INTRODUCTION

OF

THE TOPIC

1|GINNI F I L A M E N T S L T D , C H H A T A ( M T R )
Recruitment

Recruitment forms the first stage in the process, which continues with selection and cease with

placement of the candidate. Recruitment makes it possible to acquire the number and type of

people necessary to ensure the continued operation of the organization.

In simple terms Recruitment is understood as a process for searching and obtaining applicants for

jobs, from among the available recruits

WHAT IS RECRUITMENT

In human resource management, “recruitment” is the process of finding and hiring the best and

most qualified candidate for a job opening, in a timely and cost-effective manner. It can also

be defined as the “process of searching for prospective employees and stimulating and encouraging

them to apply for jobs in an organization”.

It is one whole process, with a full life cycle, that begins with identification of the needs of the

company with respect to the job, and ends with the introduction of the employee to the

organization.

When we speak of the recruitment process, we immediately think of activities such as the analysis

of the requirements of a specific job, attracting candidates to apply for that job, screening the

applicants and selecting among them, hiring the chosen candidates to become new employees of

the organization, and integrating them into the structure.

Obviously, the main reason why the recruitment process is implemented is to find the persons who

are best qualified for the positions within the company, and who will help them towards attaining

organizational goals. But there are other reasons why a recruitment process is important.

2|GINNI F I L A M E N T S L T D , C H H A T A ( M T R )
RECRUITMENT PROCESS

Organizations, depending on their structure and specific needs, may have special procedures that

they integrate into their recruitment process. For purposes of discussion, however, we will take a

look at the general approach of a recruitment process, one that is used by most organizations or

companies across various industries.

Many say that recruitment begins when the job description is already in place and the hiring

managers begin the process of actually looking for candidates. However, if we are looking at it

more holistically, the process begins way earlier than that.

Prior to the recruitment process, the organization must first identify the vacancy and evaluate the

need for that position. Will the organization suffer if that vacancy is not filled up? Is there really a

need for that open position to be occupied by someone? If the answer is affirmative, then you can

proceed to the recruitment.

3|GINNI F I L A M E N T S L T D , C H H A T A ( M T R )
4|GINNI F I L A M E N T S L T D , C H H A T A ( M T R )
1. Recruitment Planning:

The first step involved in the recruitment process is planning. Here, planning involves to draft a

comprehensive job specification for the vacant position, outlining its major and minor responsibili-

ties; the skills, experience and qualifications needed; grade and level of pay; starting date; whether

temporary or permanent; and mention of special conditions, if any, attached to the job to be filled

2. Strategy Development:

Once it is known how many with what qualifications of candidates are required, the next step

involved in this regard is to devise a suitable strategy for recruiting the candidates in the

organisation.

The strategic considerations to be considered may include issues like whether to prepare the

required candidates themselves or hire it from outside, what type of recruitment method to be used,

what geographical area be considered for searching the candidates, which source of recruitment to

be practiced, and what sequence of activities to be followed in recruiting candidates in the

organisation.

3. Searching:

This step involves attracting job seekers to the organisation. There are broadly two sources used

to attract candidates.

These are:

1. Internal Sources, and

5|GINNI F I L A M E N T S L T D , C H H A T A ( M T R )
2. External Sources

These have been just discussed, in detail, under 6.3 Sources of Recruitment.

4. Screening:

Though some view screening as the starting point of selection, we have considered it as an integral

part of recruitment. The reason being the selection process starts only after the applications have

been screened and shortlisted.

5. Evaluation and Control:

Given the considerable cost involved in the recruitment process, its evaluation and control is,

therefore, imperative.

The costs generally incurred in a recruitment process include:

(i) Salary of recruiters

(ii) Cost of time spent for preparing job analysis, advertisement

(iii) Administrative expenses

(iv) Cost of outsourcing or overtime while vacancies remain unfilled

(v) Cost incurred in recruiting unsuitable candidates

6|GINNI F I L A M E N T S L T D , C H H A T A ( M T R )
AS PER RECRUITMENT SELECTION MEANS THE FOLLOWING

R-RELIABLE S-SAGACIOUS

E-EFFLUENT E- ELIGIBLE

C-CREATIVE L-LOYAL

R-RATIONAL E-EFFICACIOUS

U-UNIQUE C-CONSTRUCTIVE

I-INTELLIGENT T-TALENTED

T-TACTFUL I-INNOVATIVE

M-MATURE O-OPTIMIST

E-EXCELLENT N-NOVEL

N-NEW T-TAX ORIENTED

7|GINNI F I L A M E N T S L T D , C H H A T A ( M T R )
SELECTION

Finding the interested candidates who have submitted their profiles for a particular job is the

process of recruitment, and choosing the best and most suitable candidates among them is the

process of selection. It results in elimination of unsuitable candidates. It follows scientific

techniques for the appropriate choice of a person for the job.

