32 Recruitment And Selection (3) Genisis International Divyanshu To Print.docx

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INTRODUCTION Recruitment and selection is the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position and choosing the most appropriate person for the job. Recruitment and Selection refers to sourcing and building efficient human resource to the organization to attain its objectives. The success of any business depends to a large extent on the quality of its staff. Recruiting employees with the correct skills can add value to a business and recruiting workers at a wage or salary that the business can afford, will reduce costs. Employees should therefore be carefully selected, managed and retained, just like any other resource.

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MEANING OF RECRUITMENT Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”. Recruitment is the activity that links the employers and the job seekers. A formal definition states, “It is the process of finding and attracting capable applicants for the employment”. In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc. are used. In the recruitment a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees.

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INTRODUCTION OF RECRUITMENT Recruitment and Selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Every organization needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities. “Right person for the right job is the basic principle in recruitment and selection”.

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IMPORTANCE OF RECRUITMENT  Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities.  Increase the pool of job candidates at minimum cost.  Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants.  Meet the organizations legal and social obligations regarding the composition of its work force.  Begin identifying and preparing potential job applicants who will be appropriate candidates.  Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it.

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RECRUITMENT PROCESS Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The job comprises five interrelated stages, viz,     

Planning Strategy development Searching Screening Evaluation and control

The ideal recruitment program is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization, when offered. STAGE 1: RECRUITMENT PLANNING The first stage in the recruitment process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into set of objectives or targets that specify the 1) Numbers and 2) Types of applicants to be contacted. 1) Number of contacts: Organization nearly always plan, to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. Each time the recruitment program will be contemplated one task is to estimate the number of applicants necessary to fill all vacancies with the qualified people. Page | 6

2) Types of contacts: It is basically concerned with the types of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification.

STAGE 2: STRATEGY DEVELOPMENT When it is estimated that what types of recruitment and how many are required then one has concentrate in 1) Make or Buy employees 2) Technological sophistication of recruitment and selection devices 3) Geographical distribution of labor markets comprising job seekers 4) Sources of recruitment 5) Sequencing the activities in the recruitment process. MAKE or BUY: Organization must decide whether to hire less skilled employees and invest on training and education programs, or they can hire skilled labor and professionals. Essentially, this is the make or buys decision. Organizations, which hire skilled and professionals shall have to pay more for these employees. TECHNOLOGICAL SOPHISTICATION:

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The second decision in strategy development relates to the methods used in recruitment and selection. This decision is mainly influenced by the available technology. The advent of computers has made it possible for employers to scan national and international applicant a wider scope of options in the initial screening stage. STAGE 3: SEARCHING Once a recruitment plan and strategy are worked out, the search process can begin. Search involves two steps –  Source activation and  Selling Source activation: Typically sources and search methods are activated by the issuance of an employee requisition. This means that actual requiting takes place until lone managers have verified that vacancy does exist or will exist. If the organization has planned well and done a good job of developing its sources and search methods, activation soon result in a flood of applications and/or resumes. The application received must be screened. Those who pass have to be contacted and invited for interview. Unsuccessful applicants must be sent letter of regret. Page | 8

Selling: A second issue to be addressed in the searching process concerns communications. In selling the organization both message and the media deserve attention. Message refers to the employment advertisement. With regards to media, it may be stated that effectiveness of any recruiting message depends on the media. Media are several-some have low credibility, while others enjoy high credibility. Selection of medium or media needs to be done with a lot of care. STEP 4: SCREENING Screening of applicants can be regarded as an internal part of recruiting process, though many view it has the first step in the selection process. The selection process will begin after the applicants have been scrutinized and short listed. Application received in response to advertisements is screened and only eligible applicants are called for an interview. A selection committee comprising the vice-chancellor, registrar and subject experts conducts interview. Here, the recruitment process extends up to screening the applications. The selection process commences only later. PURPOSE OF SCREENING: The purpose of screening is to remove from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. Effective screening can save a great deal of time and money. Care Page | 9

must be exercised, however to assure that potential good employees are not rejected without justification. The techniques used to screen applicants vary depending on the candidate sources and recruiting methods used. Interview and application blanks may be used to screen walk-ins. Campus recruiters and agency representatives use interviews and resumes. Reference checks are also useful in screening. STAGE 5: EVALUATION AND CONTROL Evaluation and control is necessary as considerable costs are incurred in the recruitment process. The costs generally incurred are Salaries for recruiters  Management and professional time spent on preparing job description, job specifications, advertisements, agency liaison and so forth.  The Cost of advertisements or other recruitment methods that is, agency fees.  Recruitment, overheads and administrative expenses  Cost of overtime and outsourcing while the vacancies remain unfilled.  Cost of recruiting unsuitable candidates for the selection process.

