LOVELY PROFESSIONAL UNIVERSITY

DEPARTMENT OF MANAGEMENT

Report on Summer Training

[Title]
Recruitment and selection procedures and techniques to filter the
candidates

Submitted to Lovely Professional University

In partial fulfillment of the

Requirements for the award of Degree of
Master of Business Administration

Submitted by:
Name of the student-Harneet kaur
University Roll No.10800487

DEPARTMENT OF MANAGEMENT
LOVELY PROFESSIONAL UNIVERSITY
PHAGWARA
Content-
Acknowledgement

COMPANY PROFILE

Objectives of the study

Methodology

Review of literature

Introduction

Conclusion

Suggestions
Acknowledgement
It is my privilege to acknowledge profound Gratitude & indebtedness towards my
respected & learned teachers for their inspiration, constructive criticism & valuable
suggestions. Their precious guidance & unrelenting support kept me on track through
my training. I want to thank all the employees of INTERNATIONAL TRACTORS
LIMITED (ITL), HOSHIARPUR for their warm support & co-operation in successful
running of the training work.

I am highly obliged to MR. gurvinder singh my project leader, whose timely advice &
constructive criticism helped me in completing the project.
SONALIKA INTERNATIONAL TRACTORS LIMITED

COMPANY PROFILE-

 Established in 1969, Sonalika group since the inception has tired to understand
customer need to be facilitating them with its value for money products.

 The Company has a state of art manufacturing facilities, spread in acres,

located in the free shrubs of Punjab and Himachal Pradesh.

 Sonalika is one of the top five tractor manufacturing companies in India.


 The Sonalika Group product listing does include the manufacturing of
tractors, multi utility vehicles, Engines and various farm equipments.

 Today the group stands with an appropriate turnover of 1200 Crore INR. An
average growth of 30% makes it one of the fastest growing corporate in India.

 Its also one of the free debt free company group strengthens an approx mate
staff count of 3000 employees.

 The company works in maximum production with low cost value and safe
environment.

 History foretells that innovation is key to continued progress and when applied
to technology, that touches human life, it ca unfold a whole new economic
phenomenon that has power to change the world.

 With unique initiative like the Thought Leadership Forum, it has been able to
create a unique platform for learning thought success stories of industry
leaders.

 No, Doubt that the sonalika products has created a niche for themselves not in
India but also in foreign market.
  As at its production any defect even at micro level is been taken care of and
justified. The technology for painting and machinery they use is high quality
paint shop with a grade services and methods.

 The industry has gradually transformed itself into a world class player
involved in building state of art products, solutions and technologies.

 Sonalika Foundations intends to become a catalyst encouraging its members to

do more, capturing best practices and assisting its reproduction and harnessing
a greater range of resources, from the industry and beyond, to make a major
impact on development of society.

 It has been its visions to cater the agriculture and auto industry with qualify
abrasive products through untiring dedication and leadership.

 As it step in to our fifth decade of existence, it continue to lead the

development of industry driven standards and initiative for the tractor industry
in India.

International Tractors Limited (ITL)

• Sonalika Agriculture Industries
• Sonalika Capital Limited
• Punjab Agriculture Industries
• Casting Corporation Of India
• International Cars & Motors Limited
International Auto-trac Finance Limited (IAFL)

At present the company has a strong nation wide network of 528 dealers. The
distribution in
various states is:
Andhra Pradesh-------------- 26
Assam---------------------------4
Bangladesh---------------------1
Bihar----------------------------37
Gujarat------------------------31
Haryana-----------------------37
Himachal Pradesh----------4
Jammu & Kashmir---------1
Karnataka-------------------18

Kerala--------------------------1
Madhya Pradesh-------------68
Maharasthra------------------35
Mizoram-----------------------1
Nepal---------------------------9
Orissa--------------------------10
Punjab------------------------48
Rajasthan---------------------53
Tamil Naidu-----------------19
Uttar Pradesh---------------131
West Bengal----------------14

 The distribution of dealer’s network has helped company to provide sales &
services to its customers.

 The company is catering to the market not only throughout India but also
various other countries like Nepal & Sri Lanka.