The recruitment process has a wide coverage as it collects the applications of interested candidates,

whereas the selection process narrows down the scope and becomes specific when it selects the

suitable candidates.

Stone defines, ‘Selection is the process of differentiating between applicants in order to identify

(and hire) those with a greater likelihood of success in a job’.

Selection Procedure:

A scientific and logical selection procedure leads to scientific selection of candidates. The criterion

finalized for selecting a candidate for a particular job varies from company to company.

Therefore, the selection procedure followed by different organizations, many times, becomes

lengthy as it is a question of getting the most suitable candidates for which various tests are to be

done and interviews to be taken. The procedure for selection should be systematic so that it does

not leave any scope for confusions and doubts about the choice of the selected candidate.

8|GINNI F I L A M E N T S L T D , C H H A T A ( M T R )
9|GINNI F I L A M E N T S L T D , C H H A T A ( M T R )
1. Inviting applications:

The prospective candidates from within the organization or outside the organization are called for

applying for the post. Detailed job description and job specification are provided in the

advertisement for the job. It attracts a large number of candidates from various areas.

2. Receiving applications:

Detailed applications are collected from the candidates which provide the necessary information

about personal and professional details of a person. These applications facilitate analysis and

comparison of the candidates.

3. Scrutiny of applications:

As the limit of the period within which the company is supposed to receive applications ends, the

applications are sorted out. Incomplete applications get rejected; applicants with un-matching job

specifications are also rejected.

4. Written tests:

As the final list of candidates becomes ready after the scrutiny of applications, the written test is

conducted. This test is conducted for understanding the technical knowledge, attitude and interest

of the candidates. This process is useful when the number of applicants is large.

Many times, a second chance is given to candidates to prove themselves by conducting another

written test.

10 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
5. Psychological tests:

These tests are conducted individually and they help for finding out the individual quality and skill

of a person. The types of psychological tests are aptitude test, intelligence test, synthetic test and

personality test

6. Personal interview:

Candidates proving themselves successful through tests are interviewed personally. The

interviewers may be individual or a panel. It generally involves officers from the top management.

The candidates are asked several questions about their experience on another job, their family

background, their interests, etc. They are supposed to describe their expectations from the said job.

Their strengths and weaknesses are identified and noted by the interviewers which help them to

take the final decision of selection.

7. Reference check:

Generally, at least two references are asked for by the company from the candidate. Reference

check is a type of crosscheck for the information provided by the candidate through their

application form and during the interviews.

8. Medical examination:

Physical strength and fitness of a candidate is must before they takes up the job. In-spite of good

performance in tests and interviews, candidates can be rejected on the basis of their ill health.

9. Final selection:

11 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
At this step, the candidate is given the appointment letter to join the organization on a particular

date. The appointment letter specifies the post, title, salary and terms of employment. Generally,

initial appointment is on probation and after specific time period it becomes permanent.

10. Placement:

This is a final step. A suitable job is allocated to the appointed candidate so that they can get the

whole idea about the nature of the job. They can get adjusted to the job and perform well in future

with all capacities and strengths.

12 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
The Interview Process

Employers can avoid most hiring mistakes by simply spending a little more time preparing for

the interview in advance. To do a wonderful job of preparing for interviewing and present one's

company professionally the following points must be considered:

Interview Tips for Interviewers

Before the Interview

1) Determine your options - Which skills are vital as opposed to convenient.

2) If other people are going to be involved in the interview process, make sure they have taken

the time to prepare for the interview. Each person should have a couple of overlap questions to

provide insight on the prospective employee's responses.

3) Have company information available for candidates.

4) Allow plenty of time for the interview.

5) Have detailed information about the candidate.

During the Interview

1) Interview the person, not the skill set.

Ask questions that are, broad, open-ended, job-related, objective, meaningful, direct, clear,

understood & related.

2) Be open and honest with the candidate.

3) Tell the candidate what to expect in the hiring process.

4) Tell them your expectations: career advancement, training, duties, experience expected, the

direction the department is headed in.

13 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
5) Show the candidate where they would fit into the organiza33tion.

