A

SUMMER TRAINING PROJECT REPORT ON

“RECRUITMENT METHODS”
IN

GREENPLY LIMITED
“BACHELOR OF BUSINESS ADMINISTRATION”
BATCH 2018-21

KUMAUN UNIVERSITY,NAINITAL

SUBMITTED TO:
SUBMITTEDBY:
Mrs. Balwinder kaur SHARMILI MANDAL
(ASSIT. PROFESSOR) BBA- 5thSEMSTER
ROLL NO-181335250026

DROAN COLLEGE OF EDUCATION &TECHNOLOGY

Rudrapur (U.S.N.)
AFFILIATED TO KUMAUN UNIVERSITY, NAINITAL
 DECLARATION

I hereby declare that the project report entitled “ Recruitment& Selection ” with special
reference to Greeply Industries Limited (GIL) – being submitted to the Kumaun University
for the partial fulfillment of the degree of Bachelor of Business Administration is my own
endeavors.

Further I declare that this is my original work. It has not been submitted in any seminar or
submitted elsewhere for the award of any degree or diploma.

Place Signature
RUDRAPUR SHARMILI
MANDAL

B.B.A. 5 TH
SEMSTER
 ACKNOWLEDGEMENT

It has been an enriching experience for me to undergo my project report on “ Recruitment&

Selection in Greenply Industries Ltd.”,which would not have been possible without the
goodwill and support of the people around. As a student of DROAN COLLEGE OF
EDUCATION & TECHNOLOGY, I would like to express my sincere thanks to all those who
helped me during my project preparation.

I am very thankful to Mrs. Balwinder kaur ( my project guide), who provided me an

opportunity to do this project in his esteemed organization and for giving valuable time and
exemplary guidance during my training, without his constant encourage mentit would have
been impossible to test my theoretical knowledge.

I am also grateful to my parents, friends to encourage and giving me moral support. However, I
accept the sole responsibility for any possible error of omission and would been extremely
grateful to the readers of this project report if they bring such mistakes to my notice.

Sharmili Mandal

BBA 5TH Semester

 PREFACE

Theory & practice are the two aspects of management education. In order to produce a dynamic
and promising executive, the two have to be blended together in India; the industrial training in
the domain of management courses has received pivotal importance. It exposes the potential
manager to the actual work environment & provides them a rich insight into what actually goes
on in the industrial climate in India.

This study helps melatonin understanding the objective of “Recruitment & Selection” in and we
know about all the methods of it.

The project report is a requirement for the award of the Bachelor of Business Administration.

Droan College of Education & Technology provided me an opportunity to develop my

managerial skills.

Customer satisfaction take place on that time when he/she is fully satisfied with various
activities it creates a healthy environment.
 CONTENTS

CHAPTER- 1

1. Introduction
2. Objective of the Study
3. Scope of study
4. Research Methodology
5. Limitation of study

CHAPTER- ll

1. Company Profile
2. Vision & Core Values
3. Milestones
4. Product Offerings

CHAPTER-lll

1. About Recruitment
2. Employee Recruitment in Greenply Industries Ltd.

CHAPTER- lV

1. Data analysis

CHAPTER- V

1. Findings
2. Suggestions and Recommendation
3. Conclusion

CHAPTER- VI

1. Bibliography
2. Questionnaire
CHAPTER:-01
 INTRODUCTION

Being a student of management education it become necessary for me to

check out learned concept of management education by implementing
them in real life situation or we can say that through this project I got a
chance to use my theoretical knowledge in practical area. It is final part of
our management course within which we got an opportunity to go through
detailed research and to submit dissertation report.
The whole system was under the guidance of H.R department about the
activities in an effective efficient way. These activities are linked with
over department have to handle in such a manner, so that no activity
can be interrupt.
This is a study about basic function of the HR department, which should
be known by a management student. This study helps me a lot in
understanding the organization system.
 MY PROJECT
The project report presented here is primarily concerned with
training and development part of employees in the organization.
Training and development is always an important aspect of the growth
of a company and the individual employees as well. Due to daily
changing business environment, manufacturing process, technological
advancement and rapid growth in the demand of the products and
services etc the workforce of any organization has to be very well
equipped with the skills, ability, and talent required to cope up with the
market competition.
Now a days many organizations are conducting training programme to
improve the productivity of employees.
The quality of employees and their development through training and
education are major factors in determining long term profitability of a
business. If you hire and keep good employees, it is good policy to invest
in the development of their skills, so they can increase their productivity.
Training often is considered for new employees only; this is mistake
because ongoing training for current employees helps them adjust to
rapidly changing job requirements.
OBJECTIVE OF THE
STUDY

Primary Objective
. 1 .To understand about the Recruitment and Selection in the company.

2. To study the important factors which affect the Recruitment of the company.

Secondary Objective:
The project on “Recruitment and Selection” process in Greenply Company is to fulfill the
Following objectives

 To search the company performance and their talent pool requisition.

 To understand the employees thinking towards the present recruitment
policies of the company.
 To study the various products services offered by Greenply Company in
rudrapur.
 To know the facility which the company is providing to its employees.
 To know, how increases can its market share

 To analyze the different between theoretical practical knowledge.

 To know various schemes which the company offers to customers time by time.
 To indicate the true efficiency.
 To find out the current market position of Greenply company.
 To know the policy procedure of Greenply company.
 SCOPE OF THE PROJECT

The scope/range of this project report is not too far stretching to the whole of
GREEN PLY COMPANY, RUDRAPUR rather it only covers the Recruitment
Methods conducted By GREEN PLY COMPANY for its employees.
My project mainly deals with the present method of Recruitment given at Green ply.
This project covers Recruitment Methods and excludes all other human resources
activities conducted before and after training.
The study provides a framework which supports a business case to understand
Recruitment process and other readers of this study to argue why Recruitment
plays important role in organizational success.
RESEARCH
METHODOLOG
Y
When we talk of Research Methodology, we not only talk of the research methods but also consider the
logic behind the methods we use in the context of our research study and explain why we are using a
particular method or technique and why we are not using so that research results are capable of being
evaluated either by research himself or by others.
As the title of the project suggests the project is about the study of the performance appraisal in the
company. So my objective is that to know that how the working appraisal should be maintained in the
company which method issued in this.

Performance Appraisal has been considered as a most significant and indispensable tool for every
organization for the information it provides is highly useful in making decisions regarding various aspects
such as promotions and merit increases. Thus, an attempt was made to study the Recruitment Methods in
Greenply Industries Ltd.

SAMPLE SIZE

The sample size refers to the no. of employees selected from the company to constitute a sample. The
sample size used for study includes 100 employees from the company.

METHOD OF SAMPLING
The process employed for the sample was Random Sampling. Random Sampling is the sampling in which
every person has an equal opportunity of being selected in the sample. The method is more representative of
the persons as there are no personal biases.

