INTRODUCTION

Information Technology (IT) – a wonderful creation of man-brought significant

shifts in our day to day life. Software professionals are making significant strides in the
information technology industry. Employees may make the company into PROFIT or LOSS.
So the employees are the key assets of the company or organization. Thus, the employees
make an organization. These situations may rise to the few questions:

How to induce the people to make an organization but not to mar it? Every company
or organization is deeply interested in having an answer to this question. The answer to this
question centered on the following areas:

 Getting the people who can make an organization.

 Enabling those people to acquire required capabilities to make a successful

organization.

 Motivating them to contribute their resources continuously for running the

organization successfully.

We need to know an important concept i.e., Human Resources. People with required
skills to make an organization are generally referred to as Human Resources. Human
Resources Management means employing people, developing their resources, utilizing,
maintaining and compensating their services in tune with the job and organizational
requirements with a view to contribute to the goals of the organization , individual and the
society.

Management should determine the kind of personnel required for a job and the number
of persons to be employed. The organization should also find out the “right man for the
right job”.

Recruitment and Selection is an important step in the Human resources management.

Recruitment forms the first stage in the process which continues with selection and ceases
with the placement of the candidate. It is the next step in the procurement function, the first
being the manpower planning. Recruitment makes it possible to acquire the number and
types of people necessary to ensure the continued operation of the organization.

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 Recruitment is the discovering of potential applicants for actual or anticipated
organizational vacancies. In other words, it is a “linking activity” bringing together those
with jobs and those seeking jobs.
Recruitment is a process to discover the sources of Manpower to meet the requirements
of the staffing schedule and to employ the effective measures for attracting that manpower
in adequate numbers to facilitate effective selection of efficient working force.
Once the required number and the kind of human Resources are determined, the
management has to find the places where human resources will be available and also
workout strategies for attracting them towards the organization before selecting suitable
candidates for the jobs. This process is generally known as “Recruitment”. Some people
use the term “recruitment” for Employment”. These two are not one and the same.
Recruitment is only one of the steps in the entire employment process.
Some others use the term recruitment for selection. These two terms are different.
Technically speaking the function of recruitment precedes the selection function and it
includes only finding, developing the source of prospective employees and attracting them
to apply for jobs in an organization.
Recruitment function helps the organization to develop a pool of prospective human
resources. It is difficult for the HR manager to employ the suitable people out of the pool. In
fact, many organizations face critical problems in choosing the people. Selection techniques
and methods reduce the complexities in choosing the right candidates for the job.
After identifying the source of human resources, searching for prospective employees
and stimulating them to apply for jobs in an organization, here the management performs a
vital role.
Selection is the process of finding out the most suitablecandidate to the job out of the
candidates recruited. The selection procedure is concerned with securing relevant
information about an applicant. This information is secured in number of steps or stages.
The objective of selection process is to determine whether an applicant who is most likely to
perform well in that job.
The selection procedure is the system of functions and devices. Adopted in a given
company to ascertain whether the candidates specifications are matched with the job
specifications or not. The selection procedure will not be effective until and unless job
analysis, employee specifications and candidates for screening have been attracted.

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 INDUSTRY PROFILE

Industrial Chargers are manufactured by Amara Raja Power Systems under the same
group, and works as an integral arm of Amara Raja Batteries by providing DC System
solutions along with our batteries to Telecom, Railways and Oil sectors. We have proved our
products as extremely co the future belongs to those who stake a claim for it here and now.
This axiom has been our guiding principle at Amara Raja, helping us
ceaselessly innovate and explore the new and never-before.
Amara Raja has put its vision into practice by striding forward in the power
management industry and consolidating its position as one of the leading players in the Asia-
Pacific region. With Johnson Controls Inc., a world leader, as an equity alliance partner
(26%), Amara Raja pioneered the next generation battery technology in India. This
partnership facilitates sharing of knowledge and innovations to accelerate and expand
development efforts in the global battery Market. It also enables harnessing technology that
acclimatized batteries to operate in harsh tropical conditions.mpetitive in international
market.
Working together with alliance partner Johnson Controls, Amara Raja set up India’s
finest battery plant, the first such facility for Johnson Controls in the last decade. This
facility is backed by one of the finest Research & Development centers on site. A center that
constantly and unceasingly thinks out-of-the-box and develops products and services that
match world-class standards, and sets industry benchmarks.
Amara Raja’s Battery Excellence Center is another first for the region. Here,
products are put through rigorous tests to ensure that they comply with international
standards and design requirements. With the latest testing equipment, the center evaluates
battery performance, design and longevity. Apart from this, there are facilities for
application engineering, vehicle system study, simulations and computer-aided design,
including a full calibration laboratory.
Amara Raja’s quality commitment has ensured that it conforms to International
quality Standards. Amara Raja today has the distinction of being a prime player in the
Johnson Controls led global alliance and is forging ahead in to new market - powered by
innovation.