6) Don't talk money.

Closing the Interview

1) Insure that you and the candidate have concluded on common ground.

2) Ask if she/he has any other questions.

3) At the end of the interview, if you are interested in the candidate, let them know.

4) Review the next steps with a clear and honest timetable (and stick to it).

5) Be friendly and honest to the end of the interview; don't give false encouragement or go into

details for rejection.

After the Interview

1) Take time to update the next person in the interview process.

2) Discuss the candidates reaction and interest. 3) Rate the applicant on a 1-5 scale as a potential

employee.

14 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 SCOPE

OF THE

STUDY

15 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Scope of the study: -

Scope of the study means the area of study to which this project is limited.in other word scope

means the length and breadth of the study.

✓ To find the recruitment and selection system in the organisation

✓ To study the process of intake of employees with relation to experience communication

skill and qualification in the organization

✓ To have an overview of the organisation in terms of history growth services and

organisational structure

✓ To assess the role of human resource in Ginni Filaments Ltd, Mathura.

16 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 USEFULNESS

AND

IMPORTANCE OF

THE STUDY

17 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Usefulness and Importance Of The Study :-

Usefulness and importance of the study the importance and usefulness of the

study is discussed as under:-

1. To determine the present and future requirements of the organization conjunction with its

personal planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Help increasing the success rate of the selection process by reducing the number of visible

under qualified or over qualified applicants.

4. Help reduce probability that job applicants once recruited and selected will leave the

organization only after a short period of time.

5. Meet the organization’s legal and social obligation regarding the composition of its

workforce.

6. Begin identifying and preparing potential job applicants who will be appropriate

candidates.

7. Increase organizational and individual effectiveness in short term and long term.

8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job

applicants.

18 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 INTRODUCTION

OF

GINNI

FILAMENTS LTD.

19 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 About The Ginni Filaments Ltd

• Ginni Filaments Ltd is one of the leading integrated manufacturers of cotton yarn,

processed knit fabrics and knit garments in India.

• The company is engaged in the manufacture of textiles, yarn, fabric, non-woven fabrics

and garments.

• They operate in two business segments, namely textiles and others.

• The other segments comprises of consumer products, which include wipes made of

spunlace fabric, which are used in personal hygiene, healthcare.

• The company’s products include cotton yarn, non-woven fabrics, knitted fabrics and

knitted garment.

• The company manufacturing units are located at Chhata, Noida and Haridwar.

• They have state-of-the-art spunlace non-woven fabric manufacturing facility at Panoli in

Gujarat.

• The company’s consumer products include wet wipes, medical disposables, wound care,

home care/ industrial wiping and private labeling.

• Ginni Filaments Ltd was incorporated on July 28, 1982 as a public limited company.

• The company was established with the objective of manufacturing cotton yarns.

• In September 1982, they obtained certificate of commencement of business.

• In the year 1990, the company set up a unit for manufacture of Cotton Yarn with 26208

spindles at Chhata, Dist Mathura.

• In the year 1993, they expanded the installed capacity to 36288 Spindles.

20 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 • In the year 1995, they further expanded the installed capacity to 54432 Spindles. Also, the

company entered into knitting business during the year.

• In May 2005, the company set up Dyeing & Processing plant at Chhata in Uttar Pradesh

and started commercial production.

• During the year 2006-07, the company installed a non-woven Plant at their Panoli (Gujarat)

Unit with an installed capacity of about 12000 Tones per annum and commenced

production. Also, they started production in Garment unit at Noida.

• During the year 2007-08, the company completed the de-bottlenecking and modernization

of spinning units at Kosi (UP) and Panoli (Gujarat). During the year 2007-08, the companys

projects of installation of grid connection, de-bonding of their Export Oriented Unit (EOU)

at Kosi (UP) was successfully completed.

• They set up a conversion unit at Haridwar (Uttarakhand) and completed the expansion of

their consumer products division.

• During the year 2009-10, as per the scheme of arrangement, Ganesh Synthetics Pvt Ltd,

Abhinav Investments Pvt Ltd, Goodworth Merchants Pvt Ltd, engaged in investment

activities and Ginni Power Ltd, engaged in power generation business were amalgamated

with the company with effect from January 16, 2010.

21 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 VISION

Ethos

Commitment to our esteemed customers, shareholders, employees and vendors.

Consistency of quality with continuous improvement to achieve higher standards.

Collaboration with customers, vendors and others for product development and value

creation.