Sample Size: The sample size taken is 100 in which 25 were Sr. Managers, Managers Supervisors and 75
were Executives and Workers.
Method of Sampling: Random Sampling Area of
work: Employee Satisfaction

Method of Data collection: Secondary and Primary

 SOURCES OF DATA COLLECTION
PRIMARY DATA
Primary data is that data, which is collected for the first time thus happens to be
original in character. The primary source to carry out studyis:-
a) Questionnaire
b) Schedule
c) Observation
d) Interview

SECONDARY DATA

Secondary data are those which have already been collected by someone else and have
already been passed through the statistical process.
Acc. to Diesel-

“data collected by other persons”

All the data has been collected from internal source that includes:-
a) Magazines
b) Books
c) Websites
d) Reports
e) Files
f) Staff
. DATA COLLECTION METHOD
The data was collected by me from both the sources for my training project report. Primary
method of data was collected from questionnaire and personal interviews and secondary data
were collected from website, magazines and books of Greenply Company were used.
Secondary data are those which have already been collected by someone else and have
already been passed through the statistical process.

ANALYSIS TOOLS
For this research study I have used percentage analysis as a tool for data analysis.

PERCENTAGE ANALYSIS
In this project statistical tool percentage analysis method test is used. It can be calculated in
the following way:
 Number of respondents
X 100
Percentage of Respondents=
Total number of respondents

SWOTANALYSIS

STRENGTH

 Goodwill of company
 Financially a very strong company
 Effective well designed and developed production and marketing
network.
 Superior quality and service to provide maximum benefits to
customers.
 The family environment in the company.
 Dedicated workforce.
 Continuous growth.
 Market share of the company.
 Tax benefit to the company.

WEAKNESSES
 No uniform of the officers.
 Storage capacity of the company is limited.
 Land is not properly utilized.
 Raw material is wasted at the time of unloading.
 No proper parking facility.
OPPORTUNITY

 There can be minimization of waste.

 There must be more efficient utilization of the raw material.
 More and more incentives should be given to workers to motivate them which
help in increasing the employee morale.
 There can be use of the foreign technologies for efficient utilization of raw
material so that the production of a biscuit can be increased.
 Land can be used more efficiently.

THREATS
 New entrants in the business
 Threats of substitute products.
 Availability of the other brands.
 Rivalry among the competitions.
 Taste and preference of customers.
 LIMITATIONS
The duration of my study was limited, so I cannot cover all the functions of H.R.
department. The survey of every employees selection are could not be done in detailed due
to shortage of time. As H.R. is the vast area. This is very short period to understand the
whole system of H.R. department so various aspects of H.R. excise duly not to be covered
up. The study lacks various methods applied in Recruitment process.
Following are the limitation of this project:
 This project is based on the methods of Recruitment and duet o constraint of time
is not possible to work on all tools and techniques used for Recruitment Selection.

 It is mainly a secondary data based report and secondary data has its own limitation.

 The sample size was small hence the result can have a degree of variation

 The response of employees in giving information was Luke warm.

 The data collection was also limited.
 Time and resources were other limiting factors.
 Data are extracted from various employees and secondary sources so any error in the
statement will subsequent affect the company RS process.
 This project report is based on my own perception and finding so it cannot be used
for generalizing purpose.
 Organization’s resistance to share the internal information.
 Questionnaire is subjected to errors.
Chapter:-2
Greenply industries limited (Gil) is India largest interior infrastructure company with a
whopping turn over of Rs.142.27crore followed by a jump of 35.05% during the last fiscal.
) and is a listed company with the National Stock Exchange and the Bombay Stock
Exchange. The company has been recently awarded the 'Power Brand' status.
We stand at top when it comes to plywood, decorative veneers and particle boards. We
account for almost 3 percent of the organized plywood and 2 percent of the organized
laminate market in India.
Our continuous efforts towards achieving excellence helped us gain a significant position in
the thriving Indian economy. We area partner of choice for a large number of office and
home builders. Greenply markets the most comprehensive portfolio of residential and
commercial floor products available - plywood block boards, decorative laminates,
decorative veneers, and MDF under the brand names of Greenply Plywood, Green Club
Premium Ply, Green l am Laminates, Green Deco wood and Ecotec.
With a strong retail network, 40 branches across India and presence in over 300 cities
across 19 states, Greenply Industries Limited is committed to provide international quality
products to its customers. Greenply Industries Limited is committed to provide international
quality products to its customers through more than 13,000 distributors, dealers, sub-dealer
and retailers. The company has six state of the art manufacturing facilities across the
country manufacturing products of global standards.
Greenland, the flagship decorative laminate brand from Greenply is exported to more than
70 countries including Thailand, Indonesia, Taiwan, Canada, Bahrain, Hong Kong,
Malaysia, Singapore, Kenya, Dubai, Russia, USA, Australia, Mexico, Saudi Arabia, China
and Europe. Our esteemed clients trust us by unfolding their vision to us, and we bestow the
trust reclined in us by converting their dreams into Reality. So, if you’re look in for an
exquisite Range of interior infrastructure products, make sure to give us a call
Greenply is the only integrated manufacturer in India offering products related to the
interior infrastructure industry, with product presence across all price points with a
complete range of plywood, block boards, decorative laminates, decorative veneers, flush
doors and MDF boards
Greenply has the largest production capacity in plywood, laminates, decorative veneers and
MDF boards in India. It is the largest laminate company in Asia and 5th largest globally in
terms of capacity. Greenply has a brand presence in over 5 countries with offices in more

than 10 countries like U.S.A., Singapore, Thailand, Dubai and Netherlands to name a few
Greenply accounts for the largest market share in the interior infrastructure industry in
India. The wide range of Greenply brands is supported by a strong and rich distribution
network of 38 sales representative offices and over 11,500 dealers/distributors/sub-
dealers/retailers across India. The sales and distribution network is strategically supported
by six state-of-the-art manufacturing facilities, located near raw material sources and key
markets, spread across India.
Greenply's deep commitment to sustainable growth has been clearly evident with the
Company's pro-active efforts in acquiring environment certifications relating to its business
and plant operations. Greenply Industries is also an active member of the Indian Green
Building Council (IGBC) which promotes green technologies for building eco-friendly
homes and buildings in India.

