SUMMER TRAINING

PROJECT REPORT ON:

Recruitment
and
Selection
SUBMITTED IN PARTIAL FULFILLMENT FOR
BACHELOR OF BUSINESS ADMINISTRATION

RAYAT INSTITUTE OF MANAGEMENT, RAILMAJRA
Session 2010-2013
SUMMER INTERNSHIP FROM
vallabh textiles, ludhiana ltd.

SUBMITTED TO SUBMITTED BY
Mr. ASHUTOSH SHARMA AMANDEEP
9646392104


ACKNOWLEDGEMENT:


I have taken efforts in this project. However, it would not have been possible
without the kind support and help of many individuals and organizations. I
would like to extend my sincere thanks to all of them.

I am highly indebted to the manager of Vallabh Textiles, Ludhiana Ltd. for
their guidance and constant supervision as well as for providing necessary
information regarding the project & also for their support in completing the
project.

I would like to express my gratitude towards my parents & member of Vallabh
Textiles for their kind co-operation and encouragement which help me in
completion of this project.

I would like to express my special gratitude and thanks to industry persons
for giving me such attention and time.

My thanks and appreciations also go to my colleague in developing the project
and people who have willingly helped me out with their abilities.


AMANDEEP
PREFACE

In our three years degree program of B.B.A. of theirs provision for doing
summer training, after II semester. The essential purpose of this project is to
given an exposure and detailed outlook to the student of the practical concept,
which they already studied research. For this purpose, I was assigned the
project for the RECRUITMENT AND SELECTION in Vallabh Textiles, Ltd. It
is a matter of great privilege to get training from Vallabh Textiles, ltd.

The project lasted for a period of eight weeks; it was informative,
interesting and inspiring.

I hope this report will provide an experiment outlook to the dynamic
Functioning in the HR Department in company.
Table of Content:
Contents:
S.No Particulars:
1. Introduction:
Objective of study
Scope of study
Sources of data collection
Research methodology
Research design

2. Review of literature
3. Data analysis and interpretation:
Data analysis with questionnaires
Interpretation
4. Conclusion and recommendations:
Limitation of the study
Conclusion
Recommendations
Bibliography



1. Introduction:
Objectives of Study
Scope of the Study
Research Methodology
Sources of Data Collection
Research Design

OBJECTIVE:
The objective of my study is to understand and critically analyze the
recruitment and selection procedure at Vallabh Textiles, Ludhiana ltd.

1. To know the prospect or recruitment and selection procedure.

2. To critically analyze the functioning of recruitment and selection
procedures.

3. To identify the probable area of improvement to make recruitment and
selection procedures more effective.

4. To know the managerial satisfaction level about recruitment and
selection procedure.


SCOPE OF STUDY:

The benefits of the study for the researcher are that it helped to gain
knowledge and experience and also provided the opportunity to study and
understand the prevalent recruitment and selection procedures.

The key points of my research study are:

1. To study about Vallabh Textile, Ltd. as a group.

2. To understand and analyze various H.R factors including recruitment
and selection procedure at Vallabh Textiles, Ltd.

3. To suggest any measures/recommendations for the improvement of the
recruitment procedures.

RESEARCH METHODOLOGY:

In the research I have found new ideas by which I can explain the views of
respondents on whom I have conducted research on the topic and on that
basis I have found their views and can suggest some decision problems and
opinions by analyzing and interpreting the facts I have found.

Exploratory research: - Is a type of research conducted because a
problem has not been clearly defined. Exploratory research helps determine
the best research design, data collection method and selection of subjects.
Exploratory research often relies on secondary research such as reviewing
available literature and/or data, or qualitative approaches such as informal
discussions with consumers, employees, management or competitors, and
more formal approaches through in-depth interviews, focus groups, projective
methods, case studies or pilot studies.
Research Design: It is the frame work by which we can conduct study on any
topic and can collect data and can analyze that. In this study the information
was collected by using:
Exploratory Research design in the form of well structured
Questionnaire.
Personal Interview method.
Simple Convenient Sampling.
For the study two types of data was used.
Primary Data
Secondary Data


DATA COLLECTION:

For the study two types of data is used:

Primary Data
Secondary Data


PRIMARY DATA:
The primary Data was collected through personal interviews conducted with
the help of a structured questionnaire. The questionnaire was designed with
closed ended question, which was used to collect data from the distributors,
Retailers and Customers in that particular area.