 Sonalika Group believes in treating its employees with care and concern. For
an organization that is primarily made up of human resources, treating them
well and with respect is their utmost concern.

 These tractors are also exported to various other countries also including
France, South Africa, Australia, Zimbabwe, Sri Lanka, Canada, Nepal, and
Bangladesh etc.

 It is the first Tractor manufacturing company in the country to be accredited

with ISO-14001. It bears testimony to the fact that company is having world-
class R&D facilities, maintaining controls and systems of International
Standards and Environmental norms.
 Today the group has approx. turn over of US Dollar 250 Million & an average
growth rate of 30%makes it one of the fastest growing corporate in India.

 It entered into strategic alliance with YANMAR of Japan for joint

manufacturing tractor in India.

 ITL Group is synonymous with fair business practices and ethics,

quality service and a commitment to society.

 ITL is manufacturing various Tractors of Sonalika brand between 30 H.P. to

75 H.P. &CERES brand between 60HP to 90HP. The Tractors manufactured
by the company have secured a reputation of performance, quality and
reliability in the market because of their maximum pulling power, minimum
fuel consumption and Emission. All this makes ITL the fifth largest tractor
selling company in India and the number one company in Nepal.

 The company's marketing efforts are promoted by the network of 600

Dealers, 400 Sub dealers and 50 Stockiest supervised by various regional sales
offices. Such a networking has enabled the company to grow like a well-knit
family whose roots lie in its customers, who have been providing constant
feedback and support to allow the company to turn their dreams into reality.

 It is a matter of pride and honor for us that our Manufacturing Process, Quality
Control Systems and Research & Development facilities are ISO- 9001:2000
Certified by the Joint Accreditation System of Australia and New Zealand.
  It bears testimony to the fact that company is having world-class R&D
facilities, maintaining
controls and systems of International Standards and Environmental norms.

 IT IS the first Tractor manufacturers in the country producing 50 & 60 HP

Tractors fitted with diesel engines manufactured In-House, meeting Bharat II
norms of Smoke & Mass Emission.

 These engines have been tested and certified by ARAI, Pune. United States
Environmental Norms Agency, Washington DC has also certified our Engines.
These certifications enabled SONALIKA Tractors to enter into World Market.

 All the models of Tractors and Combines Harvesters manufactured by us are

tested & approved by Central Farm Machinery and Tractors Training &
Testing Institute, Budni (MP) India, (the Government of India institute
authorized for issuing test reports). Recently SONALIKA Tractors have been
awarded "The Best Quality Award (2002-03)" by the Govt of India.

 Sonalika International Tractors have also been approved for subsidy under
various schemes by Ministry of Agriculture, Govt. of INDIA. A number of
banks have approved Sonalika Tractor for financing and entering into a tie Up
for easy financing.

 ITL went into collaboration with Renault agriculture of France in July 2000.
Renault Agriculture is a subsidiary of the Renault Group with 51% stake owned by
CLAAS Germany. Renault Agriculture is the largest tractor manufacturing company
in Europe. It produces tractors in the range of 50-250 HP, having worldwide
distribution ands sales network.
KEY FACTORS FOR SUCEESS-

Inbuilt good manufacturing & maintenance practices.

• Total employee involvement in the development of system.
• Easy to understand & practice.
• Develop teamwork & effectiveness in work due to participation of each person in
improvement
processes.
• Minimum records are required to be maintained.
• Attitudinal change towards positive direction.
• It is the gateway for “ Total Quality Management System.

 Rhino set to hot up SUV market.Rhino is a joint venture between Britain's MG

Rover and International Tractors, manufacturers of Sonalika tractors.
International Tractorsis part of the Rs.10 billion Sonalika group.
The new company is called International Cars and Motors Limited. It will
manufacture 24,000 SUVs annually at its company's new plant at Kala Amb in
Himachal Pradesh, 30 km from here.