Board of Directors
The Board of Directors at Greenply Industries Limited
constitutes the following:
 Mr . Shiv Prakash Mittal,Executive Chairman

 Mr. Rajesh Mittal, ManagingDirector

 Mr.Saurabh Mittal, Joint Managing Director CEO

 Mr. Shobhan Mittal, Executive Director

 Mr. Moina Yometh Konyak

 Mr. Upendra Nath Challu

 Mr. Susil Kumar Pal

 Mr. Vinod KumarKothari

 Mr. Anupam KumarMukerji

 Ms. Sonali Bhagwati Dalal

We focus on adopting eco-friendly manufacturing approaches to meet our
client’s expectations. Backed by Strong knowhow, our teams deliver flawless
products to customers.
Creating a Healthy Society
Greenply Industries Ltd is a world leader in manufacturing plywood, laminates,
Medium density Fiber board’s(MDF)and allied products. Our strong domain and
technical expertise enables us to deliver value to our renowned customers. We focus
on adopting eco-friendly manufacturing approaches to meet our client’s expectations.
Backed by Strong knowhow, ouR teamS deliver flawless products to customers. In
the past few years, India has emerged as the largest surging economy in the world.
The Indian market is full of diverse preferences, various income levels, and regional
spread. Focusing on each and every part of the Indian market is our focal point. We
accomplish this by constantly addressing the existing gaps with the simple
philosophy of connecting fashion to interiors through our wide range of product
portfolio. Our products are manufactured with latest technology, amazing ability to
migrate from one price point to another, wider choice, as well as a single point
solution for customer looking to buy huge quantities of products.

Our vision

 Make every house full of colors and life.

 Help India gain a significant position globally.
 Transform every house to a home.
We are determined:

 To ensure on time delivery of high quality products

 Help India gain a significant position globally
 Create a cordial atmosphere within the organization
 Implement environmentally and socially considerate
decisions for our company and community.
To achieve our vision we must distinguish ourselves by:
 Nurturing a growth-oriented environment where passionate, skilled, problem
solvers can uncork their potential
 Offering the right products through adept understanding
of one’S own Requirement
 Adopting ground-breaking measures that reshaped the plywood industry
Creating Value for Society
Since inception, Greenply has been creating value for the society, as for us, as a
responsible social organization, the humanity and society form a core cornerstone of
our stakeholders. Our various projects are running in different parts of the country
along with meeting our social responsibilities and the value generation.
Some of our current running projects by Greenply are:

 Education, accommodation facilities for Girl Children in

U.P. West Bengal
 Interventions of Health Life skill education for children of age groups 10-19
in the remote villages of Rajasthan
 Advocacy of abolishment of Child Marriage through projects in Rajasthan in
the population base of 1, 00,000 villagers under 42 Villages
 Tree Plantations in Tsunami affected areas in Tamil Nadu
 Greenland Laminates become the First Non US brand to get Green guard certification
from Green guard Evironmental Institute (GEI) US for indoor air quality.

1993 :
Set up of the plant for the manufacturing of laminates at Behr or, Rajasthan with a capacity
of 12 laces sheets per annum under the name "Metal Laminates Private Limited".

1995:
 The equity shares of our Company were listed pursuant to an offer for sale.

 Amalgamation of the erstwhile Greenply Industries Limited with our Company with
effect from April 1, 1994 pursuant to which the plywood manufacturing unit at Tizzy,
Nagaland was transferred to our Company. Pursuant to the amalgamation, the name of our
Company was changed to "Greenply Industries Limited".

1998:
 Commenced manufacture of pre-laminated particle board at our unit at Behror, Rajasthan.

2002:
 Grant of ISO 9001 Certification for the Quality Management Systems for the
Behror unit and ISO 14001 Certification for the Environmental Management Systems for
the Behror unit.

2003:
 2003 Grant of OHSAS 18001 Certification for the "Occupational Health and
Safety Management System" for our Behror unit.
 2003 Commenced manufacture of decorative veneers at our unit at Behror, Rajasthan.

2005-2006:
 2005 Received certificate for being a “Two-Star Export House” from the Director
General, Foreign Trade, Government of India.
 2005 Amalgamation of Worthy Plywood Limited with our Company pursuant to which the
plywood manufacturing unit at Kriparampur, West Bengal was transferred to our
Company.
 2005-06 First company to attract FII investment in its sector.
2006:
 2006 Acquisition of Greenland Asia Pacific Pte. Limited, Singapore as a wholly owned
subsidiary with the object of marketing our Company’s laminates in the south east
Asian markets.
 2006 Setting up of unit at Pant agar, Uttarakhand for the manufacture of plywood and
particleboards.

2007:

 Acquisition of Galaxy Decor Private Limited and Platinum Veneers Private Limited as
wholly owned subsidiaries which owned the plywood manufacturing facility at Barman
bore, Gujarat.

2008:
 2008: Received GREENGUARD Certification for our Green land Laminates.
 2008: Incorporated Greenland America, Inc. as a wholly owned subsidiary in the state
of Florida with the object of marketing our Company’s high pressure laminates in North
America.
 2008: Green Defender (Fire Retardant Plywood) certified by the Central Building
Research Institute(CBRI).
 2009: Amalgamation of Galaxy Decor Private Limited and Platinum Veneers
Private Limited with our Company
2010:
 2010: Power brand Status.

 2010: Setting up of India's largest and most technologically advanced MDF plant
at Pant agar, Uttarakhand.

 2010: FSC certification for Pant agar and Kriparampur plants awarded by the
prestigious Rainforest Alliance Smart wood Program.

 2010: ISO 9001, ISO 14001 and OHSAS 18001 certifications for Pant agar, and
Kriparampur Units.
 2010: Social Accountability (SA) Certificate SA8000 for our Kriparampur unit.
 2010: ISO 9001 certification for Rajkot Unit.
 Winner in the Inc. India 500 Awards for India’s best performing enterprises.
QUALITY CERTIFICATIONS
 Code of Conduct

The manner in which we have been successfully carrying out our work since inception.

Directors:
This Code of Conduct is applicable to all Board Members of the Company.

 To observe and guide the Company in maintaining highest degree of Corporate

Governance.
 To act in accordance with the highest standard of professional integrity and to act
diligently, honestly in the discharge of duties.
 To discharge their duties in accordance with their good faith business judgment and
in the best interest of the Company and its Shareholders.
 To keep informed regarding Company's compliance with relevant laws, rules and
regulations.
 To maintain confidentiality of the Company's business.
 To exercise independent judgment on issues of strategy, performance, policy
matters, etc.
 To avoidanddis close actual and apparent conflicts of personal interest with the
interest of the Company and to disclose all contractual interest, whether directly or
indirectly, with the Company.
 To inform the Company immediately about emergence of any situation that may
disqualify him/her from Directorship.
 To observe the "Code of Conduct for dealing in Equity Shares and other securities of
the Company" framed under the SEBI (Prohibition of Insider Trading)
Regulation,1992.
 To treat women employees equally and eliminate any gender discrimination.

 Not to hold any office or place of profit in the Company by himself/herself or by
his/her relatives without full disclosure of information in connection there with.
Senior Management:

This Code of Conduct for Senior Management is applicable to all Functional Heads of the
Company.