SECONDARY DATA:
The secondary data was collected by the researcher with the help of various
publications and internet, listed in the bibliography.


RESEARCH DESIGN:

A research design is the specification of methods and procedure for acquiring
the information needed to structure or to solve problems. It is overall
operation pattern or framework of the project that stipulates what
information is to be collected from which source and with what procedures.

Design decision happens:
1. What is study about?
2. What is study being made?
3. Where will the study be carried out?
4. What types of data is required?
5. Where can be the sample design?
6. What will be the sample design?
7. Technique of data collection?
8. How will data be analyzed?
10. How can the costumer be persuaded for opening?
11. How to increase the market share?
12. Who is the competitor?



2. REVIEW OF LITERATURE:

Most employers recognize the fact that their greatest asset, and the right
recruitment and induction processes are vital in ensuring that the new
employee becomes effective in the shortest time. The success of an
organization depends on having right number of staff, with the right skills and
abilities. Organizations may have dedicated personnel/human resource
function overseeing this process, or maybe involved, and all should be aware
of the principles of good practice. Even it is essential to involve others in the
task of recruitment and induction.

MANPOWER PLANNING:

Manpower planning means different things to different organizations. To
some companys manpower planning means management development to
others. It means estimating manpower needs, while some other may define
manpower planning as organizational planning. Although the term
manpower planning can be defined as the process by which an organization
ensures that it has the right number of people and the right kind of people at
right places, at the time doing things for which they are economically most
useful.
All organizations are basically human organizations. They need people to
carry out the organizational mission, goals and objectives. Every organization
needs to recruit people. The recruitment policy should, therefore, address
itself to the key question; what is the personnel/human resource requirement
of the organization in terms of numbers, skills, levels etc. to meet present and
future needs of production and technical and other changes planned or
anticipated in the next years.


MEANING:
Higher education is a human resource intensive enterprise. It is not surprising
then, that recruitment and selection of staff should be a very high priority in
most if not all units and divisions of student affairs. Recruitment and selection
should include procedures directed to analyze the need and purpose of a
position, the culture of the intuition, and ultimately to select and hire the
person that best fits the position. Recruitment and selection policy should
then, be directed towards the following objectives:
1. Hire the right person.

2. Conduct a wide and extensive search of the potential position
candidates.

3. Recruit staff members who are compatible with the college or
university.

4. Environment and culture.

5. Hire individuals by using a model that focuses on student learning and
education of the whole person.

6. Place individuals in positions with responsibilities that will enchance
their personal development.

RECRUITMENT:


It is the process to discover sources of manpower to meet the requirement of
staffing schedule and to employ effective measures for attracting that
manpower in adequate numbers to facilitate effective selection of an efficient
working force.
Recruitment of candidates is the function preceding the selection, which helps
create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool.
The main objective of the recruitment process is to expedite the selection
process.

Recruitment is a continuous process whereby the firm attempts to develop a
pool of qualified applicants for the future human resources needs even though
specific vacancies do not exist. Usually, the recruitment process starts when a
manger initiates an employee requisition for a specific vacancy or an
anticipated vacancy.




FACTORS AFFECTING RECRUITMENT:

The recruitment function of the organizations is affected and governed by a
mix of various internal and external forces. The internal forces or factors are
the factors that can be controlled by the organization. And the external factors
are those factors which cannot be controlled by the organization. The internal
and external forces affecting recruitment function of an organization are:


FACTORS AFFECTING RECRUITMENT


IMPORTANCE OF RECRUITMENT:

1. Attract and encourage more and more candidates to apply in the
organization.
2. Create a talent pool of candidates to enable the selection of best
candidates for the organization.
3. Determine present and future requirements of the organization in
conjunction with its personnel planning and job analysis activities.
4. Recruitment is the process which links the employers with the
employees.
5. Increase the pool of job candidates at minimum cost.
6. Help increase the success rate of selection process by decreasing
number of visibly under qualified or overqualified job applicants.
7. Help reduce the probability that job applicants once recruited and
selected will leave the organization only after a short period of time.
8. Meet the organizations legal and social obligations regarding the
composition of its workforce.
9. Begin identifying and preparing potential job applicants who will be
appropriate candidates.
10. Increase organization and individual effectiveness of various
recruiting techniques and sources for all types of job applicants.