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METHODS OF RECRUITMENT All methods of recruitment can be put into three categories: a. Direct method b. Indirect method c. Third-party method

a. Direct method: These include the campus interview and keeping a live register of jobseekers. Usually under this method, information about jobs and profile of persons available for jobs is exchanged and preliminary screening is done. The short listed candidates are then subject to the remainder of the selection process. Some organization maintains live registers or record of applicants and refers to them as and when the need arises.

b. Indirect method: They cover advertising in newspapers, on the radio, in trade and professionals journals, technical journals and brochures. When qualified and experienced persons are not available through other sources, advertising in newspapers and professionals and technical journals in made. Whereas all types of advertisements can be made in newspapers and magazines, only particular types of posts should be advertised in the professional and technical journals. c. Third party method: Various agencies are used for recruitment under these methods. These include commercial and private employment agencies, state agencies, and placement offices of schools, Page | 11

colleges and professional associations, recruiting firms, management consulting firms, indoctrination seminars for college professors, friends and relatives. Employment agencies They are specializing in specific occupation like general office help, salesman, technical workers, accountants, computer staff engineers and executives and suitable persons available for a job. Because of their specialization, they can interpret the needs of their clients and seek out particular types of persons. State or public employment agencies They also knew as Employment or Labor Exchanges, are the main agencies for public employment. They also provide a wide range of services, like counseling, assistance in getting jobs, information about the labor market, labor and wages rates, etc. Professional societies They may provide leads and clues in providing promising candidates for engineering, technical and management positions. Some of these maintain mail order placement services.

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SOURCES OF RECRUITMENT

 Internal Sources Of Recruitment The internal sources of recruitment are:1. Promotions: Promotion means to give a higher position, status, salary and responsibility to the employee. So, the vacancy can be filled by promoting a suitable candidate from the same organization.

2. Transfers: Transfer means a change in the place of employment without any change in the position, status, salary and responsibility of the employee. So, the vacancy can be filled by transferring a suitable candidate from the same organization. 3. Internal Advertisements: Here, the vacancy is advertised within the organization. The existing employees are asked to Page | 13

apply for the vacancy. So, recruitment is done from within the organization.

4. Retired Managers: Sometimes, retired managers may be recalled for a short period. This is done when the organization cannot find a suitable candidate.

5. Recall from Long Leave: The organization may recall a manager who has gone on a long leave. This is done when the organization faces a problem which can only be solved by that particular manager. After he solves the problem, his leave is extended.  Merits of Internal Sources The benefits / advantages / merits of using internal sources of recruitment:1. It is time saving, economical, simple and reliable. 2. There is no need of induction training because the candidate already knows everything about the organization, the work, the employee, the rules and regulations, etc. 3. It motivates the employees of work hard in order to get higher jobs in the same organization. 4. It increases the morale of the employees and it improves the relations in the organization. 5. It reduce executive turnover. 6. It develops loyalty and a sense of responsibility.  Demerits of Internal Sources The limitations / demerits of using internal sources of recruitment:-

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1. It prevents new blood from entering the organization. New blood brings innovative ideas, fresh thinking and dynamism into the organization. 2. It has limited scope because it is not possible to fill up all types of vacancies from within the organization. 3. The position of the person who is promoted or transferred will be vacant. 4. There may be bias or partiality in promoting or transferring persons from within the organization. 5. Those who are not promoted will be unhappy. 6. The right person may be promoted or transferred only if proper confidential reports of all employees are maintained. This involves a lot of time, money and energy  External Sources of Recruitment The external sources of recruitment are:1. Management Consultants: Management consultants are used for selecting higher-level staff. They act as a representative of the employer. They make all the necessary arrangements for recruitment and selection. In return for their services, they take a service charge or commission.

2. Public Advertisements: The Personnel department of a company advertises the vacancy in newspapers, the internet, etc. This advertisement gives information about the company, the job and the required qualities of the candidate. It invites applications from suitable candidates. This source is the most popular source of recruitment. This is because it gives a very wide choice. However, it is very costly and time consuming.