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PERFORMANCE EDGE:
1. Design Float life of 12+ years in accordance with Euro bat Classification of Long Life
battery.
2. Designed to perform in harsh tropical conditions.
3. Front Terminal Batteries with Truly Front Access Terminals.
4. Integral Dual handles for easy handling & installation.
5. Suitable for standard 23" rack.
6. Inbuilt facility for Central Degassing.
7. High Volumetric Energy Density for maximum power in minimal foot print area.
8. Short Recharge Time owing to Lower Internal resistance.
9. Patented Lead Oxide Paste Recipe offering excellent charge acceptance and low self-
discharge rate.
10. Innovative plate design offers low internal resistance and superior high rate discharge
performance.
11. Advanced AGM separator offering a longer service life and enhanced high rate
discharge performance.
12. Automated, state-of-the-art cast-on strap process ensures consistent, high-quality, low
electrical resistance welds.
13. Automated InterCell welding offering low internal resistance.
14. Threaded Post Copper Insert Terminals offering high conductivity and torque retention.
15. Lip & Tongue type Heat Sealing to ensure a leak-proof seal.
16. 100% charged when shipped from factory.
TECHNICAL SPECIFICATIONS
Product:
1. Container & Cover - Thick Wall hexagonal in Fire Retardant Polypropylene Co-polymer
(UL 94 - V0)
2. Separator - High Weight Basis AGM
3. Positive Plate - Radial Grid Flat Pasted Type
4. Positive Plate Alloy - Hybrid Alloy with Long Life Characteristics
5. Negative Plate - Radial Grid Flat Pasted Type
6. Negative Plate Alloy - Lead Calcium Alloy with Maintenance Free Characteristics
7. Threaded Post Copper Insert Terminals offering high conductivity and torque retention
8. Safety Valve -Self Resealing, Pressure Regulated, Explosion Proof with Integral Flame A.

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 We, Amara Raja Batteries Ltd. (A Johnson Controls Company), are the pioneer of
VRLA -- Valve Regulated Lead Acid Batteries (known as SMF batteries) in India. We have
introduced the VRLA technology to Indian standby Battery market under technical
collaboration from GNB batteries, USA in early 1990s. We continue to have a major market
share of Indian VRLA battery market for a variety of applications. We are a regular supplier
to all telecom service providers (both Basic & Cellular). Of course, we are the preferred
supplier to all telecom equipment manufacturers.
Over the last few years. Besides this, we supply VRLA batteries to UPS ( both
OEMs and replacement) segment, Power ( generation & distribution) , Solar energy and
Oil& gas (offshore platforms) etc.. In short, we have acquired a solid experience in design
and manufacture of VRLA batteries for tropical conditions like India.
Our export thrust has just been of 2 years old and within this short time, we have
already supplied our batteries to Telecommunication Sector across the world; namely
Taiwan, Afghanistan,Qatar, Oman Ghana, Benin and Liberia . Our 2V. Cells in different
capacities are also exported to Australia,Greece, UAE, Hong Kong, China,
Philippines,Cambodia, Srilanka, Nepal and Thailand.
We have tested our batteries ( POWERSTACK brand - 2v cells with long life )
against various international specifications like IEC, BS,IEEE etc. Powerstack 2V.cells are
available in wide range from 100Ah to 6080Ah capacities with a float life expectancy of
20years

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 COMPANY PROFILE

Amara Raja Batteries Ltd, (ARBL) is the largest manufacturer of Standby Valve
Regulated Lead Acid (VRLA) batteries in the Indian Ocean Rim comprising the area
ranging from Africa and the Middle East to South East Asia. Based in Chennai, with a
fully integrated manufacturing unit for its industrial batteries at Tirupati, Amara Raja has
reached a position of leadership in a short span of 7 years. Amara Raja is in a strategic
partnership with Johnson Controls Inc., USA. With this, ARBL is in Global Supply
Alliance with Varta AG of Europe and Enertec, who are joint venture partners of JCI in
South America and Mexico. The Business Group of Amara Raja is categorized as
Industrial Battery Division, Automobile Battery Division and Power System Division.

ARBL is the largest suppliers of stand-by power systems,catering to Indian utilities such
as, Departments of Telecommunication, Indian Railways, Power Generation Stations,
MTNL, VSNL, ITI and HTL. The company has preferential status with most MNC-
OEMs such as ABB, Alcatel, Ericsson, Fujitsu, Lucent, Motorola, Nokia, Tata Liebert
and Siemens.
ARBL has prestigious Automotive OE clients including Ford, GM, Daimler Chrysler,
Ashok Leyland, TELCO, and Mahindra & Mahindra. Amara Raja has a replacement
Battery Brand Amaron hi-life. ARBL has a capacity for manufacture of around
1,000,000 units at its facility at Tirupati with an investment of US $ 10.00 million.

A Greenfield project is planned at the same site with an additional investment of US $6

million to augment capacity to 2 million batteries. The Amaron hi-life battery is a
product of the collaborative efforts of engineers at Johnson Controls Inc. and Amara
Raja.

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 This Zero maintenance product incorporates the latest technological advances in the field
and is on par with batteries manufactured and marketed in developed countries. A fully
charged, factory-activated battery provides extra high starting performance and power at
any temperature. The Power System Division is an important supplier of SMR based
power plants to Telecom Industry.
The key customers being the Telecom switching Equipment Manufacturers. As the
company saw a growing business proposition in the integrated power supply, the
production capacities of the same have been augmented. IPS using SMPS technology,
for usage in Railways has been added into the product basket.
We also design custom-built power electronics products like Industrial Battery Chargers,
Charge Discharge Circuits, Formation Chargers, AC/DC distribution boards etc.
Progressive conformance of Amara Raja to changing global standards and processes
made it achieve ISO 9001 and the QS 9000 Certification.

Amara Raja Batteries is an India-based automotive and industrial battery

manufacturing company established in 1985. The parent company of Amara Raja Batteries
employs around 3000 personnel. Its clients include major automobile manufacturers like
Daimler Chrysler, Ford, and General Motors.