 To discharge their duties in accordance with their good faith business judgment and
in the best interest of the Company and its Shareholders.
 To maintain and help the Company in maintaining the highest degree of Corporate
Governance.
 To act in accordance with the highest standard of professional integrity and to act
diligently, honestly in the discharge of duties.
 To use reasonable care and skill in the discharge of duties and responsibilities and
exercise of powers for the benefit and prosperity of the Company.
 To have a clear understanding of the aims and objectives and various policies of the
Company.
 To avoid and disclose actual and apparent conflicts of personal interest with the
interest of the Company and to disclose all contractual interest, whether directly or
indirectly, with the Company.
 To treat women employees equally and eliminate any gender discrimination.
 Not to engage in any activity that interferes with the performance or responsibilities
to the Company.
 Except as may be approved by the Board of Directors of the Company not to accept
simultaneous employment/ directorship with the suppliers, customers or competitors
of the Company and not to take part in any activity that enhances or supports a
competitor.
 To avoid conducting Company business with a relative or with a business in which a
relative is associated in any significant role.
 TogivereporttotheChairmanoftheBoardofDirectorsaboutanyillegalorunethical
behaviors of any employee and officer.
 Not Tackett any offer, payment, donations, gift soar anything of value from
customers, vendors, consultants, etc. that is perceived as intended, directly or
indirectly, to influence any business decision.
 To promote professionalism in the Company.
 To maintain confidentiality of the Company's business.
 To ensure at all times, the integrity of data or information furnished by him/her to the
Company.
 To provide information so that Company's public disclosure requirements should be
full, fair, accurate, timely and understandable.
 To ensure protection and efficient use of Company's assets. Company's
assets/resources should be used only to conduct Company's business.
 To observe the "Code of Conduct for dealing in Equity Shares and other securities of
the Company" framed under the SEBI (Prohibition of Insider Trading) Regulation,
1992.
 TopromptlyreporttotheChairmananyactualorpossibleviolationoftheCodeoran event.
 Greenply Manufacturing Facilities:
Our manufacturing facilities are backed by cutting edge technologies, reliable IT
infrastructure and talented human resources.

At Greenply, we’re passionate about manufacturing excellent-quality products customers

look for. This is the reason why we’ve grown into the India’s largest Interior Infrastructure
Company.

Our manufacturing facilities are backed by cutting edge technologies, reliable IT

infrastructure and talented human resources. Our presence ensures efficient delivery across
India, while our global network gives you cost, quality and capacity advantages. We have
single-window operations, to make our engagements smooth and efficient. Our
manufacturing facilities include:

 Tizit,Nagaland:
This manufacturing facility produces plywood and block board. The nearby timber
areas of Nagaland help us get abundant supply of raw material.

 Kriparampur, WestBengal:

Its proximity to the Kolkata Port enables smooth international access. This facility
produces plywood and allied products.

 Behror,Rajasthan:

This facility is close to the emerging markets in the North and West of India and
manufactures decorative laminates, decorative veneers and other allied products.

 Pantnagar,Uttarakhand:

This manufacturing facility manufactures plywood & block boards, decorative

veneers, flush doors, particle boards and Medium Density Fiber board’s (MDF).
With its proximity to the region’s vast agro-forestry resources, it caters to the
growing North Indian market.

 Rajkot,Gujarat:

This facility produces plywood and allied products in order to serve market in the
western parts of India.
 Nalagarh, HimachalPradesh:

This is our latest setup and manufactures laminates and allied products.

Greenply Offerings
Greenply Industries Ltd. is a leader in the manufacturing and marketing of a wide range of
interior infrastructure products. Backed by our expertise in supplying high-quality products,
we provide both surface finish and foundation/structural products for homes, offices and
retail establishments.

Our extensive experience in interior infrastructure projects and overwhelming growth in

real estate sector such as residential, commercial and retail has enabled us to gain a
competitive advantage in the market.

Greenply offerings include:

Decorative Laminates

Wide range of laminates to meet modern infrastructure needs.

Decorative Veneers

An exquisite range of decorative veneers that bring you the world's most striking timbers.

Plywood & Block Board

High quality products for furniture partitions, paneling, cavity flooring, paneled floors,
hoardings, false ceilings and other exterior-and semi-exterior applications.

Medium Density Fiberboard

The most adaptable, eco-friendly, engineered panels available today, are made from wood
which is refined into fibers and then reconstituted with a resin binder at elevated
temperatures to form panels finished into fibers and reconstructed with a resin binder
bearing high temperatures.

Restroom Cubicles

Long-lasting cubicles that are not only easy to maintain but comes with unprecedented 10
years warranty.
These products are manufactured in such as a way to deliver the required quality out ofyour
interior infrastructure project. Moreover, our products are well-suited for homes, offices, and
retailes tablishments.
 PRODUCT FEATURES
The Green Panelmax Edge

Unique Fiber Interlocking Technology

A unique fiber interlocking technology employed in the manufacturing of Green Panel ax

MDF boards leads to high bonding strength and greater rigidity.

Unique Fiber Interlocking Technology

Unparalleled Strength

Stability and strength are important assets of our product. Made with advanced
technology and extreme technical precaution, Green Panel ax MDF boards offer tough
resistance to all types of impacts and wear and tear.

Superior Quality

Our product is stringently tested through advanced testing technologies and machines
at every stage of the manufacturing process to ensure that Green Panel ax MDF
boards have a smooth finish, superior machining characteristics and unparalleled
quality and strength.

Homogenous Construction

The homogenous construction of Green Panel ax MDF boards allows intricate and
precise routing, machining and finishing techniques for a superior finished product.
 0% Latex Content

Green Panel ax MDF boards are made of 100% hardwood eucalyptus timber, and thus
have 0% latex content, making them ideal for surface finishes such as painting and
polishing.

Eco-Friendly

Green Panel ax MDF boards are produced from 100% renewable and sustainable wood
resources sourced from agro-forestry plantation trees that have a life cycle of 3-4 years
and cause no depletion of forest cover area.
Chapter:-4
 ABOUT RECRUITMENT

Introduction:

HRM is seen by practitioners in the field as a more innovative view of workplace

management than the traditional approach. Its techniques force the managers of an
enterprise to express their goals with specificity so that they can be understood and
undertaken by the work force, and to provide the resources needed for them to successfully
accomplish their assignments. As such, HRM techniques, when properly practiced, are
expressive of the goals and operating

practices of the enterprise overall.HR Missals seen by many to have key role in risk
reduction with In organizations The Human Resources Management (HRM) function
includes a variety of activities, and key among them is deciding what staffing needs you
have and whether to use independent contractors or hire employees to fill these needs,
recruiting and training the best employees, ensuring they are high performers, dealing with
performance issues, and ensuring your personnel and management practices conform to
various regulations. Activities also include managing your approach to employee benefits
and compensation , employee records and personnel policies. Usually small businesses (for-
profit or nonprofit) have to carry out these activities themselves because they can't yet
afford part- or full-time help. However, they should always ensure that employees have --
and are aware of -- personnel policies which conform to current regulations. These policies
are often in the form of employee manuals, which all employees have.
RECRUITMENT

Recruitment refers to the process of attracting, screening, and selecting a qualified person for a

job. At the strategic level it may involve the development of an employer brandwhich includes an

'employee offering'.