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3. Campus Recruitment: The organization conducts interviews in the campuses of Management institutes and Engineering Colleges. Final year students, who're soon to get graduate, are interviewed. Suitable candidates are selected by the organization based on their academic record, communication skills, intelligence, etc. This source is used for recruiting qualified, trained but inexperienced candidates.

4. Recommendations: The organization may also recruit candidates based on the recommendations received from existing managers or from sister companies.

5. Deputation Personnel: The organization may also recruit candidates who are sent on deputation by the Government or Financial institutions or by holding or subsidiary companies.  Advantages of External Sources The benefits / merits / advantages of using external sources of recruitment:1. It encourages young blood with new ideas to enter the organization. 2. It offers wide scope for selection. This is because a large number of suitable candidates will come for the selection process. 3. There are less chances of bias or partiality. 4. Here there is no need to maintain confidential records.

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 Limitations of External Sources The demerits / limitations of using external sources of recruitment:1. It is very costly. This is because advertisements, test, medical examination etc., has to be conducted. 2. It is very time consuming. This is because the selection process is very lengthy. 3. It may not develop loyalty among the existing managers. 4. The existing managers may leave the organization if outsiders are given higher post.

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MEANING OF SELECTION

Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job. Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. While every step in the process plays a part in the decision to employ, employers most often make the final decision to employ in the interview itself. At the interview, the employer is seeking to check the candidate’s suitability for the post and their qualifications and relevant experience. When someone is called for an interview, they can reasonably assume that they are being considered for a position. Providing they impress at interview. The Recruitment Structure usually larger employers and those that employ a lot of people will have a formal recruitment and selection procedure. Smaller employers and those who take on new employees less frequently may not be so formal. Larger employers may have several people involved in the recruitment process, while smaller concerns may have one person handle the setting on of staff. There are also industry-specific hiring practices. Page | 18

Best qualified does not just means skills, experience and education. Employers are also looking for motivation. They are also looking at how much a new employee will cost them. Employing someone is a major expense that costs the employer large amounts of money and the penalty for getting it wrong may cost the employer dearly. Employers want to make sure they get the best value for their money. After all, most job seekers don’t come with a money-back guarantee. DEFINITION A formal definition of selection is as following: “It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.” Selection process assumes and rightly so that there is more number of candidates actually selected candidates are made available through recruitment process. SELECTION PROCESS The selection procedure is concerned with securing relevant information about an applicant. This information is secured in a number of steps and stages. The objective of selection process is to determine whether an applicant needs the qualification for a specific job and to choose the applicant who is most likely to perform in that job. Page | 19

A well organized selection procedure should be designed to select sustainable candidates for various jobs. Each step in the selection process should help in getting more and more information about the candidate. There is no idle selection procedure appropriate for all cases.

Steps in the selection process:  Preliminary screening  Application blank  Employment tests  Selection interview  Medical or physical examination  Checking reference  Final approval

Preliminary screening This is essentially to check whether the candidate fulfills the minimum qualification. The preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate. The job seekers are received at the reception counter of the company. The receptionists or other official interviews the candidates to determine whether he is worthwhile or the candidate to fill up the application blank. Page | 20

Application blank The candidates are required to give full information about age, qualification, experience, family background, aptitude and interests act in the application blank. The application blank provides a written record about the candidate. The application form should be designed to obtain all relevant information about the candidates. All applications received from the candidates are carefully scrutinized. After the scrutiny more candidates among the applicants are short-listed for written tests and others are rejected. Employment tests Candidates are asked to appear for written or other tests. Tests have become popular screening devices. These tests are based on the assumption that human traits and work behaviors can be predicted by sampling, however tests are not fully reliable and they also involve time and money. Test is more useful in identifying and eliminating unsuitable candidates therefore should be used only as supplements rather than an independent technique of selection. The main types of tests are:  Intelligence tests  Aptitude test  Interest test  Personality test Page | 21

Selection interview It involves a face-to-face conversation between the employer and the candidate; the selector asks a job related and general questions. The way in which a candidate responds to the question is evaluated. The objectives of the interview are as following:  To find out the candidate’s overall suitability for the job.  To

cross-check

the

information

obtained

through

application blank and tests and  To give an accurate picture of the job and the company. Interview is the most widely used step in employee selection. However, interview suffers from several drawbacks: Firstly, it is a time consuming and expensive device. Secondly, it can test only the personality of the candidate and not his skills for the job. Thirdly, the interviewer may not be an expert and may fill to extract all relevant information from the candidate. Fourth, the personal judgment or bias of the interviewer may make the result of the interviews inaccurate. Medical or Physical Examination: Candidates who are found suitable after interview are called for physical examination. A panel of doctors to ensure that they are healthy and physically fit for the job does a medical check-up of such candidate. A proper medical examination will also ensure

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that the candidates selected do not suffer from any serious desirous which may create problems in future. Checking Reference: Generally, every candidate if required to state in the application form, the name and address of at least two responsible persons who know him. The reference may not give their frank opinion unless promises made that in all information will be kept strictly confidential. Moreover the information given by them may be biased in the form of candidate.