The manufacturing and R&D facilities of Amara Raja Batteries are ISO:9001,
QS:9000, and TS 16949 certified. Amara Raja Batteries is one of the leading global
manufacturers of advanced lead acid batteries for industrial and automotive uses. Amara
Raja Batteries Ltd. is a joint venture between the Amara Raja Group and Johnson Controls
Inc., US. Amara Raja Batteries is the largest producer of standby batteries for railways,
telecommunication, and power generating stations in India. Further, its modern
manufacturing site is well-equipped to produce 2.5 million batteries annually. Amara Raja
Batteries posted net sales of Rs. 30,83,573 million for the financial year ended 2006-2007.
Amara Raja Batteries registered a net profit Rs. 470.43 million for the financial year ended
2006-2007. Amara Raja Batteries Ltd. is headed by Mr. Ramachandra N Galla, Chairman
and Mr Jayadev Galla, Managing Director.

Amara Raja Batteries product line includes - Industrial products:

 Power Stack
 Quanta

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Automotive products:
 Amaron Hi-life

 Hi – Way
 Harvest
 PRO
 GO
 Fresh
 Optima
 Shield

The Amara Group of Companies, include the following companies -

 Amara Raja Batteries Ltd. - manufactures industrial and automotive batteries
 Amara Raja Power Systems (P) Ltd. - Design and development of Power Electronic
products, Power electronics Systems Integration and testing, Magnetics
Manufacturing
 Mangal Precisions Products (P) Ltd. - Fabrication of advanced sheet metal products
and fasteners, plastic component and compounds
 Amara Raja Electronics (P) Ltd. - PCB Assembly, Electronic products Assembly and
Testing and manufacturing of Battery chargers, Digital inverters and trickle chargers.
 Galla Foods Private Ltd. - 100% Export Oriented Unit (EOU) for food products

TOP MANAGEMENT
M1 Chairman ,MD
M2 VP
M3 GM
M4 DGM
MANAGEMENT STAFF
M5 Sr. manager
M6 Manager
M7 Asst. manager
M8 Sr. engineer/sr. officer
M9 Engg /officer

NON MANAGEMENT STAFF

S1 Jr. officer
S2 Supervisor
S3 Assistant 2

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S4 Technician
S5 Assistant 1

TRAINEES
GET Graduate engineering trainee
MT Management trainee
TT Technical. Trainee
AT Assistant trainee
TAT Technical assistant trainee

KEY MILESTONES OF AMARA RAJA GROUP

 Designed and implemented the most advanced battery manufacturing facility in India
Jin1991-92
 Received the ISO-9001 Certification in February1997
 Crossed 100 crore turnover mark in March 1997
 Commissioned in-house plastics and tool room section in August 1997
 Installed latest air pollution control equipment April 1999.
 Received the QS-9000 Certification in May 1999
 Launched Amaron Hi-Life (automotive batteries for the replacement market) in
January 2000.
 Implemented the ERP system in March 2000 for enhanced operational efficiencies
and closer integration of expanding operations and spread of business I.
 Launched Amaron Pit shops- exclusive state-of-the-art showrooms for Amaron
batteries in July 2000
 Launched Amaron Shield inverter batteries in July 2001
 Launched Brute motive power batteries in September 2001
 Launched new corporate logo in September 2001
 Commissioned Phase-1 of fully integrated automotive battery plant in Tirupati,
September 2001
 Received the ISO 14001 Certification for EMS in May 2002
 Received the ISO/TS 16949:2002 in the year 2004 for ARBL
 Received the ISO/TS 16949:2002 in the year 2006 for MPPL
 Commissioned SMT (Surface Mount Technology) Machine at AREL
Diguvamagham in the year 2006.
 Commissioned extruder plant at MPPL, Petamitta in the year 2007.

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  Commissioned VHT project in GFL with a view to export the Fruits and vegetables
to Japan in April 2007.
 Laid foundation stone for establishing Two wheeler battery plant on 10th April 2007
 Launched Power Zone Batteries brand on May 2007
 Established Amara Raja Infra Pvt. Ltd. On 29th May, 2008.
 Established Amara Raja Industrial Services Pvt.Ltd. 2009.
AWARDS RECEIVED BY AMARA RAJA GROUP
 ‘Best Industry all round Performance award in 1998 by FAPCCI
 ‘Entrepreneur of the Year' awarded to Mr. R. N. Galla Ramachandra Naidu
, Chairman & Managing Director in 1998 by HMA
 'Business Excellence Award' in 1999 by Industrial Economist
 'Udyog Rattan Award' in 1999 by the Institute of Economic Studies
 'Most Significant Automotive Product of the Year 'in December 2000 by Overdrive
(India's leading auto magazine). This honor is in recognition of Amaron's
technological superiority and innovative product features, which have created a new
standard for automotive batteries in India.
 'Excellence in Environmental Management' in June 2002 by Andhra Pradesh
Pollution Control Board
 Amara Raja received 5 Awards at the Mumbai Advertising Club Awards 2003 for
the Amaron Hi-Life advertising campaign including Campaign of the Year Award,
Advertiser of the Year Award and 2 Silver and 1 Gold Abby in other categories.
 Amara Raja received Best 5S Practices Implementation award from CII, Southern
Region
 MPPL Received award in recognition of excellence in Cleaner Production
Technologies and adoption of climate change mitigation measures from AP Pollution
control Board.
 Employee Branding Awards:
“Award for best HR Strategy in line with Business" and
"Award for continuous innovation in HR Strategy at Work".