RECRUITMENT PROCESS:

The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organisations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:

Identifying the vacancy:

The recruitment process begins with the human resource department
receiving requisitions for recruitment from any department of the company.
These contain:
Posts to be filled
Number of persons
Duties to be performed
Qualifications required
Preparing the job description and person specification.

Locating and developing the sources of required number and type of
employees (Advertising etc).

Short-listing and identifying the prospective employee with required
characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making







1. Advertising the vacancy.

2. Managing the response.

3. Short-listing.

4. Arrange interviews.

5. Conducting interview and decision making.
The recruitment process is immediately followed by the selection process i.e.
the final interviews and the decision making, conveying the decision and the
appointment formalities.


METHODS OF RECRUITMENT:

1. Recruitment by Campus method
Campus is the location of a university, college, or schools main buildings. This
method is based on recruitment at university, colleges
2. Recruitment by Job centers
Job centers often specialize in recruitment for specific sectors. They usually
provide a shortlist of candidates based on the people registered with the
agency. They also supply temporary or interim employees.
3. Head hunting.
Head hunting are recruitment agents who provide a more specialized
approach to the recruitment of key employees and/or senior management.
4. Recruitment by Advertisements
They can be found in many places such as:
Newspaper
Job posting on job sites
Ads on websites related to positions recruited.
5. Database search on job sites.
Company can buy data from job websites for a week or a month to search
candidates.
6. Employee referral
This method often refers to as word of mouth and can be a recommendation
from a colleague at work.
7. Contract staffing.
Company can buy staffing contract from HR outsourcing.
8. Word-of-mouth recruitment
9. Free online ads
You can post your recruitment ads at free websites such as forums, blogs
10. Internal recruitment
Internal recruitment can conduct by types of:
Present permanent employees (based on programs of career development).
Present temporary / casual employees.
Retired employees.
Dependents of deceased disabled, retired and present employees.



SELECTION:

Once the applicant has become a candidate, it means she has the
requisite skills to warrant an investment of resources necessary to
schedule, prepare and conduct an interview. These days interviews are
one of the most important factors in the selection process because the
recruiter and hiring manager are looking at more than what can the
candidate do for the company. They are looking for soft skills the
candidate may have in terms of building teams, working in collaboration
with other professionals, and what the candidate can bring to the
company that no other candidate can. Interviews may be one-on-one for
administrative and support positions; however, candidates for
management and director level positions can expect to be panel
interviewed and judged on their capability to interact with a variety of
personalities while presenting her qualifications in a manner that sells
her capabilities to the prospective employer.

Selection is the process of obtaining and using information about job
applicants in order to determine who should be hired for long- or short-
term positions.

BARRIERS TO EFFECTIVE SELECTION:

PERCEPTION: Our inability to understand others accurately is probably the
most fundamental barrier to selecting right candidate. Selection demands an
individual or a group to assess and compare the respective competencies of
others, with the aim of choosing the right persons for the jobs. But our views
are highly personalized. We all perceive the world differently. Our limited
perceptual ability is obviously a stumbling block to the objective and rational
selection of people.



FAIRNESS: Fairness in selection requires that no individual should be
discriminated against on the basis of religion, region, race or gender. But the
low number of women and other less privileged sections of society in the
middle and senior management positions and open discrimination on the
basis of age in job advertisements and in the selection process would suggest
that all the efforts to minimize inequity have not been very effective.



VALIDITY: Validity, as explained earlier, is a test that helps predict job
performance of an incumbent. A test that has been validated can differentiate
between the employees who can perform well and those who will not.
However, a validated test does not predict job success accurately. It can only
increase possibility of success.



RELIABILITY: A reliable method is one which will produce consistent results
when repeated in similar situations. Like a validated test, a reliable test may
fall to predict job performance with precision.