Final approval: The candidate who are found suitable after the medical check-up and background investigation are formally appointed by issuing appointment letter to them. They are asked to join duty by the specified date. No selection procedure is foolproof and the best way to judge a person is by observing him working on the job. Candidate who gives satisfactory during the probationary period are made permanent.

OBJECTIVES OF THE STUDY The management of human resources is a very complicated task for those who are entrusted with successful running of the organization and this implies considerable knowledge of various aspects of “HRM” in which the RECRUITMENT AND SELECTION takes a very important role. Page | 23

The objective of the study is to study about the policy of the firm on the topic of “RECRUITMENT AND SELECTION”. My study mainly covers following objectives: 1. To understand the RECRUITMENT AND SELECTION procedure of GENESIS INTERNATIONAL. 2. To get the opinion of the employees on the existing RECRUITMENT AND SELECTION process. 3. To ascertain the changes that should be made in the recruitment system to be more effective.

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SCOPE OF THE STUDY

The strength of an organization is its people if people are attended to properly by recognizing their talents, developing their capabilities and utilizing them appropriately, organization are likely to be dynamic and grow fast. Ultimately the variety of tasks in any organization has to be accomplished by the people. Some of them may have capabilities to do certain task better than other tasks, and some of them may not have capability to do the task assigned to them. In any case of the important process goals of any dynamic organization is to assure that its people are capable of doing the variety of tasks associated with their role/position. My interest is totally towards H.R and the above study would brighten my career in H.R. By this study I got an experience about how the organization works, attitude of people working there also it got a chance to differentiate between practical and theoretical work of steps or stages; the objective of selection process is to determine whether an applicant meets the qualification for a specific job and to choose the applicant, who is most likely to perform well in that job.

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LIMITATION  While making the project in Genesis International Ltd. the main limitation that I faced was the secrecy adopted by the company in providing the information.  The respondents were too busy to provide me proper time that was required by me.  Time was the limitation while carrying the project. I had to complete the project in 45 days thus the project could have been better if more time was provided to me.  Because of time constraint sample size was the scope of the project in limited to areas in kashipur only.  The estimates are done on average basis.  Because of the constraint sample size was restricted on 100.  The company was conducting the summer training for the master of management studies so they exactly did not know the way to give training.  The trainees of one department were not allowed to go and interact with other department. Page | 26

RESEARCH METHODOLOGY

RESEARCH Research comprises defining and redefining problems, formulating hypothesis or suggested solutions, collecting, organizing and evaluating data, making deductions and reaching conclusions and at last carefully testing the conclusions to determine whether they fit the formulating hypothesis. RESEARCH METHODOLOGY Research methodology is a way to systematically solve the problems. It is a way of studying how research is done scientifically. It consists of various steps that are generally adopted by the researcher in studying his research problems along with the logic behind them. RESEARCH DESIGN Research design is a framework or the blue print for conducting the research project. Research design is the arrangement of conditions for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure. It includes an outline of what the researcher will do from writing the hypothesis and its operational implications to the final analysis of data.

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TYPES OF RESEARCH DESIGN  Exploratory research design  Descriptive research design  Experimental research design

EXPLORATORY RESEARCH DESIGN It is also termed as formulate research design. The main purpose of the study is to formulate a problem for more precise investigation.

DESCRIPTIVE RESEARCH DESIGN In descriptive research design, those studies are taken which are concerned with describing the characteristics of a particular individual or a group.

EXPERIMENTAL RESEARCH DESIGN In this causal relationships between the variables are tested. It is also known as hypothesis testing research design.  Primary Data  Secondary Data

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PRIMARY DATA Primary data are those data, which is originally collected. It is of following type’s questionnaire, interview, observation etc. SECONDARY DATA Secondary data are those data which are collected and which has been passed through statistical research. In this project, secondary data has been collected from following sources: Books  Job portal  Other material and report published by company.