22 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 Mission

Integrated operations with presence across cotton spinning, knitting,

processing, and garmenting.

Established market leadership in spunlace nonwoven fabrics, which have

applications in the personal care and medical industries

Pioneers in the domestic market for manufacture and promotion of consumer

and institutional wipes

23 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Our values

Teamwork

Thinking and working together across functional silos, hierarchies, businesses and geographies.

Cooperating and supporting each other towards common goals.

Integrity

Consistently behaving and taking decisions in an ethical, trustworthy and fair manner in all spheres

of life

Speed

Meeting and exceeding customer's expressed or implied expectations by a "do it" attitude and by

doing right, first time, on time and every time.

24 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Locations

Corporate Office & Garment Unit

D-196, Sector – 63,Noida -201307.

Tel – 0120 – 4058400

Fax – 0120 – 4250975 – 76

Spinning & Process House

110 KM, Chhata

Kosi, Mathura.

Consumer Products

D-38, Bahadrabad Industrial Area,

Near IOCL Bottling Plant Haridwar

Ginni Panoli Branch

Plot No. 205-207,

GIDC Industrial Area State,

District Bharuch, Gujarat

Panoli – 394116

25 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Product and services

YARN

Ginni Filaments Ltd. (GFL) is producing Combed cotton & Open End Yarns in two units located

at Kosi (U.P) & Panoli (Gujarat). Plant & Machinery is from World Renowned Machinery

Manufacturers viz. Rieter, Schlafhorst and top of the line support systems for Quality monitoring.

FABRIC

We have good presence in domestic & international knits market. We have state of art production

facilities to provide value added & high end products to all well known brands across the globe

.Company is mainly focused of new innovations & special products keeping in view future trends

of the market & customers for knitted fabrics .

GARMENTS

GINNI is a vertically integrated facility having spinning, knitting, processing and garmenting.

Annual capacity of 10 million knitted basic and fashion garments at two units based at Noida.

Emphasis on automation at every stage of production, aided by in house Gerber CAD, Spreader

with Air Flotation Tables & Automatic Cutting, Heatless steam Irons, Computerized Machine

Embroidery, Assembly line production and in house Laundry facility for basic washes.

26 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
NON-WOVEN SPUNLACE FABRIC

Ginni Nonwovens is manufacturing Spunlace Nonwoven fabrics in a state-of-the-art modern

facility at Panoli, Gujarat located in the western part of India. The plant capacity is 12,000 Metric

Tonnes per annum and can produce a wide variety of roll goods. The technology and equipment

have been provided by world’s leading nonwoven machinery supplier M/S Andritz Perfojet ,

France. The Quality produced in the plant is truly world class with very wide acceptability and

validation.

CONSUMER PRODUCTS- WIPES

Since 2007 established as Wet wipe converter. Our forte is in contract manufacturing One stop

shop for all your wiping needs State-of the art manufacturing facility and utilities Fully automated,

hand free m/cs Skilled & Trained workforce for handling advance technologies. ISO 9001:2008

& ISO 22716 In house design & developments capability.

27 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Business Objectives

To be the preferred vendor in the area of cotton yarn, knit fabrics and garments by offering

consistent quality.

To aggressively grow wipes business in India and maintain market leadership in manufacturing

wet wipes.

To be the market leader in quality and service in spunlace nonwoven fabrics in India and remain a

preferred vendor for overseas customers against global competition.

28 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
HUMAN RESOURCE IN G.F.L

Any organization that would like to be dynamic and growth oriented has to pay attention to the

development of its human resource. People working in the organization must be helped to acquire

capabilities for effective performance of new roles/functions/tasks/that may arise in the process of

company’s growth and change in the environment. G.F.L endeavors to nurture environment,

training, job progression, recreation etc. to ensure that they have a fruitful and mutually beneficial

association with the company

HR Vision

To facilitate development & growth of our people to leverage their fullest potential & create a

spirit of customer intimacy & service excellence for driving rapid business growth.

HR Goals

• Improve employee engagement across the organization

• Maintaining industrial harmony

• To ensure that compensation, career growth and future path are performance driven

• To see to it that employee suggestions are forthcoming and frank, with the organization

giving it a clear ear and acting on wherever necessary.

29 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
HUMAN RESOURCE MANAGEMENT IN G.F.L

The Human resource department of G.F.L has many tentacles. I will give in brief about each

though I would like to make it clear that at ginni filaments ltd Human resource is broadly divided

into Four departments they are Industrial Relations, Training, HR and Personnel Department. Each

department has a different set of functions.