 The plant, being set up on a 100-acre plot, will have an automated assembly
line.
"The plant is being set up with a Rs.200 crore (Rs. 2 billion) investment and
the first vehicle will roll out in December,

 The mid-segment Rhino will be attractively priced and its 6+1 gearbox would
make it unique among SUVs on Indian roads, all of which have 5+1 gears,
Mittal pointed out.
Sonalika has also tied up with Britain's largest independent power unit
manufacturer, Powertrain, to manufacture the engine for Rhino here. A few
engine components will initially be imported.
Sonalika has, in the last eight years, become one of India's top five tractor
 manufacturers, selling 90,000 tractors powered by its in-house developed
engine.

 AWARDS

 Pride of Country awarded to Sh. L.D. Mittal, Chairman

 Gold Medal Awarded to Sh. A.S. Mittal Vice Chairman
 Udyog Bhushan Awarded to Sh. Deepak Mittal MD.

 International Tractors Limited, the rapidly growing Tractor Company, has

been awarded the ITID Quality Excellence Award. This award has been
instituted by the institute Of Trade and Industrial Development.

 Shri L.D. Mittal, Chairman, Sonalika Group Architect of a New World

8th Ernst & Young Entrepreneur of the year Award.

 CMERI (Central Mechanical Engineering Research Institute) Govt. of India,

which has many first to its credit in many fields, has been helping Sonalika a
lot in enriching the company with technological advancements based on their
strenuous efforts and research.

 As part of diversification plans, the Rs 2,500-crore tractor and farm equipment

major Sonalika Group has ventured into the auto finance sector.

 The new company, named International Autocrat Finance Ltd (IAFL), is a

100 per cent subsidiary of the group and would finance the vehicles
produced by International Tractors Ltd (Sonalika brand tractor) &
International Cars & Motors Ltd.
 Moreover, to have a nationwide presence, the company plans to open 24
newbranches insouthern part of India. Commenting upon the business target,
he added, “By the end of 2009, weare hoping to do business worth Rs 1,000
crore through the finance company.”

 Recently, the group also announced investments of Rs 1,150 crore in its two
subsidiaries —International Cars and Motors (ICML) and International
Tractors Ltd (ITL). Of the total, it would invest about Rs 700 crore on capacity
expansion, enhancing its design facility and development of a new sports
utility vehicle(currently it produce a multi-utility vehicle having brand name
Rhino).

 Also, it is contemplating to set up a new tractor manufacturing unit in southern

India and increasing the capacity of existing tractor unit at Hoshiarpur with an
investment of Rs 450 crore. The current facility in Hoshiarpur, Punjab, has
production capacity 40,000 units (tractor) a year.
 Recruitment & Selection Strategies of
ITL

Objectives of the study-

1. To examine the Organization’s Strategies for Recruitment and

Selection.

2. To study the current strategy and processes used to implement

recruitment and selection in the organisation.

METHODLOGY

I have done my this study in two distinct phases.

1. Formal discussion with HR Manager

2. Filling up a Questionnaire from HR Manager

Formal discussions

 HR manager provided me with background information regarding the

organisation.

 Guided me the various Literature reviews for better understanding of the

Topic.

Filling up a Questionnaire from HR Manager

In this I have desined a questionnaire and collected the data related to the topic.
ARTICLES
Recruitment and Selection
By Duncan Brodie

One of the most important decisions facing any organisation is recruiting the right
people. Some organisations appear to be highly effective while others struggle. So
how can you improve in this area?

Train Those Recruiting- Strange as it may seem, many organisations don't make the
investment to ensure that those faced with one of the most important decisions have
the right skills.

Be Clear On What You Are Looking For

If you are going to get the right person for the job, you need to be clear on the skills,
qualifications, experience, personal attributes and qualities that the right candidate
will have.

Select The Most Appropriate Source For Securing Applicants -The key point here is
to be sure you are choosing the right place to advertise. Sometimes a local newspaper
will work. At other times, you may need to go to specialist publication or a
recruitment consultant.

Consider The Best Option For Selecting Candidates-In some cases you might just go
for a traditional interview and possibly add in a presentation. Other times you might
want to use assessment days.

Remain Open Minded -Often people jump to conclusions about candidates within
minutes. Remember some of the best candidates might take a few minutes to get
warmed up so don't discount people too quickly.