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RESEARCH METHODOLOGY ADOPTED

Research Design

:

Descriptive research

Research Instrument

:

Structured

:

Non-Probabilistic

:

80

Questionnaire

Sampling Plan I) Sample Method Sampling (Convenience Sampling) ii) Sample Size Sampling Design

Convenience sampling, as the name implies, is based on the convenience of the researcher who is to select a sample. Respondents in the sample are included in it merely on account of their being available on the spot where the survey was in progress.

Source of Data

a) Primary Data : Structured Questionnaire b) Secondary Data

: Journals, Company Data, etc.

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Difference between Recruitment and Selection: I.

Recruitment is identifying and encouraging prospective employees to apply for a job and selection is selecting the right candidate from the pool of applicants.

II.

The basic purpose of recruitment is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization.

III.

Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

IV.

Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

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About the Company

Company Name

:

Genesis

International ltd Business Type

:

Manufacturer/supplier Product supplies and manufactures

:

male

footwear and leather shoes

Genesis

International

INDUSTRIAL

AREA

ltd

located

in

MAHUAKHERA

NAND GANJ

NAGAR is

a

manufacturing unit which manufactures male footwear and leather shoes it also exporting and supplying the product. Genesis international ltd is a branch of Mirza International Ltd. Mirza International Limited (formerly known as Mirza Tanners Limited) was incorporated on 5th September 1979. Today, the company has emerged as a frontrunner in the manufacturing and marketing of leather and leather footwear. Headquartered in the Indian capital of New Delhi, the company markets its products across the globe to countries like the UK, Europe, South Africa and the Middle East, to name a few. The company is listed on the NSE, BSE and UP Stock exchanges and is ISO 9001, 9002 and 14000 certified. Page | 34

HISTORY Mirza’s journey began in the year 1979 with a small tannery for manufacturing finished leather at Magarwara near Kanpur. The company, established by Mr. Irshad Mirza and Mr. Rashid Mirza, was then called ‘Mirza Tanners Private Limited’. The company focused on supplying high quality leather and leather products to the overseas markets and gradually became one of the largest exporters of finished leather in the country. During this phase, Mirza took a significant leap, by venturing into newer areas which were extensions of its existing competencies. The global shoe market was then looking upon outsourcing of leather footwear in a big way. To take advantage of this opportunity, Mirza diversified into manufacturing of shoes. Very swiftly, four state-of-the-art manufacturing units were setup at Unnao and Noida. Having made a foothold in the footwear business, Mirza quickly reorganized itself by setting up In-house Design and Development studios, Marketing offices and a strong Distribution and Logistics network. After successfully reorganizing itself, Mirza moved a step ahead of others by launching its own brands ‘Red Tape’ and ‘Oaktrak’. Having firmly established its product lines and market geographies, the company spread its wings to several other Page | 35

countries through its marketing companies and networking associates. Some of countries where Mirza has a significant presence are U.K., Portugal, South Africa, USA, Germany, France, Scandinavian Countries and UAE. Today, Red Tape has emerged as the one of the most stylish lifestyle brands available. Through growing scale of operations, the brand has reached markets in USA, U.K., Canada, France, Germany, Belgium, Holland, South Africa, Australia, New Zealand, South East Asia and the Middle East.

VISION

MISSION

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BRANDS RED TAPE Known for its unparalleled comfort, international styles and finesse, Red Tape the flagship brand of Mirza International Limited, was launched in the year 1996. The brand has today become synonymous with hi-fashion & lifestyle, owing to its unmatched quality, skilled craftsmanship and trendy products. Endorsed by the style icon Salman Khan, Red Tape has become India’s most loved premium lifestyle brand. Red Tape - Fashion for Your Feet Red Tape has emerged as a leader in the high-end fashion footwear segment. The Red Tape footwear range is designed in company-owned design studios in the UK and Italy and manufactured using international quality materials from European countries. Having become India’s favorite men’s footwear, the brand has now diversified into Women’s footwear. Red Tape- Fashion for You Red Tape has recently forayed into the apparel sector and unveiled men’s clothing and accessories line up. This new range offers an eclectic mix of casual wear including shirts, jackets, denims, tees, pants/shorts and accessories such as belts, socks and wallets.