ORGANIZATION STRUCTURE

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 PRODUCT PROFILE

AUTOMOTIVE BATTERY DIVISION (ABD)

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 ARBL has inaugurated its automotive plant at Karakambadi in Tirupati on
September 24th 2001 this plant is part of the most completely integrated battery
manufacturing facility in India with all critical components, including plastics sourced in
house from existing facilities in site. In this project Amara Raja strategic alliance partners
Johnson controls, USA have closely worked with their Indian components required for
automotive batteries.
Capacity:
With an existing production capacity of 5 lakh units of automotive batteries the new
Greenfield plant will now be able to produce 3.5 million Batteries per annum. This is the
first phase in the enhancement of Amara Raja production which the company has invested
Rs.75 crores. In the next phase at an additional cost of Rs.25 Crores. Production capacity
will increase to 5 million units estimated to complete around 1 year. After that ARBL will
become the single largest facility for battery manufacture in Asia.
Products:
Some of the products of ABD are
1. Amaron Highlife
2. Amaron Harvest
3. Amaron Shield
4. Amaron Hi-way

CUSTOMERS:

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 ARBL has prestigious OEM (Original Equipment manufacturer) clients like FORD
general motors, Daewoo motors, Mercedes Benz Daimler CHRYSLER, Maruti Udyog ltd
premier Auto Ltd., and recently acquired a preferential supplier alliance with Ashok
Leyland, Hindustan motors, Telco, Mahindra & Mahindra and Swaraz Mazda, Hyundai.
COMPETITORS:
 Exide
 Prestolite
 AMCO
 Hyderabad Batteries Ltd;
ARBL’S FUTURE PLANS
 Maximizing the exports
 Emerge as global player
 Constant up gradation of products.
 Stream of new models.
 Constant stress on improving productivity.
JOHNSON CONTROLS INC
 Established in 1885

 US Fortune 500 Ranking – 76

 Global Fortune 500 Ranking - 281

 US$ 40.83 billion Revenue (2011)

 Global leadership in:

− Automotive systems

− Building automation systems

 Largest battery manufacturer in America

− 9 plants in North America & 18 Worldwide

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14
INDUSTRIAL BATTERY DIVISION (IBD):
Amara Raja has become the benchmark in the manufacture of Industrial batteries.
India as one of the largest and fastest growing markets for Industrial batteries in the world
and Amara Raja is leading in the front with an 80% market share for standby VRLA
batteries. It is also having the facility for producing plastic components required for
Industrial batteries. ARBL is the first company in India to manufacture VRLA batteries
(SMF). The company has set-up Rs.1920 Lakhs plant in 18 acres in Karakambadi village,
Renigunta Mandal. The project site is notified under ‘B’ category.
Capacity: The capacity of IBD is 75 million ah.

AMARA RAJA GROUP OF COMPANIES

 AMARA RAJA POWER SYSTEMS PRIVATE Ltd., (ARPSL), Tirupathi.

 MANGAL PRECISION PRODUCTS PRIVATE Ltd1.,(MPPL1), Tirupathi.

 MANGAL PRECISION PRODUCTS PRIVATE Ltd2.,(MPPL2), Chittoor.

 AMARA RAJA ELECTRONICS PRIVATE LIMITED (AREPL), Chittoor.

 GALLA FOODS PRIVATE LIMITED (GFPL), Chittoor.

 AMARARAJA BATTERIES LIMITED (ARBL),Tirupathi.

 AMARARAJA INFRA PVT LIMITED (ARIL), Tirupathi.

 AMARARAJA INDUSTRIAL SERVICES PVT LIMITED, Tirupathi

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16
 REVIEW OF LITERATURE

RECRUITMENT:

Once the required and kind of human resources are determined the management has
to find the places where required human resources are available and also find the means of
attracting them towards the organization before selecting suitable candidates for jobs. All
this process is generally known as recruitment. It includes finding and developing the
sources of prospective employees and attracting them to apply for the jobs in an
organization.

DEFINITION:

Recruitment can be defined as “a process to discover the sources of man power to

meet the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an efficient
work force”.

“The process of searching for prospective employees and stimulating them to apply
for jobs in the organization”.

OBJECTIVES OF RECRUITMENT:

 To attract the people with multi –dimensional skills and experiences that suite the
present and future organizational strategies.
 To induct outsiders with a new perspective to lead the company,
 To infuse fresh blood at all levels of organization.
 To devise methodologies for assessing psychological traits.
 To seek out non-conventional developments grounds of talent.
 6) To design entry pay that competes on quality but not on quantum.
 7) To anticipate and fine people for positions that does not exist yet.

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SOURCES OF RECRUITMENT:
Sources are those where prospective employees available like employment
exchanges. Management has to fine and develop the sources for Recruitment as early as
possible because of high rate of time lapse. The sources of recruitment are broadly divided
into
 Internal sources
 External sources

INTERNAL SOURCES:

The Organization prefers this internal source to external source to some extent for
the following reasons.
 Internal recruitment can be used as technique for motivation.
 Morale of the employee can be increased
 Suitability of internal candidates can be judged easily when compared to external
candidates
 Cost of selection can be minimized.
 Trade unions can be satisfied.
 Stability of employment can be ensured.

The following are the internal source of the recruitment:

 Present employees: Organization considers this internal source for higher-level jobs
because organization can select a prospective candidate suitable that job. The
candidate already knows the policies of the organization and he/she easily follows
policies and it minimizes the period of adoptability to the organization.
 Former employees: Former employees mean retired persons. Organization shows
interest in accepting the references or recommendations from retired people because
they have got lot of experience and they know what kind of candidate it is looking
for.
 Employee referrals: These employees act as representatives and simulate the
candidate to apply for the jobs in the organization.
 Former applicants: Former applicants are those who already applied for a job in an
organization and that organization considers these former applicants with the present
applicants (who are going to apply) for recruitment.

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 Some organizations with a review to developing the commitment and loyalty of not
employee but also his family members and to build up image provide employments to
depend up on deceased, disabled and retired employees.

EXTERNAL SOURCES:

External sources are those which are out of the organization. Organizations search
for the required candidates from these sources for the following reasons.