Remember It Is A Two Way Choice

Recruiters often forget that the candidate is also making a choice about whether they
want to work in the organisation.

Give Feedback

Good candidates spend a lot of time preparing. Good employers will take the time to
provide good feedback to successful and unsuccessful candidates. Every time you are
involved in recruiting take time to reflect on your performance and process. What
worked well? What would make it more effective?
Remember at the end of the day you are making a major investment decision. Take
the time to make it as effective as possible.

Recruiting and Selecting The Perfect Candidate

A skilled Manager should be able to match the capabilities of applicants to the
necessities of the job and will play a major role in advancement of your company's
efficiency, development, and profits. The right employee in the right job will be
productive and play a vital role in the growth of your organization as opposed to the
right person in the wrong job.

As a result of selecting unqualified candidates, millions of dollars are lost every year
due to turnover, training, productivity, loss of revenue, lost business, and ultimately
unhappy customers.

You should be constantly looking for qualified candidates even though you may not
need anyone, someone on your team will eventually not meet your performance
objectives and ultimately impact the overall performance of the team and or the
company. Having a list of already screened and qualified candidates makes your job a
lot easier. Get referrals from your present staff, you should turn your best employees
into recruiters, typically people of similar capacity and skill sets stick together. Find
an influential person that can get names of qualified people, you can also ask referrals
from your clients, customers, and or vendors. These suggestions all make for a better
quality candidate for the selection process.

Recruiting and selecting the perfect candidate is a skill in itself. Properly preparing for
the hiring process is crucial for success. Outlining expectations, goals,
responsibilities, people managed, day to day activities, prerequisites for the job,
compensation, training etc. prior the initial interview will provide important details
that can be overlooked. You may also want to include a behavioral trait check list
which will help to determine the right fit for your team, this check list can include
items like persistence, decisiveness, ingenuity, poise, motivation, patience,
concentration, and should be rated from one through five, five being above average.

You cannot ignore conventional processes such as job postings or the classified
section, but be prepared to expand beyond this, particularly whenever you're
attempting to reach a higher caliber group of people who haven't been attained
through your conventional recruiting processes. With a dynamic, diverse and ever
changing work force, proper recruiting methods play an essential and almost critical
role to organizations that want to too attract the most favorable and most qualified
talent.

Being able to select and develop your team using the best recruiting methods and
selection process will put you on a path to success.
EFFECTIVE RECRUITMENT AND RETENTION OF
MINORITY RESEARCH PARTICIPANTS

▪ Abstract Our ability, as leaders in public health scholarship and practice, to

achieve and measure progress in addressing racial/ethnic disparities in health status
and health care is severely constrained by low levels of participation of racial/ethnic
minority populations in health-related research. Confining our review to those
minority groups federally defined as underrepresented (African Americans/blacks,
Latinos/Hispanics, and Native Americans/American Indians), we identified 95 studies
published between January 1999 and April 2005 describing methods of increasing
minority enrollment and retention in research studies, more than three times the
average annual output of scholarly work in this area during the prior 15-year period.
Ten themes emerged from the 75 studies that were primarily descriptive. The
remaining 20 studies, which directly analyzed the efficacy or effectiveness of
recruitment/retention strategies, were examined in detail and provided useful insights
related to four of the ten factors: sampling approach/identification of targeted
participants, community involvement/nature and timing of contact with prospective
participants, incentives and logistical issues, and cultural adaptations. We then
characterized the current state of this literature, discussing implications for future
research needs and directions.
INTRODUCTION TO TOPIC

Sonalika is a growing company & it has lot of manpower requirements at

various levels & it all
the times. In view of this requirement & of the dynamic/ volatile job market.

Sonalika has a major challenge to hire good talent & more challenging is to
retain its current
talent.
In order to suggest best strategies for retention let understand what is Recruitment

Recruitment
 Company tries to Attract the best Qualified individuals to apply for a given
Job.

 MEHTODS –
1. Internal recruitment
2. External recruitment

Internal Recruitment

 This refers to the filling of job vacancies from within the business -
where existing employees are selected rather than employing someone
from outside.

