, 07%
preferring consultant and the remaining 16% preferring campus interview..
Fig 3.3: Sources of Recruitme

34
27

16 16
7
0

en
t
als et nt g
iew
m rr rn lta n tin v
se fe te u
hu er
rti Re In ns nt
v e Co ead s I
Ad H pu
m
Ca

Table3. 4: Effectiveness of Recruitment sources

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 ANANTHA PVC PIPES
Effectiveness levels No. of Respondents Percent

Highly effective 06 10

Moderately effective 40 67

Effective 12 20

Ineffective 02 03

Total 60 100

Source: Field survey data

From the above table it can be is found that only 10% respondents have rated the
recruitment sources highly effective.67% moderately effective, 20% effective rest of the 3%
ineffective.

Fig 3.4 : Effectivenes of Recruitment sources

67
No: of respondents in
20 3 Percentage (%)
10

1 2 3 4
ve e e e
cti tiv tiv tiv
e ec ec ec
eff eff Eff eff
ly le y In
gh at
Hi der
o
M

Table3. 5: Awareness of recruitment policy

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 ANANTHA PVC PIPES
Responses of Awareness No. of Respondents Percent
Yes 43 72

No 17 28

Total 60 100

Source : Field survey data

It can be found the above tables 72% of the respondents were aware of the recruitment policy
whereas 28% were not aware of it.
Fig3.5 Awareness of Recruitment Policy

1 2

28%

72%

Table3.6: Recruitment Criteria

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 ANANTHA PVC PIPES
Recruitment Criteria No. of Respondents Percent
Work experience 04 07
Technical ability 32 53
Qualification 18 30
Good performance record 06 10

Total 60 100

Source: Field survey data

From the above table it can be observed that the 53% of the respondent’s ranked technical
ability as the criteria of recruitment, 30%, good qualification 10% good performance record
and the rest of 7% work experience.

Fig. 3.6: Recruitment Criteria

60

50
No: of respondents in
Percentage (%)
40

30

20

10

0
Work experience Technical ability Qualification Good performance record

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Table 3.7: Satisfaction with Recruitment procedure

Satisfaction levels No. of Respondents Percent

Extremely satisfied 44 74
Satisfied 08 13
Dissatisfied 08 13
Highly dissatisfied 00 0
Total 60 100
Source: Field survey data

From the above table it can be observed that out of 60 respondents 74% of the respondents
more extremely satisfied with their recruitment procedure,13% were satisfied, and 13% were
dissatisfied.

Fig 3.7 Satisfactory with Recruitment procedure

Least satisfied
13%

Satisfied
13%

Extremely satisfied
74%

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Table 3.8: Effectiveness of the Recruitment process in hiring professionals

Effective responses No. of Respondents Percent

Effective 48 80

Not effective 12 20

Total 60 100

Source: Field survey data

From the above table it can be noticed that 80% of the respondent meet the being in
hiring the professionals, 20% avoid it ineffective in hiring them.

Fig3.8: Effectiveness of the Recruitment process in hiring professionals

No
20%

Yes
80%

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Table 3. 9 Selection methods used

Selection methods No. of Respondents Percent

used

Preliminary 40 67
interview+ Technical
test + HR interview
Written test + Group 14 23
discussion +
Technical test + HR
interview
Technical test + HR 04 07
interview
Technical test + 02 03
Direct interview +
HR interview
Others 00 00
Total 60 100

Source: Field survey data

From the above table it can be observed that 67% respondents have gone through
Preliminary interview + Technical test + HR interview. 23% through Written test +Group
discussion +Technical test +HR interview, 07% Technical test + HR interview, and 03%
through Technical interview + Direct interview +HR interview

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Fig3. 9 Selection methods used

7% 3%
Preliminary interview+
Technical test + HR interview
23%
Written test + Group discussion
+ Technical test + HR interview
Technical test + HR interview
Technical test + Direct
interview + HR interview
67%
Others

Table3. 10: Revelation of strength and weakness tests

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 ANANTHA PVC PIPES
Responses No. of Respondents Percent
Yes 56 93

No 04 07

Total 60 100

Source: Field survey data

Out of 60 associates 93% of them are said that the tests administered revealed their
strengths and weaknesses. And 07% of them said that the tests which administered not
revealing their strength and weakness.

Fig 3. 10: Revelation of strength and weakness tests

No; 7

Yes; 93

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Table3.11: Awareness of the cut off Marks to be obtained for the Next
Round

No. of Respondents Percent

Responses
Being aware 12 20

Not Being aware 48 80

Total 60 100

Source: Field survey data

From the above table it can be observed that 80% of the associates were not aware of the cut-
off marks to be obtained in the test to qualify for the next round. Only 20% of the associates
were aware of the minimum marks to be obtained in the test to qualify for the next round.

Fig3.11: Awareness of the cut off Marks to be obtained for the Next Round

Yes
20%

No
80%

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Table 3.12: Types of job recruitments undergone by the candidates

Types of interview No. of Respondents Percent

Panel interview 02 03
Informal interview 10 17
In-depth interview 48 80
Others 0 0
Total 60 100
Source: Field survey data

From the above table it can be observed that 80% of associates came through in-depth
interview, 17% through informal interview, and 03% panel interview.

