AN INTERNSHIP REPORT ON

A STUDY ON RECRUITMENT AND SELECTION IN PRINT TEX INDIA

Submitted to university of Madras in partial fulfilment of the

requirement for the degree of

M.A(HUMAN RESOURCE MANAGEMENT)

BY

T. CATHERINE PENINNAH

[Reg No: 722000031]

UNDER THE SUPERVISION OF

Mrs. K. AMUTHA MBA, M.phil.,

BHAKTAVATSALAM MEMORIAL COLLEGE FOR WOMEN

CHENNAI-600080

PG DEPARTMENT OF MA [HRM]

2020-2022

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 KORATTUR CHENNAI -80

This is to certify the project entitled “ A STUDY ON RECRUITMENT AND

SELECTION AT PRINT TEX INDIA” is the bonafide work done by Ms. T.
CATHERINE PENINNAH submitted in partial fulfilment of the requirement for
the award of the degree of M.A (HUMAN RESOURCE MANAGEMENT) by the
UNIVERSITY OF MADRAS during academic year 2020-2022.

HEAD OF THE DEPARTMENT PRINCIPAL

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 ACKNOWLEDGEMENT

At the outset i thank lord almighty for helping me to submit this project report.

I would like to express my deep sense of gratitude to the vice chairman Mrs. K.
MARAGATHAMANI MBA PH.D The secretary Dr. S.P RAJAGOPALAN and Dr. K.R
DHANALAKSHMI, PRINCIPAL I\C for having given me the opportunity to undergo the
institution training in “PRINT TEX INDIA”

I express my sincere thanks to Dr. A.V. RADHA MBA, M,phil NET PHD head of the
department of MA(HRM) and business administration i express my whole hearted
thanks to my guide Mrs, K. AMUTHA, MBA M.Phil., department M.A(HRM) for the
valuable guidance extended throughout the preparation of this report, I extend my
thanks to all the staff of the department.

I thank V. SIVASANKARAN MD OF PRINT TEX INDIA.

For granting me permission to undergo the institutional training in their concern.

Signature of the candidates

(T. CATHERINE PENINNAH)

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 CHAPTER - 1
INTRODUCTION

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INTRODUCTION:
Recruitment and selection is an important operation in HRM, designed to
maximise employee strength in order to meet the employees strategic goals
and objectives. Recruitment and Selection is the process of sourcing,
screening, shortlisting and selecting the night candidates for the filling required
vacant positions. Recruitment and selection are two different activities. The
meaning of recruitment mechanism of making interest for the people to apply
for work and selection in the final decision of the specific candidates for the
particular position. For any organisation it is important that the people who are
going to be hired must have abilities, talent, and perspective that you need. In
the long term, a shared organisation needs those types of employees who
have the abilities to face the challenges and can continue learning. So like this
these are more chances for the organisation to set the competitive edge. Also
for the longer aspect approach, productivity and competency is more
important that present command and knowledge.

DEFINITION:

“Recruitment is the process of discovering potential candidates for actual or

anticipated organisational vacancies. Or form another perspective, it is a
linking activity bringing together those with jobs to fill and those seeking jobs.”
-Decenzo and Robbins

“Recruitment is a matching process and the capacities and indinations of the

candidates have to be matched against the demand and rewards inherent in a
given jobs or career pattern.” -Plumbley

“Selection procedure is the system of functions and devices adopted in a

given company for the purpose of ascertaining whether of not candidates
possess the qualifications called for by a specific job.” -M.J. jucious

“Selection activities follow a standard pattern, beginning with an initial

screening interview and concluding with final employment decision.” -
decenzo and Robbins

CHARACTERISTICS OF RECRUITMENT AND SELECTION:

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RECRUITMENT:

1. It is a process rather than a single act or event.

2. Linking activity as it brings together the employer and the prospective
employees.
3. Positive activity to seek out eligible persons from which suitable ones
are selected.
4. A two way process between recruiter and candidate.
5. A complex job that involves lots of factors like image of the company
nature of jobs offered, organisational policies, working conditions etc.,

SELECTION:

1. The selection process involves rejecting a large number of under-

qualified candidates, hence, it is regarded as a negative process.
2. Selection process eliminates unsuitable and misfit candidates and
ensures that the most competent and qualified candidates will enter into
the organisation.
3. A selection process is a complex process as all have to pass number of
selection hurdles.
4. A selection process is an employment of workers through which a
contractual relationship between employees and employer is
established.