 Internal vacancies are usually advertised within the company via a variety of
media:

• Staff notice boards

 • Intranets
• In-house magazines / newsletters
• Weekly staff magazine devoted solely to advertising jobs within the
organization!
• Staff meetings

External Recruitment

 This refers to the filling of job vacancies from outside the business (contrast
with internal recruitment). Company is engaged in external recruitment because
it is growing strongly, or it operate in industries with high staff turnover.

 There are several ways of looking for staff outside the business.

1,Employment/Recruitment agencies Provides employers with details of suitable

candidates for a vacancy and can sometimes be referred to as ‘head-hunters’. They
work for a fee and often specialise in particular employment areas e.g. nursing,
financial services, teacher recruitment.

2. Head-hunters or Recruitment consultancies -Headhunter or head hunter is

someone who engages in the cultural practice of headhunting. The third party do the
recruitment.

3.Advertising- Advertisements are the most common form of external

recruitment. They can be found in many places (local and national
newspapers, notice boards, recruitment fairs) and should include some
important information relating to the job (job title, pay package, location,
job description, how to apply-either by CV or application form). Where a
business chooses to advertise will depend on the cost of advertising and the
coverage needed (i.e. how far away people will consider applying for the
job.

4, Job centres - These are paid for by the government and are responsible
for helping the unemployed find jobs or get training. They also provide a
service for businesses needing to advertise a vacancy and are generally
free to use.

5. internet- information about recruitment is provided on internet on company

websites.

6.Personal recommendation - Often referred to as ‘word of mouth’ and can

be a recommendation from a colleague at work. A full assessment of the candidate
is still needed however but potentially it saves on advertising cost.

SELECTION

Selection is a process of selecting the best employee for a job.

Selection is to be done very carefully for success of business. Right
person on right job must be selected.

Selecting a suitable candidate can be the biggest challenge for any organization.

The success of a sales organisation largely depends on its staff. Selection of the
right candidate builds the foundation of any organization's success and helps in
reducing turnovers.
Though there is no fool proof selection procedure that will ensure low turnover
and high profits, the following steps generally make up the selection
process for the right sales personnel -

SELECTION PROCESS-

COMPANY USE Multiple hurdle model:

eliminating some candidates at each stage of the selection process
 By this process company select candidates.

Pre Interview Screening & Preliminary Interview

This is generally the starting point of any employee selection process. Pre
Interview Screening eliminates unqualified applicants and helps save time.
Applications received from various sources are scrutinized and irrelevant ones are
discarded. A preliminary Interview may be conducted as well.

Application Form An candidate who passes the preliminary interview and

is found to be eligible for the job is asked to fill in a formal application form.
Such a form is designed in a way that it records the personal as well professional
details of the prospective sales employee.

Personal Interview Most sales managers believe that the personal

interview is an absolute 'MUST'. It helps them in obtaining more information
about the prospective employee. It also helps them in interacting with the
candidate and judging his communication abilities, his ease of handling pressure
etc. In some Companies, the selection process comprises only of the Interview.

Checking References
Most application forms include a section that requires prospective candidates to
put down names of a few references. References can be classified into - former
employer, former customers, business references, reputable persons.

Such references are contacted to get a feedback on the person in question

including his behaviour, skills, conduct etc.

Tests
Different types of tests are conducted to evaluate the capabilities of an applicant,
his behaviour, special qualities etc. Separate tests are conducted for various
types of jobs.
Job Offer
A candidate who clears all the steps is finally considered right for a particular
job and is presented with the job offer. An applicant can be dropped at any
given stage if considered unfit for the job. Only after successfully clearing all the
hurdles, an applicant can enjoy the feeling of being selected for a particular job.

Selection Methods-

 Application forms
It complies with employment laws and is reviewed regularly and revised as necessary to
ensure legality. The form obtains the information necessary to determine if applicants
meet the minimum qualifications of the vacant position, as well as information to
determine if applicants meet veterans’ preference requirements.