I would like to give a bird’s eye view on Human Resource department first; it has recruitment

section, Joining Formalities Support team, Performance Management System team, ERP and

Management information team.

Training and Industrial relations are autonomous department as far as G.F.L.is concerned due to

the large human capital working in this organization.

HR IN G.F.L

HUMAN TRAINING

RESOURCE INDUSTRIAL &

30 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
RECRUITMENT

Recruitment is dynamic and very much required as far as any organization is concerned and GFL

tries to take the best candidates out of the numerous employees’ curriculum vitae.

The recruitment process of GFL happens by three modes either from Naukri.Com, through Walk-

in or through employee referrals but all have to go through a strict procedure.

The recruitment happens at all levels from the Level of DET to Engineer, Managers, General

managers etc. HR executives look after the recruitment process. And the department head takes

the main interview, HR executives need to maintain a MIS for the process as the top management

is aware regarding the same.

PERFORMANCE MANAGEMENT SYSTEM

This team takes care of the performance appraisal of the employee it is very important as this is

the team which finds whatever training and Appraisals increments and promotion has to be given

to the particular employee it maintains all the database as well has complete authorization, The

entire process is looked after by them .This is important as people can never be satisfied with their

salary as well as the position so with the performance they are promoted or given increment so

they work in the present organization . Even the employees are given production incentive by

which they feel very motivated as their salary keeps on increasing annually.

31 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
SUPPORTING FUNCTIONS OF HR

JOINING FORMALITIES

After the Candidate is selected in the process of Recruitment, there is joining formalities which

takes place in order to have all the details regarding the candidate /employee so he is verified as

well as with the process aware about whatever things are requisite from this organization point of

view, so he gets a ID Card for punching for his/her attendance, Medic-claim insurance or ESI card

as per the employee salary this thing is made, then various forms need to be filled for gratuity for

shareholdings etc. and then a MIS is also maintained for this which is maintained in Microsoft

Excel as well as the ERP software .

HR HELPDESK

If employees have any issues, queries and concerns are properly captured, evaluated and promptly

addressed/resolved and feedback is provided on issues not covered under the prevalent

guidelines/policies, GFL launched HR&ADMN HELPDESK.

Each and every query can be raised through intranet and the process owners resolve the raised

query and communicate to the concerned employee with the copy marked to the Helpdesk

dedicated resource within the predefined timeframe.

And the help-desk –dedicated resource shall present MIS & percentage compliance to defined

service level agreement in the plant monthly HR review meeting.

It is done to create an environment where people strive from within to excel in meeting their stake

holder expectation.

32 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
DEPARTMENT WISE SUB-DIVISION

INDUSTRIAL RELATIONS

PREVENTIVE CORRECTIVE

OPEN HOUSE DISCIPLINARY

WELFARE COUNSELLING

COMMITTEE

33 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
INDUSTRIAL RELATIONS

This department is very important as it is concerned with the relationship between the management

and the workers and the role of regulatory mechanism in resolving any industrial dispute

It involves the following areas:

• Role of Management, Government

• Machinery of resolution for industrial disputes

• Individual grievance and disciplinary policy and practice.

• Labour legislation.

• Industrial relations training like Know your Policy programs.

This department has also welfare programs like in-house sports activities, various behavioral

programs as well as Open House, which are conducted by HR and IR together. The family Visit

inside the plant, and various programs like Long Service Awards arrangement and organization is

taken care by IR and HR together.

34 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
TRAINING AND DEVELOPMENT

Training is the most important function that directly contributes to the development of human

resources. Training is essential because technology is developing continuously and at a fast rate.

Organization should create conditions in which people acquire new knowledge & skills & develop

healthy patterns of behavior & style.

The different types of training involve: -

❖ Mandatory Training

❖ Behavioral Training

❖ Process improvement training

❖ Functional training.

❖ There are more than 50 types of training programs that happen in this organization.

DEPARTMENT WISE SUB DIVISION

PERSONNEL

TIME OFFICE

ATTENCENCE
AND LEAVE
RECORD COMPENSATION

35 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
TIME OFFICE

This department team looks after the attendance of all the employees working in the plant.

Secondly it solves all the issues related to the same and also takes care of all the grievances

regarding the leaves applicable to the employees whether it is sick leave or casual leave or earned

leave.