PRESSURE: Pressure is brought on the selectors by politicians, bureaucrats,
relatives, friends, and peers to select particular candidate. Candidates selected
because of compulsions are obviously not the right ones. Appointments to
public sector undertakings generally take place under such pressure.


SELECTION PROCEDURE:

1. Electronic applicant: Companies are using internet technology to
receive and job application. The basic online application process
requires candidates to send by email and attach a CV. More
sophisticated approaches include the use of customised forms
that enable a database of candidate information to be complied,
searched and compared.
2. Preliminary interview: This may be used to check quickly on
language skills, qualifications, willingness to do shift work, union
membership and the like. The preliminary interview is typically brief
and centred on very specific job requirements. Initial screening may be
done over the telephone to avoid sifting through hundreds of written
application.
2. The application form: It is the basic source of all employment
information for use in later steps of the selection process. It is also
valuable to tool in screening out unqualified applicants. For
example, if the job requires a trade a trade qualification and the
applicant indicates that they do not have one, there is no need to
process the application further.
3. Tests: The choice between test or an interview will depend on
company policy, the type of job applied for, the cost of the test and
the qualifications of the candidate. They are job-related tend to be
accurate and objective predictors of particular skills that are
needed on the job. Many problems involving unsatisfactory job
performance and dismissal could be avoided by the use of
employment tests.
4. Interview: the employment interview is the most widely used
selection technique. It is a conversation with a purpose between
an interviewer and a job applicant. The interview can be relative
unstructured and highly structured pattern.
6. The medical examination: is usually given by a company doctor or by a
doctor approved and paid for by the organisation. The aim of the pre-
employment medical is to obtain job-related information on the medical
condition of the applicant. Ensuring that people are not assigned to jobs for
which they are physically unsuited.
7. The selection decision: the final step in the selection process requires the
line manager to make decision to hire or reject an applicant. There are several
approach can be made, they are:
The compensatory approach: the manager considers all the selection data
(favorable and non-favorable) for candidates who have passed the initial
screening successfully. This allows the manager to form an overall impression
of the applicants.
The successive hurdles approach, the selection predictors are ranked
according to their effectiveness (from most valid and reliable to least valid
and reliable). For example, if an intelligence test has the highest correlation
with job success, it will be used as the first hurdle or step in the selection
process.





3. DATA ANALYSIS AND
INTEREPRETATION
A questionnaire was prepared for the purpose of getting feedback from the
employees and manager regarding Recruitment & Selection Procedure of their
company. 30 employees are selected from different department and were
distributed the questionnaire e 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.

Manpower Planning:
1. Specify the time period(s) for which the estimates are made?
S.No. Opinion No. of respondent Percentage
1. 0-2 years 9 30%
2. 2-3 years 6 20%
3. 3-4 years 9 30%
4. 4 and above years 6 20%








20% people said that the company specifies 0-2 year for making
estimation of forecasting
30% people said that the company specifies 2-3 years for making estimation.
No. of respondent
0-2 years
2-3 years
3-4 years
4 and above years
30% people said that the company specifies 3-4 years for making the
estimation of forecasting.
20% people said that the company specifies 4 & above time period for
making forecasting.

2. Does your organization plan the recruitment policy?

S.No Opinion No. of
Respondent
Percentage
1. Yes 30 100%
2. No 0 0%



3. What do you suggest should be the basis of forecasting?

Percentage
30 Yes
0 No
S.No Opinion No. of
Respondent
Percentage
1. Total cost of the
project
6 20%
2. Past experience 12 40%
3. Different phases
of the project
9 30%
4. All the above 3 10%




20% people said that their company forecast on the bases of Total cost of the
project.
40% people said that the company forecast on the bases of past experiences.
No. of Respondent
Total cost of the project
Past experience
Different phases of the
project
All the above
30% people said that the company forecast on the bases of the Different
phases of the Project.
10% people said that the company forecast on the bases on of the above.

4. Do you think the present recruitment policy is helpful in achieving
the goals of the company?
S.No. Opinion No. of
Respondent
Percentage
1. Yes 15 50%
2. No 6 20%
3. To some extent 9 30%





50% people said that the companys recruitment policy is helpful in
achieving the goals.

20% people said that the companys recruitment policy is not helpful
in achieving the goals.