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Red Tape- Fashion for the World Red Tape is an international brand, present across the US, UK, France, Germany, West Asia and South Africa. The Red Tape products are being sold globally through the company's extensive global distribution channel. Red Tape – Fashion that is Truly Global The Red Tape range of shoes, apparel & accessories reflect the latest fashion tends across the globe. These are designed in company-owned design studios in the UK and Italy and manufactured using international quality materials from European countries , in order to produce a truly global product. Red Tape – Fashion in Your Reach Red Tape products are available across India through multiple brand outlets, chain stores and exclusive Red Tape showrooms. Its countrywide network of exclusive showrooms spans 30 cities in India. OAKTRAK Oaktrak is a niche brand of formal footwear, designed exclusively for the upwardly mobile executives and businessmen. The range is both casual and urban, with the emphasis on comfort with style. Oaktrak is sold through independents, small retailers and multiples. Primary markets for the brand are UK and South Africa.

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MANAGEMENT TEAM The company is managed by professionally qualified personnel with extensive experience in their respective fields. The company offers freedom of operation to its people. As a result, the company has been able to develop a truly dynamic set of senior level leaders and functional heads.

Mr. Irshad Mirza (78) is the Executive Chairman of the Company. Mr. Mirza a graduate in B.Sc , Leather Technologist and having a expertise in Industrial & Leather Technocrat having rich & vast experience of around 50 years in the field of Leather Technology & Business Management. Mr. Mirza has held directorships with Shoemax Engineering Ltd., Shoemax Leather Tech Engineers Ltd., Industrial Infrastructure Services (India) Ltd., Mirza Agrotech Pvt. Ltd., and Azad Multispecialty Hospitals & Research Centre Pvt. Ltd. He received the ‘Padma Shri’ Award in 2010 from Honorable Smt. Pratibha Devi Singh Patil, President of India for recognize their contribution in Trade and Industry.

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Mr. Rashid Ahmed Mirza (57) is the Managing Director of the Company. He is a Promoter of the Company and commences his employment since 1979. He holds a Diploma in Leather Technology, London and having a expertise in Industrial & Leather Technocrat having rich & vast experience of around 37 years & knowledge in areas of Leather Technology & business management. He is responsible for the overall management of the company. He is actively involved in Export Marketing and development of quality leather and modernization of Tannery Division of the Company

Mr. Shahid Ahmad Mirza (56) is the Wholetime Director of the Company. He is a Promoter of the Company and commences his employment since 1979. He holds a Diploma in Leather Goods Technology U.K. and having a expertise in Leather Technologist having a vast experience of 3 decades in the Leather goods & overall charge of Shoe Division of the Company Page | 40

and for the purchase of local raw materials and equipments for the Shoe Division. He holds directorships with Mirza Holdings Pvt. Ltd. and Emgee Projects Pvt. Ltd. & Shoemac Leather Tech Engineers Ltd.

Mr. Tauseef Ahmed Mirza (44) is the Wholetime Director of the company. He holds a Diploma in Shoe Technology, London and having a experience of around 25 years in the field of Leather Industry looking after all manufacturing operations at Shoe Division of the company at Noida & Greater Noida. His

responsibilities

include

the

management

of

design,

development, implementation and support of manufacturing of Shoes at different units of the Company. Further, he is actively involved in setting up of ultra modern Shoe manufacturing unit at Greater Noida and also engaged in the overseas marketing operations of the Company.

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Mr. Tasneef Ahmed Mirza (41) is the Wholetime Director of the company. He holds Degree in Leather Technology, from renowned Nene College, Northampton, U.K. He is an Industrialist and a Technologist having good experience of around 17 years in his line of business and looking after core operations of the Company (manufacturing of high quality leather) & is overall incharge of Tannery Division of the Company at Magarwara, Unnao.

Mr. N.P. Upadhyaya (64) is the Whole-time Director of the company. He is a B.Tech in Mechanical Engineering and subsequently a Post-graduate Diploma in Business Management. He is the Director of the company since April 1997 and over the years has run the business. He is responsible for the working of Shoe Units of the Company and have a rich and a vast experience of the around 41 years in the field of Engineering, Cement & Chemicals apart from working of Leather industry. Page | 42

Mr. Subash Sapra (71) is an Independent Director of the Company since March 2008. He is B.Tech in Mechanical Engineering and has a vast experience in the field of Water/ Waste Water Sewage Treatment Systems. He is a member of the Audit Committee and Remuneration /committee of the company.

Mr. Islamul Haq (78) is Commerce graduate and is a Director of the company since March 2008 with a vast experience of around 4 decades in the field of Leather Industry & business management. He is a member of the Remuneration Committee of the Company.