36 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 RESEARCH

DESIGN

37 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Research Design

Wikipedia says, a research design includes the process and methods used to carry out scientific

research. The design defines the type of study (descriptive, correlational, experimental, etc) and

sub-type (e.g., descriptive, longitudinal, case study), research question, hypotheses, independent

and dependent variables, experimental design, and, if relevant, data collection methods and a

statistical analysis plan.

According to Kerlinger, “Research in the plan, structure and strategy of study conceived in order

to get answers to research questions and also to control variance.”

It is the determination and statement of the general research approach or approach followed for the

specific task. It is the heart of planning. If the design sticks to the research objective, it will

guarantee that the client’s needs will be served. – David J Luck and Ronald S Rubin

According to Green and Tull, “ It is the specification of techniques and processes for obtaining the

information required. It is the over-all operational pattern or framework of the project which states

what data is to be gathered from which source by what processes.”

It also looks after and maintains the compensation record of the employees, their employee

provident fund, pension scheme, employee state insurance-sickness, maternity, and employee

injury benefits.

38 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Types of Research Designs Methods

Descriptive research

Descriptive research includes much government backed research such as the

population census, the gathering of a broad range of social indicators and

economic information for example household expenditure patterns, time use

studies, employment and crime statistics.

Causal Design

Causality research could be regarded as understanding a phenomenon with

regards to conditional statements in the form, “If A, then B.” This kind of research

is utilized to determine what affect a certain change may have on present norms

and assumptions. The majority of social scientists seek causal explanations which

reflect tests of hypotheses. Causal effect takes place when variation in one

phenomenon, an independent variable, results in, on average, in variation in

another phenomenon, the dependent variable.

Longitudinal Research Design

A longitudinal study consists of a panel, which is a fixed sample of elements. The

elements could be shops, retailers, individuals, or other entities. The panel, or

sample, stays relatively constant over time, despite the fact that members may be

added to replace dropouts or to keep it representative. The sample members in a

39 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
panel are calculated regularly over time, in contrast with the one-time

measurement in a cross-sectional study.

Cross-Sectional Design

Cross-sectional research designs have 3 exclusive features: no time dimension, a

reliance upon present differences rather than change following intervention; and,

groups are chosen according to existing differences as opposed to random

allocation. The cross-sectional design can only measure differences between or

from among a number of people, subjects, or phenomena instead of change. As a

result, researchers employing this design can only use a relative passive approach

to making causal inferences based on findings.

Observational Design

This kind of research design draws a conclusion by evaluating subjects against a

control group, in situations where the researcher doesn’t have control over the

experiment. There are a couple of general types of observational designs. In direct

observations, people realize that you are watching them. Unobtrusive measures

include any way of studying behavior where individuals have no idea they are

being observed. An observational study allows a good insight into a phenomenon

and eliminates the ethical and practical complications of establishing a large and

cumbersome research project.

40 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Experimental Research Design

This design is best suited in controlled settings for example labs. The design

assumes random assignment of subjects and random assignment to groups (A

and C). It tries to investigate cause and affect associations where causes could be

manipulated to generate different types of effects. Due to the requirement of

random assignment, this design can be challenging to carry out in the real world

(non laboratory) setting.

41 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 METHODOLOGY

ADOPTED

42 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Methodology Adopted

Data collection

The study was based on questionnaire method. The study was about the recruitment and selection

There are two types of data collection:-

A. Primary Data

B. Secondary Data

Primary data

The primary data are those which are collected as a fresh and for the first time and happened to

the original in character. It has been collected through a questionnaire and personal interview

Secondary data

The secondary data are those which have already been collected by someone else and which have

already been passed through the stratified process. It has collected through books journals and

internet

43 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 OBJECTIVES

OF

THE STUDY

44 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Objectives of the study

1. To find the recruitment selection system in the organisation.

2. To study the process of intake of employees with relation to experience communication

skills and qualification in the organisation.

3. To have an overall view of the organisation in terms of history growth services and

organisational structures.

4. To identify needs of training of employees in ginni filaments ltd.

5. To know how many of person things that communication play the viral very important role

and how many fields to improve communication skill in ginni filaments limited.

6. To analyze the strengths weaknesses analysis of the personnel department for recruitment

and selection.

45 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 DATA ANALYSIS

&

INTERPRITATION

46 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
ANALYSIS OF QUESTIONNAIRE

1.The source of recruitment from where existing employees to know about the job, responses were

as follows:

Internal Reference 20

Advertisement 53

Other Sources 27

Identify the source from where you came to

20%
27%
INTERNAL REFERENCE
ADVERTISEMENT
OTHER SOURCES

53%

47 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
2. In order to assess the recruitment policy, the question was asked whether they are satisfied by

the recruitment process by which they are selected, 90% of the respondents gave favorable

response.