Table 3.12: Types of job recruitments undergone by the candidates

25

20

15
No: of respondents in
Percentage (%)
10

0
Panel interview Informal interview In-depth interview

Table3. 13: Rounds of selection interviews conducted

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 ANANTHA PVC PIPES

No. of Rounds No. of Respondents Percent

interview
One 00 00

Two 40 67

More than Two 20 33

Total 60 100

Source: Field survey data

From the above table we can be noticed that 67% of the associates attended two rounds of
interview, another 33% of them attended more than two rounds of interview.

Fig3. 13: Rounds of selection interviews conducted

67

70

60

50
33
40

30

20

10 0
0
One Two More than Two

No: of respondents in Percentage (%)

\]
Table3. 14 Awareness of Terms and Conditions of Employee before

Joining

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 ANANTHA PVC PIPES
Responses No. of Respondents Percent

Being aware 54 90

Not Being aware 06 10

Total 60 100

Source: Field survey data

From the above table we can be understood that 90% of the associates said that they were
communicated the terms and conditions about the employment before joining. And 10% of
them said the organization did not explain the terms and conditions about the employment
before joining.

Table3. 14 Awareness of Terms and Conditions of Employee before Joining

2
10%

1
90%

Table 3.15: Comfort Ability of the Respondents during the Interview.

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 ANANTHA PVC PIPES
Responses No. of Respondents Percent

Comfortable 58 97

In comfortable 02 03

Total 60 100

Source: Field source data

It can be observed from the above table that 97% of the associates were comfortable during
interview.

Fig 3.15: Comfort Ability of the Respondents during the Interview.

No
3%

Yes
97%

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 ANANTHA PVC PIPES
Table 3. 16 Rating of the Capability of the Interviewers

Rating No. of Respondents Percent

Excellent 51 85

Very good 09 15

Good 00 00

Fair 00 00

Total 60 100

Source: Field survey data

Analysis: -
From the above table it observed that is 85% of the respondents rated the capability of the
interviewers excellent. And 15% of them very good.

Table 3. 16 Rating of the Capability of the Interviewers

90
80
70
60 Excellent
50 Very good
40 Good
30 Fair
20
10
0
Excellent Very good Good Fair

Table 3.17 Employee referrals by Associates

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 ANANTHA PVC PIPES
Responses No. of Respondents Percent

Yes 44 74

No 16 26

Total 60 100

Source: Field survey data

Analysis: -
From the above table it can be observed that the 74% of them were referred by the present
employees into organization. Another 26% of them were not referred.

Fig. 3.17 Employee referrals by Associates

No
26%

Yes
74%

4.1 FINDINGS

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 ANANTHA PVC PIPES
 Top three methods of Recruitment practiced in the organization are employee
referrals, consultancy and internet.
 Pay package, job security and organizational reputation are the top three major

motivators for applying jobs in the organization.

 Advertisement and internet are the major resources of recruitment.
 67% of the respondents felt the recruitment process is moderately effective.
 72% of the respondents were aware of management’s recruitment policy.
 Technical ability and qualification were the recruitment criteria felt by 53% and 30%
of the employees respectively.
 74% of the employees were extremely satisfied with the recruitment process.
 80% of them felt that recruitment process is effective in attracting professionals.
 67% of them said preliminary interviews, technical tests and HR interview was need
in selecting employees.
 93% of them expressed that tests administered to them revealed their strength and
weaknesses.
 80% of them said that they were not aware of cut-off marks to go for next stage.
 67% of them said two rounds of selection interview were conducted.
 90% of them opined that they were aware of terms and conditions of employment to
training jobs.
 85% of them rated the interviewers capacities excellent
 74% of them were referred in the present employees

RIIMS, TIRUPATI.
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SUGGESTIONS

 Attractive remuneration should be given to attract the talented.

 Recruitment should be short period otherwise the candidate may lose his interest and
he may join any other organization.
 HR manager should take the responsibility to take aware of the cut – off marks to be
obtained in the test to be qualified for the next round.
 Technical test should be mandatory because technical skill is very essential for the
manufacturing industry.
 Department should develop a preplanned interviews i.e. a structured interview. It well
be more comprehensive in testing the candidate.

RIIMS, TIRUPATI.
 ANANTHA PVC PIPES

CONCLUSION

The data have been derived from the in depth study of the above mentioned sources
which are as follows:
Introduction to human resources management, it helps to know about the importance
of human resource management and role played by human resource in the organization. It
shows how people make things happen.

It’s time to start looking at the world of recruiting, especially the world of corporate
staffing through a new lens. How? Start thinking about developing long-term talent
relationship management initiatives even before the opening.

How? Plan proactively, Identify key source of talent, Attract their attention as Great
Place to Work, Involve them in the benefit matching process, Capture their interest to be part
of GPTW , hire and engage the stars needed to build a better business. Allocate even a small
portion of our day to proactive talenteering activities vs. reactive recruiting activities, and
there will be a major impact on the quality of talent we can attract to our business.

But, upgrading the quality of new hires can alone solve the problem? But in reality
gradual change based on attraction of and greater selectivity for new hires doesn’t help create
the right environment for high performers. Money spent on recruiting and training are wasted
if an uninspired current workforce drives out high performers or induces them to leave us. It
is up to the front-line leader to keep them engaged and retain them through the building and
maintaining of a high-performance culture. Raising the performance bar on current
employees significantly contributes to solving staffing problems by reducing the turnover of
high performers.

RIIMS, TIRUPATI.