 The suitable candidates with skill, knowledge, talent are generally available
 Cost of employees can be minimized because employees selected from this
source are generally placed in minimum salary.
 Expertise, excellence and experience in other organization can be brought in to the
organization.
 Long term benefit to the organization in the sense that qualitative human resource.

The following are the External sources of recruitment:

 Campus recruitment:
Different types of organization like industrial Business firms, service organizations,
social or religious organizations can get inexperienced from various educational institutions
like colleges, universities, imparting education in agriculture and medicine management
studies, etc.
 Consultants:
Private employment agencies or consultants like ABC consultants in India Perform the
recruitment functions on behalf of a client company by charging fee. Because these agencies
charge heavy fees so the organization some does not depend on the agencies.
 Employment exchanges:
Government set –up employment exchanges in the country to provide information
about vacancies to the candidates to help the organizations in finding out suitable candidates.
 Professional and trade associations:
Walk-ins:
In this busy world companies do not fine time to perform various functions of
recruitment. Therefore the companies advise the candidates to attend an interview directly.
Write-ins:

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 Its mean the company conducts a written test on any subject; according to it the
company selects the prospective candidates.
Talk-ins:
It is a modern external source. A company in a country cannot interview directly a
candidate living in another country. So the company opts for Tele- interview.
Advertisements:
This is a very useful external source. The company will give an advertisement about
a job in a news paper. It provides the candidate
The information about the qualification, experience, and any skills they want, etc.
FACTORS AFFECTING RECRUITMENT:
Performing the function of recruitment i.e., increasing the selection ratio is not as
easy as it seems to be. This is because of hurdles created by internal and external factors,
which influence an organization. The activity of recruitment that is searching for prospective
employees is affected by many factors.
 Organization policy
 Local candidates

 Influence of vacancies of candidates based on community, sex, caste,

recommendations etc.
The following are the internal factors and External factors which effects the
Recruitment.
The internal factors:
 Company policy
 Company size
 Quality of work life, culture
 Company’s name and fame
 Company growth rate
 Cost of recruitment
The external factors:
 Socio economic factors
 Supply and demand rate
 Labor market conditions
 Unemployment rate
 Employment exchanges.

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 Steps in the Selection Process:

Resumes

↓
Initial Screening Interview

↓
Analyze the Application Blank

↓
Conducting Tests and Evaluating Performance

↓
Preliminary Interview

↓
Core and Departmental Interview

↓
Reference Checks

↓
Job Offer

↓
Medical Examination

↓
Placement

RECRUITMENT SYSTEM OF THE COMPANY:

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 The following is the actual Recruitment system of ADCANTA INDIA Ltd. At an
entry level, the minimum qualification is graduation, and for higher positions like manager
post the minimum qualification is B Sc (AG)

The company prefers internal source for filling up in the higher positions. If
the employees are not available for that job, the company will go for external source. It
mainly considers campus recruitment, voluntary applications, references, consultants, and
sometimes advertisements.

The company gets a large number of voluntary applications for entry level. It
selects best candidates by screening the applications and calls them for written test and lastly
it conducts interview for the candidates who are selected in written test. This is the actual
process of the company external recruitment. The company conducts Group discussion
among the candidates and selects the candidate who have good communication skills, talent,
knowledge and who are suitable for that job. Lastly interviews are conducted after short
listing the candidates.

Professional employees in the company will give first preference to internal source.
First the company search for a prospective candidate with in their present employees. If
founds, then they will conduct written test. If not found, then they will go for External
recruitment like campus recruitment, head hunting etc.The company may offer jobs to
depend of the diseased, disabled or retired persons if they are suitable.

HUMAN RESOURCE

 Providing right people at right time

 Understand and improve employees’ competency.

 Drive performance based culture

 Smooth industrial relation

 Comply with all relevant statutory requirements.

 Facility management

 Employee welfare.

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CULTURE AT RRD

 Leaders are trusted and well regarded

 Respect employees

 Ethical and professional in all doing

 Open and honest.

 Accessible and easy to approach open door policy.

 Recognizes good work

 Promote healthy performance

 Management systems.

 Treat people the way that we want to be treated. Our customers, our co- workers, our
suppliers, and the communities in which we live and work deserve our respect, our.
Complete integrity, and our country.

 Accept responsibility, ours is a complex business I which each transaction touches

many hands. Whether you are helping to reduce a product, deliver a vital service, or
facilitate internal operations, your role is important.

 Be consistent, our colleagues need to be able to trust that we will treat them
consistently, letting our business policies not favoritism guide our actions.

 Communicate whether sharing good news or taking about challenging circumstances,

communication is vital. Expect to hear from me and other RRD leaders regularly.
But good ideas do not move in just one direction. So please do more than just listen;
if u has a concept to share or a concern to express, please speak up.

 Reward performance: In our business, we do keep score measuring our performance

against clearly defined objective. Achieving our goals creates more opportunity to
share in the rewards as we grow and expand our business.
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  Discuss; Decide support: There are a variety of different ways to accomplish a task
or to approach a problem. We should be open to discussing the options. But once we
reach a decision, each of us need to support the approach.

 Never ask others to do that which you would be unwilling to do yourself.

QUALITY POLICY
We at RRD PIP are committed to produce quality product on time every time.
We will work for customer satisfaction by continuingly improving the processes and
quality: en1anagement system to comply with requirement of the ISO 9001:2000
involving all the employees of the organization.

CONFIDENTIALITY

 Our salary
 Our customer.

WORK IN PROGRESS

 Printing and package

 Export books- mainly to publishers.