OBJECTIVES OF STUDY OF RECRUITMENT AND

SELECTION:

PRIMARY OBJECTIVES:

1. To study the recruitment and selection procedure

2. To study the various sources of recruitment
3. To learn what is the process of recruitment and selection that should be
followed.
4. To search or headhunt people whose skills fits in to the company’s
values

SECONDARY OBJECTIVES:

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 1. To identify the sources of recruitment medium, jobsites, preferred by the
recruiters for successful recruitment of candidates.
2. To identify the percentage of not joining the job by the candidates after
receiving the offer letter.
3. To identify the opinion of recruitment on key factors determines the
recruitment process to improve the organisation performance.
4. To ascertain the, difficulties faced by the recruiters during the process of
recruitment

IMPORTANCE OF RECRUITMENT AND SELECTION:

1. Determine the present and future requirement of the organisation in

conjunction with its personnel planning and job analysis activities.
2. Help increase the success rate of the selection process by reducing the
number of visibly, under qualified or overqualified job applicants.
3. Help reduce the probability that job applicants, once recruited and
selected, will leave the organisation only after a short period of time.
4. Increase organisational and individual effectiveness in the short term
and long term.
5. Evaluate the effectiveness of various recruiting techniques and sources
for all types of job applicants.

PRINCIPLES OF RECRUITMENT AND SELECTION:

RECRUITMENT:

1. Reach out to a broad constituency.

2. Multiple methods of recruitment are important.
3. Follow up with new recruits immediately.
4. Ask everyone to do something.
5. Always be recruits integrate it into everything you do.

SELECTION:

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 1. The success of an industrial enterprise depends upon the fact of
whether the selection has been made properly according to the
principles of selection or not.
2. If proper selection of best workers and employees has been made, the
enterprise may be successful in achieving its objectives.
3. If proper selection has not been made, the enterprise may not be
successful in achieving its objectives.

ADVANTAGE AND DISADVANTAGE OF

RECRUITMENT AND SELECTION:

ADVANTAGE OF RECRUITMENT:

1. Outside people bring in new ideas.

2. Larger pool of workers from which to find best candidates.
3. People have a wider range of experience.
4. Possible to widen choice of applicants by having a pool of candidates.

DISADVANTAGE OF RECRUITMENT:

1. Longer process.
2. More expensive process due to advertisement and interviews required.
3. Selection process may not be effective enough to reveal best candidate.
4. High costs of recruitment process.
5. Frustration amongst existing employees.

ADVANTAGE OF SELECTION:

1. It is cost-effective and reduces a lot of time and effort.

2. It helps avoid any blasing while recruiting the right candidates.
3. It helps eliminate the candidates who are lacking in knowledge, ability
and proficiency.
4. It provides a guideline to evaluate the candidates further through strict
verification and reference-checking.

DISADVANTAGE OF SELECTION:

1. Main disadvantage is its subjectivity.

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 2. Opinion & perception of the interview becomes very critical.
3. Individual biases based on gender, religion, race, nationality, caste etc.,
can influence the decision making of the interview.
4. Imposes danger of deep-nested-menu hierarchies.
5. REquires rapid display rate.