No. of Respondent
Yes
No
To some extent
30% people said that the companys recruitment policy is helpful to
some extent in achieving the goals.


5. Through which source your organizations recruit the employees?
S.No. Opinion No. of
Respondent
Percentage
1. Internally 6 20%
2. Externally 18 60%
3. Both 6 20%




20% people said that the company recruits the employee from the internal
sources.
60% people said that the company recruits the employee from the external
sources.
20% people said that the company recruits the employee from the both
sources.
No. of Respondent
Internally
Externally
Both

6. Which of the following external sources you choose for the
recruitment of the employees?
S.No Opinion No. of respondent Percentage
1. Employee
exchange
consultant
6 20%
2. Private employee
agencies
6 20%
3. Advertisement 3 10%
4. Internet 12 40%
5. Any Other 3 10%



20% people said that the company uses the employee exchange consultants.
20% people said that the company uses private employment agencies.
10% people said that the company uses the advertisement method.
40% people said that the company uses the Internet method.
No. of respondent
Employee exchange
consultant
Private employee
agencies
Advertisement
Internet
Any Other
10% people said that the company uses the any other way.

7. Does your organization recruit employees through latest method of
recruitment through Internet?
S.No. Opinion No. of
Respondent
Percentage
1. Yes 30 100%
2. No 0 0%



100% people said that the company uses the latest method of
recruitment.

8. Is company use own web site for recruitment?

S.No. Opinion No. of Percentage
Yes
No. of Respondent
Percentage
Respondent
1. Yes 30 100%
2. No 0 0%



90% people said that the company uses his own web site for recruitment.
10% people said that the company not uses his own web site.

9. How much number of employees you train in a year?
S.No Opinion No. of
respondent
Percentage
1. 5-10 emp. 0 0%
2. 10-15 emp. 6 20%
3. 15 and above 24 80%
Percentage
27 Yes
3 No


80% people said that the company trains 10-15 Employees in a year.
20% people said that the company trains 15&above Employees in a year.

10. Is Internet recruitment is effective in your opinion?
S.No. Opinion No. of respondent Percentage
1. Yes 24 80%
2. No 6 20%

No. of respondent
5-10 emp.
10-15 emp.
15 and above


80% people said that the Internet recruitment is effective sources of
recruiting the employee.
20% people are not in favor of recruiting the employee through Internet.

11. Is there any provision for recruitment of summer trainees?

S.No. Opinions No. of
respondents
Percentage
1. Yes 0 0%
2. No 100 100%


Yes
No. of respondent
Percentage



100% people said that there is no provision to recruiting summer/in-
plant trainees.

12. Does the procedure adopted for recruitment and selection of
employees enables to give right person at the right job?


S.No. Opinions No. of
respondent
Percentage
1. Yes 21 70%
2. No 3 10%
3. To some extent 6 20%
Percentage
0 Yes
100 No


70% people said that the procedure adopted for recruitment and
selection of employees
enable to place the right person for the right job.

10% people said that the procedure adopted for recruitment and
selection of employees
does not enable to place the right person for at the right job.

20% people said that the procedure adopted for recruitment and
selection of employees
enable to some extent to place the right person for at the right job.


13. Which type of technique is used for interview?

S.No. Opinions No. of
respondent
Percentage
1. Structured 18 60%
2. Unstructured 3 10%
3. Both 9 30%

No. of respondent
Yes
No
To some extent


60% people said that the company uses the structure technique for
selection.

10% people said that the company uses the unstructured technique
for selection.

30% people said that the company uses both the techniques for
selection.


14. Is there any provision for evaluation and control of r
ecruitment and selection process?

S.No. Opinions No. of
respondents
Percentage
1. Yes 24 80%
2. No 6 20%
No. of respondent
Structured
Unstructured
Both



80% people said that the company has the provision for
evaluation and control of
recruitment and selection.
20% people said that the company does not have the provision for
evaluation and control
of recruitment and selection.

15. Is there any facility for absorbing the trainees in your
organization?

S.No. Opinions No. of
respondents
Percentage
1. Yes 100 100%
2. No 0 0%
Yes
No. of respondents
Percentage


100% people said that the company has the facility for absorbing the trainees.