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Mr. Q.N. Salam (69) is an Independent Director of the Company. He is a leading Advocate in Kanpur and has been appointed as the Director of the Company since July 1994. He has a rich and varied experience of around 41 years in the Legal Profession. He is a Chairman of the Remuneration Committee and member of the Share Transfer and Investor’s Grievance Committee.

Mr. Yashvir Singh (66) a Post-graduate in M.Sc and subsequently holds a degree in M.Phil, PhD. He is a scientist and has an experience of more than two decades in the Industry, Government Bodies and Institutions. He is an Independent Director of the Company since September, 1994.

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Mr. P.N. Kapoor (77) is an Independent Director of the Company since July 1994. He is B.Tech (Mech.), IIT & M.S. (Mech.), Chicago, having a vast experience of around 47 years in the engineering industry and business in India and abroad. Further, He is a chairman of the Share Transfer and Investor’s Grievance committee and a member of the audit Committee and the Remuneration Committ

Mr. Sudhindra Kumar Jain (56) is an Independent Director of the Company since 30.07.2008. He is a Practicing Chartered Accountant having wide experience of more than 30 years in the field of Income Tax, Accountancy etc. Besides regular Statutory Audits, Tax Audits etc., Mr. Jain also conducted over 70 regular Inspections of PNB branches spreading over whole of India. Apart from that, Mr. Jain was also appointed by Commissioner of Income Tax (Central Circle), Kanpur for conducting various special audits. He also worked as paper writer and speaker in over 50 Seminars on various subjects in Direct Taxes and also represented more than 3000 appeals under Direct Taxes before various Appellate Page | 45 Tribunals and Appellate Authorities. He also appointed as

Independent Director of Nationalized Banks.

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Data interpretation A questionnaire was prepared for the purpose of getting feedback from the employees and manager regarding “recruitment and selection procedure” of their company. 80 employees are selected and were distributed the questionnaire from the purpose of the study. Analysis of the data The analysis of the data is done as per the survey finding. The data is represented graphically in percentage. The percentage of the people opinion were analyzed and expressed in the form of charts and have been placed in the next few pages. Are you satisfied with your job? S.NO

OPINION

PERCENTAGE

1

Highly Satisfied

51%

2

Moderate Satisfied

15%

3

Satisfied

23%

4

Unsatisfied

11%

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Employee's Condition 11% 23%

Highly Satisfied

51%

Moderate Satisfied Satisfied 15%

UnSatisfied

51% people are highly satisfied with their job. 15% people are highly satisfied with their job. 23% people are highly satisfied with their job. 11% people are highly satisfied with their job.

2. Are you satisfied with your induction program?

S.NO

OPINION

PERCENTAGE

1

Yes

86%

2

No

14%

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Induction Program 14%

Yes No 86%

86% people said that they are satisfied with the induction program. 14% people said that they are not satisfied with the induction program.

3. Do you feel you are the important asset for the organization?

S.NO

OPINION

PERCENTAGE

1

Yes

82%

2

No

18%

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Employees are important asset 18%

Yes No 82%

82% people said that they are important asset for the company. 18% people said that they are not an important asset for the company

4. Do you think knowledge of Hindi and English should be must for a candidate? S.NO

OPINION

PERCENTAGE

1

Yes

56%

2

Only Hindi

24%

3

Only English

20%

Page | 50

Knowledge of Hindi and English 20%

Yes

56%

24%

Only Hindi Only English

56% people said that the knowledge of Hindi and English should be must. 24% people said that the knowledge of Hindi is must. 20% people said that the knowledge of English is must. 5. Written test is more essential or interview while recruiting?

S.NO

OPINION

PERCENTAGE

1

Only Interview

25%

2

Only Written Test

21%

3

Both

64%

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Written Test or Interview 23% Only Interview 58%

19%

Only Written Test Both

23% people said that only interview is more essential while recruiting. 19% people said that only written test is more essential while recruiting. 58% people said that both methods are essential while recruiting.

6. Are you satisfied with your selection procedure? S.NO

OPINION

PERCENTAGE

1

Highly Satisfied

51%

2

Moderate Satisfied

16%

3

Satisfied

22%

4

Unsatisfied

11% Page | 52

Satisfied with Selection Procedure 11% 22% 51%

Highly Satisfied Moderate Satisfied Satisfied

16%

Unsatisfied

11% people said that the company uses his own website for recruitment. 89% people said that the company not uses his own website.