NEEDS OF RECRUITMENT AND SELECTION:

1. Shortage of skills: Skills and knowledge people are always on short

supply. Alternatively they are too costly to hire from outside. The best
alternative is to improve skill and knowledge of existing employees.
2. Technological Obsolescence: Growth of technology takes places very
fast. This will render current technology obsolete in the future. There is
a great need to upgrade technology. This needs suitable training.
3. Upgrading Ability of Threshold workers: Public policy provides
reservation to disadvantaged sections of the society like handicapped,
minorities and dependents of deceased workers etc. All these are
threshold workers having less than minimum prescribed level of
knowledge and skill. They required extensive training to bring them up
to the minimum level of performance standard.

SCOPE:

1. Dealing with the excess or shortage of resource.

2. Preparing the Recruitment policy for different categories of employees.
3. Analysing the recruitment policies, processes, and procedures of the
organisation.
4. Identifying the areas, where there could be a scope of improvement.

LIMITATIONS OF RECRUITMENT AND SELECTION:

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 1. As the project is prepared for academic, purpose only, it suffers from
the limitations of time and money, due to which analytical study into all
the strategic adopted by the organisation was not possible.
2. The study was completed within short upon of the time that was
available.
3. The record also suffers from the limitation of exhaustiveness as far as
the information is concerned.

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 CHAPTER-2
REVIEW OF LITERATURE

REVIEW OF LITERATURE:

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Michael D,White and Glipsy Escobar(2008) states that recruitment and
selection have become critically important issues around the worlds. This
paper highlights seven issues, two in recruitment and selection and five
training, that we believe are critical for finding, hiring and training effective
police officers in the future.

Gilmore, and Williams,2009 – In their study they concluded the success and
sustainability of most organisations is directly proportional to skills and
competencies of the employees. Equally, the entry point into an organisation
is dependent on the effectiveness of the recruitment and selection practises of
the hiring team within the organisation.
According to Gilmore and Williams(2009), graduate recruitment is one of the
leading and toughest challenges facing the majority of potential employers.
Williams(2009) argues that the causes of this phenomenon can be in part due
to the complexities associated with the selection of the most qualified
individuals and as well, due to the availability of several graduates in different
disciplines from Ivy League institutions. To that purpose, the demand for
quality graduates will remain highly competitive, the most advantaged
recruiters will be those with strong recruitment policies, coupled with
exceptional training and development policies.

Raybuld, and Sheedy, 2005 – this literature review aims to cover the gap that
existed in previous researches that have been covered and written up on the
field of graduate recruitment and selection process by limiting the aspect of
generalisations and concentrating on particular aspects. To that purpose, it
will define the concept of graduate recruitment, examine the changes and
types in the strategies and methods of graduate recruitment and selection.
Additionally, this literature review will examine graduate recruitment tools and
mechanisms applied in various recruitment processes, and as well, highlight
particular aspects that interest employers or recruiters during the graduate
recruitment process.

Mohamed Branine 2008 – This literature reviews that recruitment and

selection process refers to the process of searching for and obtaining potential
job applicants from graduates in sufficient quality and quantity so that
potential employers can select the most suitable candidates to fill in their job
vacancies. Universally, there is commonly accepted strategy or commonly
agreed procedure of recruiting and selecting Universally, there is commonly
accepted strategy or commonly agreed procedure of recruiting and selecting
graduates due to the differnce recruiting needs and selection methods among

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many employees. The differences and variations in recruiting and selection
methods among employees are dependent on the operations size and needs.

Keenan (2005): This literature review states that in order to ensure that best
candidates are selected to a particular post, it is forcefully crucial that the
recruitment and selection process be handled in a timely and professional
manner characterised by effectiveness and efficiency. The first step of the
recruitment and selection process entails the announcement of a vacant
position within an organisation. This move is subject to thorough decision-
making by members of the management regarding the strategic impacts within
their organisation. At times, situation exist where a vacant position resulting
after an employee leaves are organisation is replaced with automated
machines. If the decision is made that, the vacant position requires to filled,
job specification are draw down to reflect the duties and requirement needed
for that job in addition to requisite skills, experience, and personal attributes.
The next step involves the process of attracting candidates in order to produce
a large pool of applicants from where the ideal candidate will be selected.
Very often this function of recruitment and selection process are outsourced to
recruiting and hiring agencies in order to eliminate the number of unsuitable
candidates applying for the vacant position. The third step is the resourcing
cycle that entails shortlisting the number of candidates to a manageable level
whereby it will be easy to make an employment decision. The selection
process generates an optimum number of job seekers and the majority of
applicants are rejected during this stage. Many things happen during this
stage because the recruitment tools and strategies are applied during this
stage including interview, face-to-face meetings, and other forms of
communicate the selection procedure.