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 RESEARCH METHODOLOGY
RESEARCH DESIGN:

Research design is generally of three types. Those are descriptive, exploratory and
casual. Research design is defined as the specification of method and products for acquiring
the information needed. It is the plan for organizing frame work. For doing the collection of
data. The present study is of descriptive type.

DESCRIPTIVE:
Descriptive research is marked by the prior formulations of specific research
questions. The investigator already knows a substantial amount about the research problem
before the project.

RESEARCH INSTRUMENTS:

1. Personal Interviews : Schedules were administered personally

for collecting the data.

2. Questionnaire : Structured questionnaire.

3. Research method : convenience sampling method.

PRIMARY DATA:

 Interacting with the employees.

 Questionnaire method.

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SECONDARY DATA:

 Through web sites,

 Through journals, books
 Past records of Company.

SAMPLING SIZE: 100

This refers to the number of items to be selected from the universe to constitute a
sample. This is major problem before a researcher. The size of sample should neither be
excessively large nor to small.
It should be optimum the size of population must be kept in view for the view of
deciding the size of sample, as such budgetary constraints must invariable between into
consideration when we decide the sample size.

QUESTIONNAIRE DESIGN
The questionnaire was framed by me with careful and frequent consultation with
both the internal as well as company guide

ANALYSIS
It is used for making comparison between two or more series of data. It also guides
in knowing the relationship. At the same time it helps in knowing the relative difference in
distribution of two or more sets of data.
Percentage analysis is used to find the percentage value for all the different two or
more series of data.
 Percentage Method:
 It is used in processing the data charts & Pie diagrams here used to explain tabulation
clearly.

No. of respondents

 Percentage = _______________ X 100

Total no. of respondents

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 NEED FOR THE STUDY

Recruitment is an important aspect of every organization in order to have a good and

efficient management. Through proper recruitment process the firm can give better service
to the customers and can get a better image in the existing market.

In order to get the right kind of people in the right places, at right time, an
organization should have the specific and clear personnel policies and recruitment methods
which are very essential to the growth of organization.

So, there exists need for the study of recruitment of employee’s process.

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 SCOPE OF THE STUDY
Different methods followed by the company. This system is confined to recruitment
system only but not selection. It carries out the whole process of recruitment. It is confined
to campus selection, consultant’s internal sources. Campus selection is done only Agri-
business schools. There are no walk-ins. If carries out the Tele-recruitment very effectively.

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 OBJECTIVES OF THE STUDY

 To study of the recruitment and selection process at AMARARAJA

BATTERIES PVT. LTD.
 To know the opinions of the respondents about the recruitment and selection
process carried by the AMARARAJA BATTERIES PVT. LTD.
 To know the different sources of the recruitment process.
 To rectify whether this kind of recruitment is only enough or any other types
they need to follow.
 To know that this organization provides exact environment & position for
you’re previous/post experience?

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 LIMITATIONS OF THE STUDY

 The study is restricted to AMARARAJA BATTERIES PVT. LTD only.

 Sample size is 100 only.

 The time period which the project is undergone only two months, so in that short
period it is not easy to study all the aspects effectively.

 Some of the respondents were not interested to express their views freely, this may
leads to biased info
 Those data which are collected from the questionnaire may not be 100 percent right
data.

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 DATA ANALYSIS
The role of statistics is to function as a tool in designing research, analyzing its data
and drawing and drawing conclusions there from the important statistical tools used in this
analysis are Chi-square test, analysis of variance.
1. In your opinion, Selection is made in this company based on you’re:

Opinion No. of respondents percentage

Qualification 22 22%
Previous experience 17 17%
Multi skills 41 41%
Reference 20 20%

No. of respondents
45
40
35
30
25
20
No. of respondents
15
10
5
0
Qualification Previous Multi skills Reference
experience

Interpretation:

From the above graph it is evident that 22% of respondents said that the selection is
done based on qualification. 17% of respondents said that the selection is done based on
previous experience. 41% of respondents said that the selection is done based on multi skills.
20% of respondents said that the selection is done based on reference

2. Which of the following made you to apply for in this company?

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 Opinion No. of respondents Percentage

Salary 25 25%
Image 24 24%
Management
31 31%
efficiency
Others 20 20%

No. of respondents
35
30
25
20
15
No. of respondents
10
5
0
Salary Image Management Others
efficiency

. Interpretation:

From the above graph it is evident that 25 % of respondents said that they
applied for this company for salary, 24% of respondents for image, 31% of respondents for
management efficiency and 21% of respondents for others.

3. Do you feel that a recruitment candidate through internal source is beneficial to the
organization?

32
 Opinion No. of respondents percentage

Strongly agree 29 29%

Agree 45 45%
Dis agree 26 26%

No. of respondents
50
45
40
35
30
25
20 No. of respondents

15
10
5
0
Strongly agree Agree Dis agree

Interpretation:

From the above graph it is evident that 29% of respondents agree strongly,
45% of respondents agree and 26% of respondents disagree.

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 4. Do you feel that different selection is required while selecting different Positions?

Opinion No. of respondents Percentage

Strongly agree 26 26%

Agree 49 49%
Dis agree 25 25%

No. of respondents
60

50

40

30
No. of respondents
20

10

0
Strongly agree Agree Dis agree

Interpretation:

From the above graph it is evident that 26% of respondents agree strongly,
49% of respondents agree and 25% of respondents disagree.

5. In your opinion training is essential after selection?

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 Opinion No. of respondents Percentage

Strongly agree 43 43%

Agree 35 35%
Dis agree 22 22%

No. of respondents
50
45
40
35
30
25
No. of respondents
20
15
10
5
0
Strongly agree Agree Dis agree

Interpretation:

From the above graph it is evident that 43% of respondents agree strongly,
35% of respondents agree and 22% of respondents disagree.