7. How would this post fit on your long term career plans? S.NO

OPINION

1

It would broaden your experience It would be a good step to move forward

2

PERCENTA GE 46% 32%

3

It would be just right

12%

4

None of the above

10%

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Long Term Career Plans 10% 12%

46%

I t would broaden your experience It would be a good step to move forward It would be just right

32%

None of the above

46% people said that it would broaden your experience. 32% people said that it would be a good step to move forward. 12% people said that it would be just right. 10% people said that none of the above. 8. Whether Experience is more countable or fresh knowledge should be more while Recruitment & Selection?

S.NO

OPINION

PERCENTAGE

1

Experience

66%

2

Knowledge

34%

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Experience or Fresh Knowledge

34% Experience 66%

Knowledge

34% people said that Experience is more countable. 66% people said that fresh knowledge is more countable.

9. Which type of technique is used for interview?

S.NO

OPINION

PERCENTAGE

1

Structured

53%

2

Unstructured

36%

3

Both

11%

Page | 55

Technique for Selection 11%

53%

36%

Structured Unstructured Both

53% people said that the company uses the structured technique for selection. 36% people said that the company uses the unstructured technique for selection. 11% people said that the company uses both the techniques for selection.

10. Is there any provision for evaluation and control of recruitment and selection process? S.NO

OPINION

1

YES

2

NO

NO. OF PERCENTAGE RESPONDENT 24 78% 6

22%

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Evaluation and Control of Recruitment and Selection Process 22%

YES 78%

NO

78% people said that the company has the provision for evaluation and control of recruitment and selection process. 22% people said that the company does not have the provision for evaluation and control of recruitment and selection process.

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RECOMMENDATIONS

The following are the suggestions received from the respondents of the questionnaire. These suggestions are based on their awareness regarding the Recruitment and Selection procedure. 1. During the selection process not only the experienced candidates but also the fresh candidate should be selected so as to avail the innovation and enthusiasm of new candidates.

2. Company should follow all the steps of recruitment and selection for the selection of the candidates.

3. Selection process should be less time consuming.

4. The interview should not be boring, monotonous. It should be made interesting. There must be proper communication between the interviewer and the interviewee at the time of interview.

5. Evaluation and control of recruitment and selection should be done fair judgment.

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6. Methods used for selection of candidates should be done carefully and systematically.

7. To have right type of person at right job and at right time, the recruitment and selection procedure should be fair and impartial.

8. Candidates should be kept on the job for some time period; if suitable they should be recruited. During the selection process, the candidates should be made relaxed and at ease.

9. This is indeed an important suggestion and authorities concerned should immediately look into it and try to implement it

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CONCLUSION

Based on the analysis through the questionnaire responses the following is the conclusion of the study. The organization follows the rules and regulations involved in their recruitment and selection procedure of the organization. However, there is some scope for improvement with regard to following:

 The managers are fully satisfied with the existing Recruitment and Selection procedure.  The Recruitment and Selection procedure should not be lengthy.  To some extent a clear picture of required candidates should be made in order to search for appropriate candidates.  The Recruitment and Selection procedure should be impartial.

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BIBLIOGRAPHY  “HUMAN

RESOURCE

MANAGEMENT”

–

ASHWATTHAPA  “C.S. & Srivastava”, Personnel Management & Human Resource, 1997, Tata Mc Graw-Hill, New Delhi.

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ANNEXURE

1. Are you satisfied with your job?

a) Highly satisfied b) Moderate Satisfied c) Satisfied d) Unsatisfied 2. Are you satisfied with your induction program? a) Yes b) No

3. Do you feel you are the important asset for the organization? a) Yes b) No 4. Do you think knowledge of Hindi and English should be must for a candidate? a) Yes b) Only Hindi c) Only English Page | 63

5. Written test is more essential or interview while recruiting? a) Only interview b) Both c) Only written test 6. Are you satisfied with your selection procedure? a) Highly satisfied b) Moderate satisfied c) Satisfied d) Unsatisfied 7. How would this post fit on your long term career plans? a) It would broaden your experience b) It would be a good step to move forward c) It would be just right d) None of the above 8. Whether Experience is more countable or fresh knowledge should be more while Recruitment & Selection? a) Experience b) Knowledge c) Both Page | 64

9. Which type of technique is used for interview? a) Structured b) Unstructured c) Both 10. Is there any provision for evaluation and control of recruitment and selection process? a) Yes b) No

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