Are you satisfied with recruitment process by

satisfied by the
recruitment process ,
90

NOT satisfied by the

satisfied by the recruitment process NOT satisfied by the recruitment process

48 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
3.Questionnaire results indicate that 83.33% of the respondent fell that they have not met ever with

their interviewer.

YOU EVER HAVE NOT MET WITH YOUR INTERVIEWER

YES NO

NO
16%

49 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
4.Questionnaire result indicates that 93.33%of the respondent fell that they were comfortable while

interviewed.

Were you comfortable with your interviewer while interviewed

7.67

93.33

YES NO

50 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
5.Questionnaire result indicates that 83.33% of fell that their colleagues have been selected by the

same process. It is evident that their colleagues have been selected by the same process.

Do you feel that your colleagues have been

16.67, 17%

YES
NO

83.33, 83%

51 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
6. In order to assess organization commitment in employees, question was asked on whether in a

public place they like to talk about this organization, 83.33 respondents gave favorable response.

In public would you like to talk about this organization?

83.33, 83%

16.67, 17%

YES NO

52 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
7.In order to assess their Organizational commitment, another question was asked whether they

like to put their relatives /friends for job in this company 70% respondents gave positive response,

where 26.7% don’t like and 3.33% did not give any response.

Would you like to refer your relatives/friends

3%

27%

YES NO CAN'T SAY

53 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 8 a.

Job nature Dimensions Percentage

Routine in nature 10%

Demand creative thinking 13.33%

Demand new ideas 26.67%

Finding new methods 13.33%

Challenging in nature 16.67%

Involve Participation in Decision Making 20%

You are interested to perform the job which is:

10% Routine in nature

13% Demand creative thinking

Demand new ideas

17%
Finding new methods

27%
Challenging in nature
13%

54 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
8 b. On asking, whether their present job meets out their started interested, 80% of the respondent

gave favorable response.

whether their present job meets out their

20%

yes
no

80%

55 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
9.Another question was asked whether they assigned the job what was explained at the time of

selection 93.33% gave favorable response.

Have you been assigned the job what was explained

93.33

6.67

YES NO

56 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
10. Another question was asked whether they take job interested and comfortable while working

or not, 90% respondents gave favorable response. That again shows that job person fit is there.

whether they take job

57 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
11.On the Organization commitment dimensions, question was asked for how long will they like

to continue with this organization, responses were as follows:

1-10 11%

Till retirement 89%

How long will you like to continue with this

11%

1-10 yrs.
Till Retirement

89%

58 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
12. On job nature quality of work life dimensions’ question was asked about the organization,

considered as:

(i) People oriented 3%

(ii)Task oriented 3%

(iii)Combination of both 94%

Your organization is considered as :

33

94

People oriented Task oriented Combination of both

59 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
13. On job nature Quality of work life dimensions’ question was asked whether they ever got

advice from their colleagues and supervisor for the improvement in performance 93.33%

respondent gave favorable response.

6 You ever get advice from your seniors or your colleagues to

YES NO

93.33

60 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
14. On quality of work life dimensions, question was asked whether they have clarity about their

roles and responsibility or not 93.33% respondent gave favorable response.

Do you have the clarity of your roles and responsibility?

93.33
3.2

YES NO

61 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
15. Respondent did not give lot of suggestions in order to improve recruitment and selection

process effectiveness that shows employees are quite satisfied with existing system. But some

suggestions are given by the employees are as follows:

• Please decrease the waiting time before going for interview an applicant get nervous.

• Give appreciation to whom through which a referred person is selected for the vacant post.

• Please mention logo or company detail when a vacancy is advertised.

Thus whole questionnaire analysis was done on following dimensions:

• Recruitment Policy

• Job Nature

• Quality of work life

• Organization commitment/Image.

62 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 FINDING

63 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 • It is evident that advertisement and other sources are the prevailing sources of recruitment

in G.F.L

• Majority of person working in the org they are satisfied by the recruitment process by

which they are selected

• 84% of respondent fell that they have not met ever with their interviewer before interview

• 93.33%of the respondent fell that they were comfortable while interviewed

• In order to assess organization commitment in employees, question was asked on whether

in a public place they like to talk about this organization, 83.33 respondents gave favorable

response.