The stages of the recruitment process include: job analysis and developing a person specification;
the sourcing of candidates by networking, advertising, or other search methods; matching
candidates to job requirements and screening individuals using testing (skills or personality
assessment); assessment of candidates' motivations and their fit with organizational requirements
by interviewing and other assessment techniques. The recruitment process also includes the making
and finalizing of job offers and the induction and on boarding of new employees.

Depending on the size and culture of the organization recruitment may be undertaken in- house by
managers, human resource genera lists and/or recruitment specialists .Alternatively parts of all of
the process might be undertaken by either public sector employment agencies, or commercial
recruitment agencies, or specialist search consultancies.

The recruitment industry has four main types of agencies. Their recruiters aim to channel
candidates into the hiring organization’s application process. As a general rule, the agencies are
paid by the companies, not the candidates.

PURPOSES AND IMPORTANCE:

In general purposes of recruitment are to provide a pool of potentially qualified job candidates.
Specifically the purposes are to;
 Determining the present and future recruitment of the organization in conjunction with
its personnel planning and job-analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job application.
 Help reduce the probity GREENPLY that job applicants, once recruited and selected, will
have the organization only after a short period of time.
 Meet organization’s legal and social rogations GREEPLY regarding the composition of its
workforce.
TRADITIONAL RECRUITMENT

Also known as a employment agencies ,recruitment agencies have historically had a physical
location. A candidate visits a local branch for a short interview and an assessment before being
taken onto the agency’s books. Recruitment Consultants then endeavor to match their pool of
candidates to their clients' open positions. Suitable candidates are with potential employers.
Remuneration for the agency's services usually takes one of two forms:
A contingency fee paid by the company when a recommended candidate accepts a job with the
client company(typically 20%-30% of the candidate’s starting salary),which usually has some form
of guarantee, should the candidate fail to perform and is terminated within a set period of time.
An advance payment that serves as a retainer, also paid by the company.
It may still be legal for an employment agency to charge the candidate instead of the company, but
in most places that practice is now illegal, due to past unfair and deceptive practices.
Online recruitment websites
Such sites have two main features: job boards and résumé/Curriculum Vitae(CV)database. Job
boards allow member companies to post job vacancies. Alternatively, candidates can upload a
résumé to be included in searches by member companies. Fees are charged for job postings and
access to searcher sums.
In recent times the recruitment website has evolved to encompass end to end recruitment. Websites
capture candidate details and then pool then in client accessed candidate management interfaces
(also online). Key players in this sector provide e-recruitment software and services to organization
so fall sizes and within numerous industry sectors, who want to e-enable entirely or partly their
recruitment process in order to improve business performance.
The online software provided by those who specialize in online recruitment helps organization’s
attract, test, recruit, employ and retain quality staff with a minimal amount of administration.
Online recruitment websites can be very helpful to find candidates that are very actively looking for
work and post their resumes online ,but they will not attract the "passive"
candidates who might respond favorably to an opportunity that is presented to them through other
means. Also, some candidates who are actively looking to change jobs are hesitant to put their
resumes on the job boards, for fear that their current companies, co-workers, customers or others
might see their resumes.
Headhunters
Headhunters are third-party recruiters often retained when normal recruitment efforts have
failed.
Headhunters are generally more aggressive than in –house recruiters. They may use
advanced sales techniques, such as initially posing as clients to gather employee contacts, as
well as visiting candidate offices. They may also purchase expensive lists of names and job
titles, but more of ten will generate ether own lists. They may prepare candidate for theist
rview, help negotiate the salary, and conduct closuretothe search. They are frequently
members in good standing of industry trade groups and associations. Headhunters will often
attend tradeshows and other meetings nationally or even internationally that may be
attended by potential candidates and hiring managers.
Headhunters are typically small operations that make high margins on candidate placements
(sometimes more than 30% of the candidate’s annual compensation). Due to their higher
costs, headhunters are usually employed to fills senior management and executive level
roles, or to find very specialized individuals.
While in-house recruiters tend to attract candidates for specifics jobs, headhunters will both
attract candidates and actively seek them out as well. To do so, they may network, cultivate
relationships with various companies, maintain large databases, purchase company
directories or candidate lists, and cold call.
In-house recruitment
Larger employers tend to undertake their own in-house recruitment, using their Human
Resources department. In addition to coordinating with the agencies mentioned above, in-
house recruiters may advertise job vacancies on their own websites, coordinate employee
referral schemes, and/or focus on campus graduate recruitment. Alternatively a large
employer may choose to outsource all or some of their recruitment process (Recruitment
process outsourcing).
The Recruitment ProcessProcess

Job analysis:
The starting point to a recruitment effort is to perform a job analysis and/or in some cases a
task analysis, to document the actual or intended requirements of the job. From these the
relevant information is captured in such document sass job descriptions and job
specifications. Often a company will already have job descriptions that represent a
historical collection of tasks performed. Where already drawn up, these documents need to
be reviewed or updated to reflect present day requirements. Prior to initiating the
recruitment stages adperson
specification should be finalized to provide the recruiters commissioned with the
requirements and objectives of the project.
Sourcing:
Sourcing is the use of one or more strategies to attract or identify candidates to fill job
vacancies. It may involve internal and/or external advertising, using appropriate media,
such as local or national newspapers, specialist recruitment media, professional
publications, window advertisements, job centers, or in a variety of ways via the internet.
Alternatively, employers may use recruitment consultancies to find otherwise scarce
candidates who may be content in their current positions and are not actively looking to
move companies may be proactively identified. This initialed search for so-called passive
candidates, also called name generation, results in contact information of potential
candidate who cant hence contacted discreetly to be screened and approached.

Screening and selection

Suitability for a job is typically assessed by looking for relevant skills, knowledge, aptitude,
qualifications and educational or job related experience. These can be determined via:
resumes (also known as CVs); job applications; interviews. More proactive identification
methods include psychological, aptitude, numeracy and literacy testing. the testimony of
references, Many recruiters and agencies use applicant tracking systems to perform the
filtering process, along with software tools for psychometric testing. In many countries,
employers are legally mandated to ensure their screening and selection processes meet
equal opportunity and ethical standards.
In addition to the above selection assessment criteria, employers are likely to recognize the
value of candidates who also have the so-called 'soft skills', such as interpersonal or team
leadership and have the ability to reinforce the company brand through their behavior in
front of customers and suppliers. Multinational organizations and those that recruit from a
range of nationalities are also concerned candidates will fit into the prevailing company
'culture.
Lateral hiring:
"Lateral hiring" refers to a form of recruiting; the term is used with two different, almost
opposite meanings. In one meaning, the hiring organization targets employees of another,
similar organization ,possibly luring them with a better salary and the promise of better
career opportunities. An example is the recruiting of a partner of a law firm by another law
firm. Thenewlateralhirethenhasspecificapplicableexpertiseandcanmakearunningstartinthe
new job. In some professional branches such lateral hiring was traditionally frowned upon,
but the practice has become increasingly more common. An employee's contract may have
non-compete clause preventing such lateral hiring.
In another meaning, a lateral hire is a newly hired employee who has no prior specific
applicable expertise for the new job, and for whom this job movies radical change of career.
An example is the recruiting of a university professor to become chairman of the
accompany.