Frederick Taylor (1990) in his study states that “The principal object of
management should be to secure the maximum prosperity for the employer,
coupled with the maximum prosperity for each employee,” Taylor believed that
the management should use the techniques used by scientist to research and
test work skills to improve the efficiency of the workforce. Also around the
same time came the industrial welfare movement. This was usually a
voluntary effort by employee’s life outside of the work place. The employer
would try to provide assistance to employees to purchase a home, medical
care, or assistance for education. The human relations movement is the major
influence of the moder human resource management. The movement focused
on how employees group behaviour and how employee feelings. This
movement was influenced by the Hawthorne Studies.

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(Fyfe, et al,: Ketsaa; Phelps; reyes): In their studies they states that the
recruiting process traditionally consists of the creation of job requirement,
advertising, applicants, and screening. The Selection process traditionally
consists of the testing and evaluating system raking and selection. The testing
and evaluating system usually consists of phases involving a written exam,
physical background check and medical examination. Although some
agencies do not use all of these testing phases or specific selection
procedures, this is the standard acceptable testing program used as an
“industry standard.

(Hickman & Lee, Perry; Cunningham; Golembiewski, 1966

Golembiewski, September 1966): In their study states that The “Strategic
Model” is used usually by moderate size agencies, agencies where there is a
large hiring demand, or where there is an extreme competition for qualified
applicants. If this is Structurally possible, this is the philosophically preferred
method because it maximises the strength of the human resources
department and the strengths of the department ( line functions:knowledge of
positions, knowledge of needed traits, ability to investigate, and knowledge of
applicant trends).

(Grugulis et al, 2004; Payne, 1999; Warhurst and Nickson, 2001): In their
study they found that the seemingly growing importance of what are termed
soft, generic or interpersonal-skills and or personality traits has crystallised
debate about the relative importance of qualification versus other skills\factors
within R&S decision. With the shift from manufacturing employment into
service, and particularly the rise of interactive personal services there has
been a growing interest in, and concern about, the degree to which R&S
decision increasingly interest in, and revolve around the candidates
possession of these generic skills and attributes.

(Bowles and Gintis, 2002): In their study their finding is that personality type
(or non-cognitive skill, as economists tend to prefer to name it) appears to
have a major impact on earnings level, which is sometimes more significant
that qualifications. In turn this reflects the influence that personality traits,and
the attitudes they engender, have on how individuals perform in the
workplace. Many employers are seeking to recruit employees who
demonstrate what they regard as positive attitudes and disposition and
qualities such as leadership industriousness, perseverance, and a positive
attitude towards authority.

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Johnson and burder (2003): In their study they found that, “with a small
number of exceptions, employers place relatively little emphasis upon formal
qualification or specific technical skills or experience when talking about the
things they look for in potential new recruits”. Perhaps more worryingly for
policy is some evidence that over time the influences of qualifications on UK
labour market outcomes, at least as measured in terms of the promotion of
intergenerational social mobility between classes, has actually declined.

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 CHAPTER-3
COMPANY PROFILE

COMPANY PROFILE:

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Printex India is an authorised distributor for printex Ue textile printing
machine, poland. Printex india with over an decade of experience in dealing
with Screen Printing materials provides everything needed to start and
operate a successful textile printing business including equipment,
consumables, training and industry services.