• It is evident that most of the employees are committed enough to put their relatives and

friends in this organization

• On asking, whether their present job meets out their started interested, 80% of the

respondent gave favorable response.

• Organization is making efforts towards their career growth and continuous improvement

• Whether they have clarity about their roles and responsibility or not 93.33% respondent

gave favorable response.

64 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
RECOMMENDATION

65 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
RECOMMENDATION

• The data has been gathered by the survey conducted of the employee at the various levels.

We derived the satisfaction at each level for development of recruitment process.

• After analyzing the data & on the basis of my research. I would recommend the following

steps to match the satisfaction level of the employee

• Assess the recruitment process I find that INTERNEL REFRENCE are main source of the

recruitments in G.F.L. they should adopt some other sources for right person at the right

job.

• Check the gap between the ideal & present recruitment process.

• After analyzing the gap. We have to fill the gap by surveys, new innovation, suggestions

by employee who faced problem while they were recruited

We can use the following best practices for filling that gaps

• Mentoring (longer-term developmental relationships),

• Networks (connecting to others across the organization’s internal boundaries),

• Reflection (making sense of experience).

66 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 Words of New Joiner

I was recruited on 1st April 2015 the basis of Personal Interview with HR. Process

was very swift. Letter of Interview was issued quickly.

On the day of joining, joining formalities were conducted and

proper induction program took place for three days. Formal introduction session

took place for familiarization and final deployment took place with in time frame.

Name: Lokesh Singh

67 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 CONCLUSION

68 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
Conclusion

To conclude all the above recommendations, we would help to create

EFFECTIVE RECRUITMENT & SELECTION Procedure here and will place

right person at the right job at the right time & enhancing their

competencies to move for the next level

69 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 APPENDIX

70 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
QUESTIONNAIRE

1. Identify the source from where you came to know about the job?

Advertisement [ ]

Consultant [ ]

Personal Reference [ ]

Campus [ ]

E -recruitment [ ]

Other [ ]

2. Are you satisfied with recruitment process by which you are selected?

1.Yes [ ]

2.No [ ]

3. You ever met with your interviewer before your interview?

1.Yes [ ]

2.No [ ]

4. Were you comfortable with your interviewer while interviewed?

1.Yes [ ]

2.No [ ]

5. Do you feel that your colleagues have been undergone similar process?

71 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
1.Yes [ ]

2.No [ ]

6. In public would you like to talk about this organization?

Yes [ ]

No [ ]

7 Would you like to refer your relatives/friends for the job in this organization?

1.Yes [ ]

2.No [ ]

8 a. You are interested to perform the job which is:

(i)Routine in nature [ ] (ii) Demand creative thinking [ ]

(iii)Demand new ideas [ ] (iv) Finding methods [ ]

(v)Challenging in nature [ ] (vi) Participation in decision making [ ]

8.b. Your job meet you’re above stated interest?

1.Yes [ ]

2.No [ ]

9. Have you been assigned the job what was explained to you at the time of selection?

1.Yes [ ]

2.No [ ]

10. whether you take job interest and are you comfortable while working in the organization ?

72 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
1.Yes [ ]

2.No [ ]

11. How long will you like to continue with this organization?

1. 1-10 yrs.

2. Till Retirement

12. Your organization is considered as :

(i)People oriented

(ii)Task oriented

(iii)Combination of both

13. You ever get advice from your seniors or your colleagues to

improve your performance?

1.Yes [ ]

2.No [ ]

14. Do you have the clarity of your roles and responsibility?

73 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
1.Yes [ ]

2.No [ ]

15.Your suggestions for improvement in recruitment and selection process,(if

any)

………………………………………………………………………………………

………………………………………………………………………..……………

…………………………………….. .

74 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
 BIBLEOGRAPHY

75 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )
BIBLEOGRAPHY :-

Books REFERENCE:-

• Human Resource Management By G.R.Fernsis, S.D Rosen & D.T.Barnum, A Maya

Blackwell International.

• Human Resource Development : P.C Tripathi , Sultan Chand & Sons

• Personnel Management & Intertrial Relations : P.C Tripathi , Sultan Chand & Sons.

WEBSITE:

• www.citehr.com

• www.hrcommunity.com

• www.wikipedia.org/

• www.answer.com

• www.mbaguys.com

• www.scribd.com

• www.google.com

• www.ginnifilaments.com/

76 | G I N N I F I L A M E N T S L T D , C H H A T A ( M T R )