On boarding

"On boarding" is a term which describes the process of helping new employees become
productive members of an organization. A well-planned introduction helps new employees
become fully operational quickly and is often integrated with a new company and
environment. On boarding is included in the recruitment process for retention purposes.
Many companies have on boarding campaigns in hopes to retain top talent that is new to the
company; campaigns may last anywhere from 1 week to 6 months.

Recruitment approaches:
There are a variety of recruitment approaches and most organizations will utilize a combination of
two or more of the seas part of a recruitment exercise or to deliver their overall recruitment
strategy. In summary five basic models more commonly found are:-

 Anon-house personnel or human resources function may in some cases till conduct all
stages of the recruitment process. In the smallest organizations recruitment may be left to
individual managers. More frequently whilst managing the overall recruitment exercise and
the decision-making at the final stages of the selection process external service providers
may undertake the more specialized aspects of the recruitment process.

 Outsourcing of recruitment tan external provider may be the solution for some small
businesses and at the other extreme very large organizations.

 Employment agencies are established as both publicly-funded services and as commercial

private sector operations .Services may support permanent, temporary, or casual worker
recruitment. They may be generic agencies that deal with providing unskilled workers
through to highly-skilled managerial or technical staff or so-called niche agencies that
specialize in a particular industrial sector or professional group.
  Executive search firms for executive and professional positions. These firms operate across
a range of models such as contingency or retained approaches and also hybrid models where
advertising is also used tone sure flow of candidates along side relying on networking as
their main source of candidates.

 Internet recruitment services including recruitment websites and job search engines used to
gather as many candidates as possible by advertising a position over a wide geographic
area. In addition social network sourced recruitment has emerged as a major method of
sourcing candidates.

In-house recruitment
Many undertake at least some if not most of their own in-house recruitment, using
theirhumanresourcesdepartment,front-linehiringmanagersandrecruitmentpersonnelwho handle
targeted functions and populations. In addition to coordinating with the agencies mentioned above,
in-house recruiters may advertise job vacancies on their own websites, coordinate internal
employee referrals, work with external associations, trade groups and/or
focusoncampusgraduaterecruitment.Somelargeemployerschoosetooutsourceallorsome of their
recruitment process (recruitment process outsourcing) however a much more common approach is
for employers to introduce referral schemes where employees are encouraged to source new staff
from within their own network.

Internal recruiters
An internal recruiter (alternatively in-house recruiter or corporate recruiter) is member of a
company or organization and typically works in the human resources (HR) department. Internal
recruiters may be multi-functional, serving in an HR generalist role or in a specific role focusing all
their time on recruiting. Activities vary from firm to firm but may include, screening CVs or
résumés, conducting aptitude or psychological testing, interviewing, undertaking reference and
checks, hiring; administering contracts, advising candidates on benefits, on boarding new recruits
and conducting exit interviews with
employeesleavingtheorganisation.Theycanbepermanentemployeesorhiredascontractors for this
purpose. Contract recruiters tend to move around between multiple companies,
workingateachoneforashortstintasneededforspecifichiringpurposes.Theresponsibility is to filter
candidates as per the requirements of each client.

Employee referral

Anemployeereferralprogramisasystemwhereexistingemployeesrecommendprospective candidates
for the job offered, and if the suggested candidate is hired, the employee who referred receives a
cash bonus.

In some cases the organization provides the employee referral bonus only if the referred employee
stays with the organization for stipulated time duration (most cases 3 – 6 months).
Referral bonus depends on the grade of the referred employee, higher the grade higher the
bonus however the method is not used for senior level hiring.

Outsourcing

An external recruitment provider may suit small organizations without the facilities to
recruit. In typically the largest organizations a formal contract for services has been
negotiated with a specialist recruitment consultancy. These are known in the in dusty as
Recruitment Process Out sourcing.

Employment agencies

Employment agencies operate in both the public and private sectors. Publicly-funded
services have a long history, often having been introduced to mitigate the impact on
unemployment of economic downturns, such as those which form part of the New Deal
program in the US, and the Job Centre Plus service in the UK.
The commercial recruitment industry is based on the goal of providing a candidate to a
client for a price. At one end of the spectrum there are agencies that are paid only if they
deliver a candidate that successfully stays with the client beyond the agreed probationary
period. On the other end of the spectrum there are agencies that are paid a retainer to focus
on a client's needs and achieve milestones in the search for the right candidate, and then
again are paid a percentage of the candidate's salary when candidates placed and stays with
the organization beyond the probationary period.
The agency recruitment industry is highly competitive, therefore agencies have sought out
ways to differentiate themselves and add value by focusing on some area of the recruitment
life cycle. Though most agencies provide a broader range of service offering, at the two
extreme sari the traditional providers and the niche operators.

Traditional agency
Also known as employment agencies, recruitment agencies have historically had a physical
location. A candidate visits a local branch for a short interview and an assessment before
being taken on to the Agency’s books. Recruitment consultant then work to match their
pool of candidates to their clients' open positions. Suitable candidates are short-listed and
put forward for an interview with potential employers on a contract or direct basis.
Executive search firms ("Headhunters")
An executive search firm or "headhunter" are industry terms for a third-party recruiters who
seeks out candidates often when normal recruitment efforts have failed. Headhunters are
generally considered more aggressive than in-house recruiter so may have pre- existing
industry experience and contacts. They may use advanced sales techniques. They may also
purchase expensive lists of names and job titles but more often will generate their own lists.
They may arrange a meeting or a formal interview between their client and the candidate
and will usually prepare the candidate for the interview, help negotiate the salary and
conduct closure to the search. They are frequently members in good standing of industry
trade groups and associations. Headhunters will often attend trade shows and other
meetings nationally or even internationally that may be attended by potential candidates and
hiring managers.
Headhunters are typically small operations that make high margins on candidate placements
(Sometime more than 30% of the candidate’s annual compensation). Due to their higher
costs, headhunters are usually employed to fill senior management and executive level
roles. Headhunters are also used to recruit very specialized individuals; for example, in
some fields, such as emerging scientific research areas, there may only be a handful of top-
level professionals who are active in the field. In this case ,since there are so few qualified
candidates, it makes more sense to directly recruit them one-by-one, rather than advertise
internationally for candidates. While in-house recruiters tend to attract candidates for
specific jobs, headhunters will attract both candidates and actively seek them out as well.
To do so, they may network, cultivate relationships with various companies, maintain large
databases, purchase company directories or candidate lists and cold call prospective
recruits.