Furthermore, the application form also contains a block where applicants sign certifying
that the information provided is true and acknowledging that inaccurate statements can
lead to rejection of their application, or if employed, to termination of their employment.

 Interviews
A selection procedure designed to predict future job performance on the basis of
applicants' oral responses to oral inquiries.

Types of Interviews

I. Unstructured Interview Involves a procedure where different questions may

be asked of different applicants.
II. Situational Interview Candidates are interviewed about what actions they
would take in various job-related situations. The job-related situations are
usually identified using the critical incidents job analysis technique. The
interviews are then scored using a scoring guide constructed by job experts.
III. Behavior Description Interviews Candidates are asked what actions they
have taken in prior job situations that are similar to situations they may
encounter on the job. The interviews are then scored using a scoring guide
constructed by job experts.
IV. Comprehensive Structured Interviews Candidates are asked questions
pertaining to how they would handle job-related situations, job knowledge,
worker requirements, and how the candidate would perform various job
simulations. Interviews tapping job knowledge offer a way to assess a
candidate's current level of knowledge related to relevant implicit dimensions
of job performance (i.e., "tacit knowledge" or "practical intelligence" related
to a specific job position) .

V. Structured Behavioral Interview This technique involves asking all

interviewees standardized questions about how they handled past situations
that were similar to situations they may encounter on the job. The interviewer
may also ask discretionary probing questions for details of the situations, the
interviewee's behavior in the situation and the outcome. The interviewee's
responses are then scored with behaviorally anchored rating scales.

VI. Oral Interview Boards This technique entails the job candidate giving oral
responses tojob-related questions asked by a panel of interviewers. Each
member of the panel then rates each interviewee on such dimensions as work
history, motivation, creative thinking, and presentation. The scoring procedure
for oral interview boards has typically been subjective; thus, it would be
subject to personal biases of those individuals sitting on the board. This
technique may not be feasible for jobs in which there are a large number of
applicants that must be interviewed.

 Role playing is a type of assessment center exercise where the candidate

assumes the role of the incumbent of the position and must deal with another
person in a job- related situation. A trained role player is used and responds
"in character" to the actions of the candidate. Performance is assessed by
observing raters.
  Assessment center An Assessment Center consists of a standardized
evaluation of behavior based on multiple evaluations including: job-related
simulations, interviews, and/or psychological tests. Job Simulations are used
to evaluate candidates on behaviors relevant to the most critical aspects (or
competencies) of the job.

Several trained observers and techniques are used. Judgments about behavior are
made and recorded. These judgments are pooled in a meeting among the assessors or
by an averaging process. In discussion among assessors, comprehensive accounts of
behavior, often including ratings, are pooled. The discussion results in evaluations of
the performance of the assessees on the dimensions or other variables.

 Psychometric test

Psychometrics is the field of study concerned with the theory and technique of
educational and psychological measurement, which includes the measurement of
knowledge, abilities, attitudes, and personality traits. The field is primarily concerned
with the construction and validation of measurement instruments, such as
questionnaires, tests, and personality assessments.

Psychometric testing is a tool used mainly in the recruitment process. It is recognized

as an efficient way to gain insight into a person’s personality and psychological
thinking. It can help develop team spirit in the workplace and assess an individual’s
priorities.

 Peer assessments-
Questionnaire-

1. What type of industry does your organisation participate in?

2.How would you rate the turnover of staff in your organisation? (please
circle)
• High
• Medium
• Low

3, Do you have more than one category or type of employee? If yes,

please list.

4. Does the recruitment and selection strategy differ for each category?

5. Who is responsible for recruitment & Selection in the organisation?

6. Do you have an Internet site? (please circle)

 Yes
• No

6.1 If yes, do you use the Internet site for recruitment?

• Yes
• No

7. Do you have a requisition form for vacant or new positions?

• Yes
• No

8. Do you use job descriptions and/or duty statements?

• Yes
• No

8.1 How often are job descriptions reviewed? (please circle)

• Not at all
• Monthly
• Every 3months
• Every 6 months
Yearly
• As position becomes vacant

9.Which of the following sources do you use for recruitment? (please

tick)
 Newspaper
 Internet
 Referrals
 University Notice Boards
  Word of Mouth
 Graduate Recruitment Services
 Executive Search
 Employment Consultant
 Recruitment Agency
 Other (please list)

10,If you advertise a position in the newspaper, what paper do you use?
(please tick)
 Local
 Metropolitan daily
 Suburban

11. Does the organisation have a policy regarding internal recruitment

versus external recruitment?