6. Do you believe that Organizations has a very transparent, clear Recruitment policy?

35
 Opinion No. of respondents Percentage

Strongly agree 50 50%

Agree 35 35%
Dis agree 15 15%

No. of respondents
60

50

40

30
No. of respondents
20

10

0
Strongly agree Agree Dis agree

Interpretation:

From the above graph it is evident that 50% of respondents agree strongly, 35% of
respondents agree and 15% of respondents disagree.

7. The selection process being adopted ensures selection of right candidate for the right job?

Opinion No. of respondents Percentage

36
 Strongly agree 53 53%
Agree 33 33%
Dis agree 14 14%

No. of respondents
60

50

40

30
No. of respondents
20

10

0
Strongly agree Agree Dis agree

Interpretation:

From the above graph it is evident that 53% of respondents agree strongly, 33% of
respondents agree and 14% of respondents disagree.

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 8. In your opinion, the best method of improving data bank is

Opinion No. of respondents Percentage

Advertisement 55 55%
consultancy 30 30%
References 15 15%

No. of respondents
60

50

40

30
No. of respondents
20

10

0
Advertisement consultancy References

Interpretation:

From the above graph it is evident that 55% of respondents agree with advertisement,
30% of respondents agree with consultancy and 16% of respondents agree with reference.

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 9. Do you feel that there is a scope for improvement of the selection procedure?

Opinion No. of respondents Percentage

To improve 67 67%

No scope 33 33%

No. of respondents
80
70
60
50
40
No. of respondents
30
20
10
0
To improve No scope

Interpretation:

From the above graph it is evident that 67% of respondents said to improve and 33%
of respondents said that there is no scope.

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 10. Are you able to see yourself in a desired position in your department?

Opinion No. of respondents Percentage

yes 69 69%
No 31 31%

No. of respondents
80
70
60
50
40
No. of respondents
30
20
10
0
yes No

Interpretation:

From the above graph it is evident that 69% of respondents said yes and 31% of
respondents said that no.

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 11. Competition plays an important role at the time of the selection?

Opinion No. of respondents Percentage

Strongly agree 39 39%

Agree 45 45%
Dis agree 16 16%

No. of respondents
50
45
40
35
30
25
20 No. of respondents

15
10
5
0
Strongly agree Agree Dis agree

Interpretation:

From the above graph it is evident that 39% of respondents agree strongly,
45% of respondents agree and 16% of respondents disagree.

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 12. Does you feel human resource department play vital role in recruitment?

Opinion No. of respondents Percentage

Strongly agree 28 28%

Agree 53 53%
Dis agree 19 19%

No. of respondents
60

50

40

30
No. of respondents
20

10

0
Strongly agree Agree Dis agree

Interpretation:

From the above graph it is evident that 28% of respondents agree strongly,
53% of respondents agree and 19% of respondents disagree.

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 13. The Recruitment procedure in AMARARAJA BATTERIES PVT. LTD. is
highly appreciable and satisfactory.

Opinion No. of respondents Percentage

Strongly agree 32 32%

Agree 57 57%
Dis agree 11 11%

No. of respondents
60

50

40

30
No. of respondents
20

10

0
Strongly agree Agree Dis agree

Interpretation:

From the above graph it is evident that 32% of respondents agree strongly, 57% of
respondents agree and 11% of respondents disagree

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 14. Is there is any bias in the selection of employees in your company.

Opinion No. of respondents Percentage

yes 68 68%

No 32 32%

No. of respondents
80

70

60

50

40
No. of respondents
30

20

10

0
yes No

Interpretation:

From the above graph it is evident that 68% of respondents said yes and 32% of
respondents said that no.

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 15. Which media is highly suitable for recruitment in your company?

Opinion No. of respondents Percentage

News papers 39 39%

Televisions 19 19%
Interment 37 37%
Radio 5 5%

No. of respondents
45
40
35
30
25
20 No. of respondents
15
10
5
0
News papers Televisions Interment Radio

Interpretation:

From the above graph it is evident that 39% of respondents said that based on
newspapers, 19% of respondents said that based on television, 37% of respondents said that
based on internet and 5% of respondents said that based on radio.

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 16. What are the recruitment sources that are used for PROFESSIONAL

No. of respondance
Opinion Percentage
Walk in interview 45 45%
Internal search 32 32%
Informal contract 10 10%
Want Ads 13 13%

Interpretation:

From above graph it is evident that 45% of respondents said that walk –in-
interview, 32% of respondents said that internal research, 10% of respondents said that
informal interview and 13% of respondents said that want Ads.

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 17. What are the recruitment sources that are used for SKILLED Employees in
your organization?

Opinion No. of respondance Percentage

Walk in interviews 50 50%

Internal search 25 25%

Want Ads 15 15%

Public employment 10 10%

agencies

No. of respondents
60

50

40

30

20 No. of respondents

10

0
Walk in Internal search Want Ads Public
interviews employment
agencies

Interpretation:

From above graph it is evident that 50% of respondents said that walk –in-
interview, 25% of respondents said that internal research, 15% of respondents said that want
Ads and 10% of respondents said that public employment

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 18. What are the recruitment sources that are used for MANAGERIAL LEVEL In your
organization

No.of respondance
opinion Percentage
walk in interview 35 35%
Internal search 50 50%
Informal search 8 8%
Want Ads 7 7%

No. of respondents
60

50

40

30
No. of respondents
20

10

0
walk in Internal search Informal Want Ads
interview search

Interpretation:

From above graph it is evident that 35% of respondents said that walk –in-
interview, 50% of respondents said that internal research, 8% of respondents said that
informal search and 7% of respondents said that public employment

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 19. How the company communicated the short listed candidates

No. of respondance
opinion percentage
By post 7 7%
E-mail 77 77%
Telephone 13 13%
Others 3 3%

No. of respondents
90
80
70
60
50
40 No. of respondents
30
20
10
0
By post E-mail Telephone Others

Intepretation:

From the above table it is evident that 7% of persons respondents that by post,
77% of persons respondents that E-mail, 13% of persons respondents that telephone and 3%
of persons respondents that others.