Headhunters are increasingly using social mediato find and research candidates.
This approach is often called socialrecruiting.
Executive research firms and passive
candidate sourcing firms
These firms are the new hybrid operators in the recruitment world able to combine the
research aspects (discovering passive candidates) of recruiting and combine them with the
ability to make hires for their clients. These firms provide competitive passive candidate
intelligence to support companies' recruiting efforts. Normally they will generate varying
degrees of candidate information from those people currently engaged in the position a
company is looking to fill. These firms usually charge a daily rate or fixed fee Executive
research can help companies uncover names that cannot be found through traditional
recruitment methods and will allow human resource managers and internal recruiters more
time to deal with face to face inter views.

Internet recruitment services

Recruitment websites

Such sites have two main features: job boards and a résumé/curriculum vitae (CV)
database. Job boards allow member companies to post job vacancies. Alternatively,
candidates can upload a résumé to be included in searches by member companies. Fees
are charged for job postings and access to search resumes. Since the late 1990s, the
recruitment website has evolved to encompass end-to-end recruitment. Websites capture
candidate details and then pool the mi client accessed candidate management inter faces
(also online). Key players in this sector provide e- recruitment software and services to
organizations of all sizes and within numerous industry sectors, who want to e-enable
entirely or partly their recruitment process in order to improve business performance.

The online software provided by those who specialize in online recruitment helps
organizations attract, test, recruit, employ and retain quality staff with a minimal amount of
administration. Online recruitment websites can be very helpful to find candidates that are
very actively looking for work and post their resumes online, but
they will not attract the "passive" candidates who might respond favorably to an
opportunity that is presented to them through other means. Also some candidate who are
actively looking to change jobs are hesitant to put their resumes on the job boards, for fear
that their companies, co-workers, customers or others might see their resumes.

Job search engines

The emergence of meta-search engines allows job-seekers to search across multiple
websites. Some of these new search engines index and is the advertisements of
traditional job boards. These is test end to aim for providing a "one-stop shop" for
job-seekers. However, there are many other job search engines which index solely from
employers' websites, choosing to bypass traditional job board entirely. These engines
allow job-seekers to find new positions that may not be advertised on traditional job
boards, and online recruitment websites.
Social recruiting
Talent acquisition is the targeted recruitment/acquisition of high performing teams for
example; in sales management or financial traders into a company from a competitor or
similar type of organization. Organizations requiring external recruitment or head- hunting
firms are now employing "talent acquisition" specialists whose job it is to identify approach
and recruit top performing teams from competitors. This role is a highly specialized role
akin to that of a traditional recruiter/headhunter specialist but carrying greater visibility and
strategic importance to a business. In many cases the talent acquisition person is linked
directly to a company's executive management, given the potential positive impact a
company can benefit from by getting high performing sales people into the business, whilst
removing the same performing sales people from competitors.
 SOURCES OF RECRUIMENT

EMPLOYMENT EXCHANGES

Government establishes public employment exchanges throughout the country. These exchanges
provide job information to job seekers and help employers in identifying suitable candidates.

LABOUR CONTRACTORS

Manual workers can be recruited through contractors who maintain close contacts with the sources
of such workers. This source is used to recruit labor for construction jobs.

UNSOLICITED APPLICANTS

Many job seekers visit the office of well-known companies on their own. Such callers are
considered nuisance to the daily work routine of the enterprise. But can help in creating the talent
pool or the database of the probable candidates for the organization.

EMPLOYEE REFERRALS / RECOMMENDATIONS

Many organizations have structured system where the current employees of the organization can
refer their friends and relatives for some position in their organization. Also, the office bearers of
trade unions are often aware of the suitability of candidates. Management can inquire these leaders
for suitable jobs. In some organizations these are formal agreements to give priority in recruitment
to the candidates recommended by the trade union.

RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate these may be employed whenever a
permanent worker is absent. More efficient among these may be recruited to fill permanent
vacancies. Factors Affecting Recruitment
Effective human resource planning helps in determining the gaps present in the existing manpower
of the organization. It also helps in determining the number of employees to be recruited and what
qualification they must possess.
 FACTOR AFFECTING THE RECRUITMENT PROCESS

 SIZE OF THEFIRM

The size of the firm is an important factor in recruitment process. If the organization is planning to
increase its operations and expand its business, it will think of hiring more personnel, which will
handle its operations.

 COST

Recruitment incur cost to the employer, therefore, organizations try to employ that source of
recruitment which will bear lower cost of recruitment to the organization for each candidate.
Influence the recruiting efforts of the organization. If there is surplus manpower rat the time of
recruitment, even informal attempts at the time of recruiting like notice boards display of the
requisition or announcement in the meeting etc will attract more than enough applicants.

 IMAGE /GOODWILL

Image of the employer can work as a potential constraint for recruitment. An organization with

positive image and good will as a employer find site assertor attract and retain employees than an

organization with negative image. Image of a company is based on what organization does and

affected by industry. For example finance was taken up by fresher MBA's when many finance

companies were coming up.

 POLITICAL-SOCIAL- LEGALENVIRONMENT

Various government regulations prohibiting discrimination in hiring and employment have direct
impact on recruitment practices. For example, Government of India has introduced legislation for
reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also,
trade unions play important role in recruitment. This restricts management freedom to select those
individuals who it believes would be the best
performers. If the candidate can't meet criteria stipulated by the union but union regulations can
restrict recruitment sources.

 UNEMPLOYMENT RATE

One of the factors that influence the availability of applicants is the growth of the economy
(whether economy is growing or not and its rate). When the company is not creating new
jobs, there is often oversupply of qualified labor which in turn leads to unemployment.

 COMPETITORS

The recruitment policies of the competitors also affect the recruitment function of the

organizations. To face the competition, many a times the organizations have to change their

recruitment policies according to the policies being followed by the competitors.

RECENT TRENDS IN RECRUITMENT

Company need not plan for human resources much in advance. Value creation, operational
flexibility and competitive advantage turning the management's focus to strategic level
processes of HRM Company is free from salary negotiations, weeding the unsuitable
resumes/candidates. Company can save a lot of its resources and time

POACHING/RAIDING

"Buying talent" (rather than developing it) is the latest mantra being followed by the

organizationstoday.Poachingmeansemployingacompetentandexperiencedpersonalready

working with another reputed company in the same or different industry; the organization

might be a competitor in the industry. A company can attract talent from another firm by

offeringattractivepaypackagesandothertermsandconditions,betterthanthecurrent
employer of the candidate. But it is seen as an unethical practice and not openly talked dab

out. Indian software and the retail sector are the sectors facing the most severe brunt of

poaching today. It has become a challenge for human resource managers to face and tackle

poaching, as it weakens the competitive strength of the firm.