Printex is an international manufacturer screenprinting equipment for the

Textile and Graphics industries. Printex continues to set a new standard for
Customer Service, Advanced Technology and Superior Quality Printex,
printex quickly established itself throughout Europe as “the brand” known for
customer service. Printex continues to exceed customers expectations by
offering Advance Technology-and- Superior Quality even for the most budget
conscious. Printex Machines made in poland adaptes the various international
standard and the components and highly precise. Our machines is designed
to given a right mix of Mechatronics efficiency in a garment manufacturing
lane.

Printex india is an authorised distributor for Printex, Poland, Printex is an

international manufacturer screenprinting equipment for the textile and
Graphics industries. Printex continues to set a new standard for customer
Service, Advanced Technology and Superior Quality. Printex quickly
established itself throughout europe as “the brand” known customer service.
Since 2011, we Printex India are a prominent trader and wholesaler of Textile
Printing Machine and Screen Printing Machine. These products are strictly
examined on numerous quality parameters before final dispatch. Also, we
offer these products at best market prices. We are a sole proprietorship
(individual) based company always consider to deliver what market needs and
that is the best. Our quality checks ensure us to provide best in class
products.

Our Services
Printex India is authorised Dealer for Printex Poland for all range of Textile Screen
printing machines.Printex is successful in adapting the various international standard
& highly précised components.

There is almost no limit to the ways in which custom t-shirts can be used. If you’re
interested in pursuing a small print business of your own, we’ve got the machines
you need to get started. Also we were inspired to create a complete business system
of big factories. Our series of textile screen printing machine are perfect for t-shirts

17
and are ready to use as soon as they install at your place. You can get the machine
you need at a price you can afford. Of course, if you need further assistance, we’re
here to help you. Simply give us a call.

We have a very wide range of manual textile garment screen printing machines for
any type of fabric. We have installed a maximum printing machines at Tirupur, India.
Our machines are contributing to the country's export in major cities like Tirupur,
Erode, Karur, Salem, Chennai with many other minor erections also.

From factory direct training, to a full time technical staff and marketing support,
Printex is your partner in success. Thank you for taking the time to learn about us.
We look forward to answer any further questions you have and help you in any way
we can to make your product ideal.

Products
Our Products are categorised into

1. Textile Printing Machines

2. Flat Element Printing
3. Cylindrical Object Printing
4. Transfer Technology
5. Accessories

Textile Printing

 Man series hand carusel

 Minimatic
 Minimatic plus
 Workman
 Hurricane
 Spectrum S
 Prism 1
 Prism 2
 QLH Series Flash
 CLH Series Flash
 Electric Tunnel Dryer DEL Series

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  Electric Tunnel Dryer ECONO Series
 Gas Tunnel Dryer Gal Series
 Textile Pallets
 Screen Drying Units
 Exposure Units

Digital Printing Mach.

1. TextJet Plus
2. Lynx 160
3. Lynx 250 UV
4. Lynx 320

Flat Element Printing

1. Press with Vacuum Pallets System
2. Manual Machines with Vacuum Pallets
3. UVC Combo Tunnel Dryers
4. UV Bridge
5. UVF Flash Unit
6. UV Roll to Roll

Transfer Technology

1. Double heat transfer press

2. Heat Iron effect for Rotary Machines

Accessories

1. Delta Dryers
2. Infrared Curing flash
3. UV dryer

Conclusion

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Effective recruitment and selection can contribute towards an organizations success. During
the recruitment process, both internal and external sources of employees should be
considered. This will increase the probability of organisations attracting a wide range of
candidates. In additions, a comprehensive recruitment and selection process should be
followed. The Selection and recruitment should provide our company with an employee
who adapts and works well with others in our business. Failure to recruit and select for the
long term can result it high turnover.

Last but not least. It is vital that the interview elicits responses from applicants that can be
measured against our expectations for the position. If we don't use the interview to
effectively applicants who don’t fit into the company culture. We might end up dealing with
turnover, confusion and disgruntled employee.

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