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 FINDINGS

 In Amararaja Batteries Pvt. Ltd. HR department plays vital role in recruitment and
selection.
 Selection is mostly depends on previous experience and qualifications, followed by
skills and development.
 It is found that management efficiency is a key factor which encourages people to
apply to Amararaja Batteries Pvt. Ltd.
 More than half of the people agree through source is beneficial to the organization.
 Almost all the employees feel that training is essential after selection as they can
match their skills with effectively.
 Amararaja Batteries Pvt. Ltd follows very transparent and appraisal recruitment
policy and procedure which can attract more candidates.
 Majority of the employee feel that their skills completely utilized in the jobs, and few
employees said that their skills are not completely utilized in their job.
 Selection process in the company mostly interviews and written tests for certain jobs.
 In the opinion of the employees is the best method to improve data bank is through
advertisements and employee consultancies.
 Majority of the employees are satisfied with the selection process in Amararaja
Batteries Pvt. Ltd. which means their personnel needs also being satisfied.

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 SUGGESTIONS

 Amararaja batteries Pvt. Ltd. Industries limited is following both internal and
external sources to recruit and select the employees. The management follows
internal source for recruitment which helps the company to reduce training cost, time
conception, and consultancy fees and at the sales time to improve employee morale.
 It is suggested that the company may follow a year interview process for selecting a
right person ( i.e. attitude test, qualification and experience by conducting return test
and personal interview and stress interviews)
 It is suggested that the source of external recruitment have to be considered to found
potential candidates not only through advertisement but also though campus
recruitment and E- recruitment. So that the organization has a wide choice to choose
to right person.
 It is suggested that personal round of interview should be conducted to known person
individual talent before recruitment rather than just given a written test.

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 CONCLUSION

“People in the organization are most important assets”. Amararaja batteries Pvt. Ltd. strongly have
a belief in the above dictum and so recruiting people is considered crucial.

So, screening is done at every stage and effective interviewing is carried out in order to hire right
people for the positions. Care is taking at every stage right from Manpower planning to induction Process.

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 APPENDICES

Questionnaire on recruitment and section process

Name : ---------------------------------
Designation : ---------------------------------
Qualification : ---------------------------------
Experience : ---------------------------------
1. In your opinion Selection is made in this company based on your? ( )
1. Qualification 2.Previous experience
3. Multi skills 4.Refrence
2. Which of the following made you to apply for this company? ( )
1. Salary 2.Image
3. Management efficiency 4. Others
3. Do you feel that recruitment candidates through internal source are beneficial to the
Organization? ( )

1. Strongly agree 2.Agree 3. Disagree

4. Do you feel that different selection is required while selecting different Positions?
( )
1. Strongly agree 2.Agree
5. In your opinion training is essential after selection? ( )
1. Strongly agree 2.Agree 3. Disagree

6 .Do you believe that Organizations has a very transparent, clear Recruitment Policy?( )

1. Strongly agree 2.Agree 3. Disagree

7. The selection process being adopted ensures selection of right candidate for the right job?
( )
1. Strongly agree 2. Agree 3. Disagree

8. In your opinion, the best method of improving data bank is? ( )

1. Advertisement 2. Consultancy 3. Reference

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9. Do you feel that there is a scope for improvement of the selection procedure? ( )

1. To improve 2. No scope

10. Are you able to see you’re self in a desired position in your department? ( )

1. Yes 2. No

11. Competition plays an important role at the time of the selection? ( )

1. Strongly agree 2. Agree 3. Disagree

12. Does you feel human resource department play vital role in recruitment? ( )

1. Strongly agree 2. Agree 3. Disagree

13. The Recruitment procedure in RR Donnelly publishing India Pvt. Ltd. is highly
appreciable and satisfactory? ( )

1. Strongly agree 2. Agree 3. Disagree

14. Is there is any bias in the selection of employees in your company? ( )

1. Yes 2. No

15. Which media is highly suitable for recruitment in your company? ( )

1. Newspapers 3. Television
3. Internet 4. Radio
16. What are the recruitment sources that are used for PROFESSIONAL EMPLOYEES in
your organization? ( )

1. Walk-in –interview 2. Internal search

3. Informal contract 4. Want Ads

17. What are the recruitment sources that are used for SKILLED EMPLOYEES in your
organization? ( )

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 1. Walk-in-interview 2. Informal contract

3. Want Ads 4. Public Employment Agencies

18. What are the recruitment sources that are used for MANAGERIAL LEVEL In your
organization? ( )
1. Walk-in-interview 2. Internal search
3. Informal contract 4. Want Ads

19. How the company communicated the short listed candidates? ( )

1. By post 2. E-mail

3. Telephone 4. Others

20. In your opinion, the best method of improving data bank is? ( )
1. Advertisement 2. Consultancy 3. Reference

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 BIBLIOGRAPHY

BOOKSAUTHORS

1. Human resource management ASHWATHAPPA

2. Research methodology KOTHARI

3. Human resource management BISWAJEETH PATNAIK

4. Personal& human resource management P.SUBBA RAO

Websites:

 www.google.com
 www.amararajabatteries.com

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