12.What type of interview process do you use? (please tick)

 Panel
 One on one
 Stress
 Group
 Video conference
 Telephone interview
 Computer-assisted interview
 Other (please list)

13. Do you have a specific room to conduct interviews in?

 Yes
  No

14. Do you have an orientation program?

 Yes
 No

15. Do you notify all applicants even if they are unsuccessful?

 Yes
 No

CONCLUSION-
Sonalika is a very bi organization having number of employees workin in it.
In the company the turnover rate is medium.

There are many deparments in the company for which employees are required.
Like for production, h.r , finance, r& d, etc.

Company has to follow different selection and recruitment strategy for selection of
candidates. Like for production department it conduct physical tests and for r&d it
conduct mental ability tests.

For selection and recruitment a specific department (selection and recruitment cell) is
designed in human resource department.
Here a group of specialised person conduct interviews for the employees.
The h.r.d head mr. urvinder singh is responsible for all these activities.

Company is having its website on internet as www.sonalika.com.

They use it for recruitment also. Announcements are available on the website related
to jobs and career, application forms are available for jobs,
They also use other sites for recruitment like monster.com and job street.

Job description is used by the company. In job description , all specifications and
requirements of the job are provided. It contain qualification , work experience and
other skills required to perform the job. Job description helps a lot the company to
match candidates profiles with the job.

Job description is reviewed when the position become vacant after the
Retirement or leavin the job.

For recruitment company use newspapers, Internet, recruitment agencies,

Referrals and factory notice board.
It mostly use local area newspapers to et employees from nearby.

It prefer both internal and external source of recruitment as per need.

Its looks for advantages and disadvantages before using a source.

Advantages:

*Internal candidates are a known entity- ie; you know what you’re getting in advance
(less risk) and they have already survived your hiring filters
*Hiring internally helps contributes to good morale by emphasizing employee value
*Recruiting expenses are avoided
*Saves time- it’s easier to fill the lower positions than the higher ones
*Employees aren’t put off by hiring outside candidates as opposed to promoting from
within

Disadvantages:
*Not adding to your headcount to offset attrition or facilitate growth
*Missing an opportunity to contribute to company’s diversity
*By hiring internally you don’t take advantage of the:
**New ideas
**Resources
**Best practices
**Competitive intel
**New perspectives
**Clients or contacts that can accompany external new hire,

External source-
ADVANTAGES
-Outside people bring in new ideas
-Larger pool of workers from which to find the best candidate
-People have a wider range of experience

two possible benefits of external recruitment over internal recruitment of a company

1. Introduction of new ideas, approaches and views, not entrenched in company
politics and issues.
2. No problem of promoting one worker over others risking friction & resentment.

As per these decision is made.

It use different interview process for different candidates.

Mostly employees has to face panel and group interview. All these interviews are
conducted in recruitment and selection cell.

Company is also having an orientation program.

Company do not keep the record of unsuccessful candidates.

Sonalika is trying to follow best methods for the recruitment and selection of
candidates.
SUGGESTIONS-

As for the success of the business it is very important to select best candidates for the
job. There are few suggestions for company.

1. company should also use t.v and head hunters for recruitment as it
provide more options.

2. it should keep the record of unsuccessful candidates also as to call

them again in case of another job. It will save time and cost.

3. it should also recruit students from universities as fresh talent is

introduced in company.

4. job description must be reviewed time to time as per the competition.

5. computer assisted interviews are to be conducted for distance

candidates.
References-
Daily Dairy helped me a lot in preparing my project report. The majority
of material has been taken from it.

Sources of Information: ----

A. Websites……

Answers.com
Google.com
Altavista.com
Sonalika.com