Yes
No. of respondents
Percentage

4. CONCLUSION AND RECOMMENDATIONS:


SUGGESTIONS FOR THE IMPROVEMENT OF THE
SYSTEM AND PRACTICES OF RECRUITMENT AND
SELECTION PROCEDURE:

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. In the organization where summer training facility prevailing then
such kind of practices must be adopted so that the student can learn
and again from their practical views.

3. 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.

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

5. Selection process should be less time consuming.
6. The interview should not be boring, monotonous. It should be made
interesting. There must be proper communication between the
Interviewer and the Interviewee any the time of interview.

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

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

9. The attainment of goals and objective of any organization depend on
the type and quality of its manpower. To have right type of men at right
job and at right time, the recruitment and selection procedure should be
fair and impartial.
10. This is indeed an important suggestion and authorities concerned
should immediately look into it and try to implement it.


CONCLUSIONS:

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

1. The managers are fully satisfied with the existing Recruitment
and Selection procedure.

2. The recruitment and Selection procedure should not be lengthy.

3. To some extent a clear picture of required candidates should be
made in order to search for appropriate candidates.

4. The Recruitment and Selection procedure should be impartial.


LIMITATIONS OF STUDY:

The project has inherent limitations due to its potential scope
1) Eight weeks is too short to give shape to a new idea in an old set
up like escorts.
2) Less importance to long term operational benefits.
3) Expenses for HR Departments are not viewed as investment.



BIBLIOGRAPHY:

_ Personnel management by K.V Mishra, Aditya publishing
house Madras, 1992.

_ CHHABRA T.N, Principles & practices of management, Dhanpat
Rai and co. (p)Ltd, Delhi, 2000.

_ Practice of Human Resource by Danny Shield.

_ Manuals from the Company.

_ www.vallabhgroup.com

_ www.google.com

QUESTIONNAIRE:


SURVEY ON THE MANAGERIAL SATISFACTION LEVEL FOR
RECRUITMENT AND SELECTION


DEAR Respondent,
We are conducting a survey on the managerial satisfaction level
for the RECRUITMENT SELECTION PROCEDURE. Your free and
frank opinion would be very valuable in conducting the survey.
Please answer the following questions with a (3) in the appropriate
boxes:


MANPOWER PLANNING:

1. If yes, then please specify the time period(s) for which the
estimates are made?

(a). 0-2 years (b) . 2-3 years
(c). 3-4 years (d) . 4&above years.

RECRUITMENT POLICY:

2. Does your organization plan the recruitment policy?
(a). Yes (b). No

3. What do you suggest should be the basis of forecasting?
(a). Total cost of project
(b). Past experience
(c). Different phases of project
(d). All of the above

4. Do you think the present recruitment policy is helpful in
achieving the goals of the company?
( a). Yes (b) . No (c). To some extent

SOURCES OF RECRUITMENT:

5. Through which source your organizations recruit the employees?
(a). Internally (b). Externally (c). Both

6. Which of the following external sources you choose for the
recruitment of the employees?
(a). Employee Exchanges Consultants
(b). Private Employee Agencies
(c). Campus Requirements
(d). Advertisements
(f) . Any other.

LATEST TECHNIQUES OF RECRUITMENT

7. Do your organization recruit employees through latest method of
recruitment through
Internet: -
(a). Yes ( b). No

8. If yes then the company use own web site or this purpose.
(a). Yes ( b). No

9. Is Internet recruitment is effective in your opinion?
(a). Yes (b). No

RECRUITMENT OF SUMMER TRAINEES

10. Is there any provision for recruitment of summer trainees?
(a). Yes (b). No (c). To some extent

11. How much number of employees you train in a year?

(a). 5-10 (b). 10-15 (c) . 15& above

12. Is there any facility for absorbing the trainees in your
organization?
(a). Yes (b). No

SELECTION POLICY

13. Which type of technique is used for interview?
(a). Structured (b). Unstructured (c). Both

FEEDBACK OF RECRUITMENT AND SELECTION PROCEDURE:

14. Is there any provision for evaluation and control of
recruitment and selection process?
(a). Yes (b). No

15. Does the procedure adopted for recruitment and selection of
employees enables to give right person at the right job?
(a). Yes (b). No (c). To some extent



THANKS