E-R ECRUITMENT

Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of
technology to assist the recruitment process. They advertise job vacancies through world
wide web. The job seekers send their applications or curriculum vitae i.e. CV through email
using the Internet. Alternatively job seekers place their CV's in worldwide web, which can
be drawn by prospective employees depending upon their requirements.

Internal Recruitment:

Internal Recruitment is a recruitment which takes place within the concern or organization.
Internal sources of recruitment are readily available to an organization. Internal sources are
primarily three - Transfers, promotions and Re-employment of ex- employees. Re-
employment of ex-employees is one of the internal sources of recruitment in which
employees can be invited and appointed to fill vacancies in the concern.

Advantages of internal recruitment are:

 Low-cost.

 No intermediaries
  Reduction in time for recruitment.

 Recruitment of right type of people.

 Efficiency of recruitment process

RECRUITMENTPOLICY

 The recruitment policy of an organization specifies the objectives of

recruitment and provides a framework for implementation of recruitment
programmed. It may involve organizational system to be developed for
implementing recruitment programmed and procedures by filling up
vacancies with best qualified people.

 Recruitment is a positive process i.e. encouraging more and more employees

to apply WHEREAS selection is a negative process as it involves rejection of
the unsuitable candidates.

 Recruitment is concerned with tapping the sources of human resources

WHEREAS selection is concerned with selecting the most suitable
candidate through various interviews and tests.
 There is no contract of recruitment established in recruitment WHEREAS
selection results in a contract of service between the employer and the
selected employee.
the company is known by the people and it employees.” Human Resource is the combination of
quantitative and qualitative assessment of human being sin the society. it does not mean only the
number of people working in the organization; but it is the aggregate of employees, employee
skills, knowledge, ability, talents, aptitude, and creativity. The success and failure of an
organization depends to an extent as to how much efficient, experienced, and capable employees
are procured and recruited.

Recruitment Process followed by Greenly Industries Ltd.:

1. Planning
2. Strategy Development
3. Searching
4. Screening
5. Evaluation and Control

1. Recruitment Planning:
The first stage in the Recruitment Process which is followed by Greenly Industries, is planning.
Planning in valves the translation of likely job vacancies and information about the nature of these
jobs into a set of objectives is targets that specify the number and type of applicants to be planned.

2. Strategy Development:
After recruitment planning the HR team in Greenly focuses on strategy development.
It includes:-
i. Make or Buy Employees
ii. Technological Sophistication of Recruitment and Selection
Devices
iii. Geographic distribution of labor markets comprising job
seekers
 iv. Sources of Recruitment
 Internal sources
 External sources

3. Searching:
In this stage HR people of Greenly search out the suitable candidate for the
company. They attract the right candidates to the company.

4. Screening:
In this stage when Recruitment team of Greenly industries received plenty of
applications for different jobs now the screening process starts. The purpose of
screening is to remove from the recruitment process at an early stage, those
applicants who are visibly unqualified for the job. Effective screening can save agrett
deal of time and money. Care must be exercised to assure that potentially good
employees are not lost.

5. Evaluation Control:
It is necessary as considerable costs are incurred in the recruitment process. HR team
of Greenply now gathered Static information and evaluated to know the suitability of
the recruitment process.

In general, for the recruitment of Middle management the company adopts generally the
traditional Recruitment process like Test, G.D, and Interview and for the worker level the
company adopted the flowing process.
 Direct Interview

 By the contractor

 By the camp

 On the reference
 Thus the recruitment process of the Greenply’S in as like as the other company but one
thing different the camp based selection process. I think this a different kind of process and
unique itself. The company runs the camp in the rural and remote area in state for the
Recruitment Selection. The company conducts one week program and this time interval it
selects the number of candidate. This helps not only the company but also the life of rural
people who cut of the rest world duet several reasons .This also helps increasing the
economic and social condition of the remote area which ultimately helps the nation
development.
By this process the company also fulfills the social objective of the company.
Qn1: Employee getting information about the job vacancy

a) Advertisement( print& Job Portal sites) : 35

b) Company Website : 22
c) Direct call from the company : 27
d) Through Greenply employees : 16

Conclusion:

In Greenply Industries, 35% employee are getting job information from Advertisement, 22
% from company website, 16% got the information from direct call from Greenply and only
27% people got the information about the job from company employees.
Q2. Greenply Employees awareness about the present recruitment process of the company.

Yes: 72 No: 28

Conclusion:

In Greenply Industries, I found 72% employees are aware about the recruitment process of the
company and 28% of employees are not aware about the present recruitment process adopted by
the company.
Q3. Greenply employees satisfaction with the present recruitment process adopt by
the Company.

Yes:71 No: 9 Somewhat:12 Can’t say:8

Conclusion:

I found in Greenply, 71% employees are satisfied with the present recruitment process of the
company, 9 % employees were not satisfied with it, 12% of employees were in the category who
were somewhat satisfied and 8% of employees were not aware about the recruitment process.
Qn4: How were you recruited in this company?

(a)Internal Reference : 12

(b)Direct Application : 47

(c)By contractor : 18

(d)Through Consultants : 23

Conclusion:

In Greenply company, 47% of the employees were recruited through direct applied to the company,

23 % were recruited through consultants, 18% were through contractor and 12% were recruited by

internal reference. So I found HR team of Greenply is quite aggressive in recruitment.

Qn5. In recruitment process the part that employees feel lengthy

(a)Written test : 46
(b)GD : 18
c)Interview : 22
(d)All : 14

Conclusion:

In recruitment process in Greenply Company, 46% found written test is lengthy part of the
recruitment process,22% employee,18% and 14% employee found Interview ,GD and all part of the
recruitment process lengthy.
Qn6: In whole recruitment process the part employee feel very interesting

(a) Written test:36% (b) G D (Group Discussion) : 48% (c) Interview:16%

Conclusion:

While talking to the Greenply employees, I found 48% of employees feel Interview part of

recruitment process interesting, 36 % and 16% employees respectively feel written and Interview

part interesting.
Qn 7: Test question asked in test are level to the post offer

(a) Yes : 86
(b) No : 14

Conclusion:

I found in Greenply company while recruitment process 86% of the questions were asked relevant

and up to the level of the position applied for and only 14% of questions were asked not upto the

level ofpost.
Qn8: The post offer and the salary are equal to the employment notice

(a) Yes : 83

(b) No : 17

Conclusion:
While talking to the Greenply employees I found Greenply offered the same salary and the post

which it mentioned on the employment notice.

Qn9: Employees experience about the company at the time of joining

a) Best : 51
(b)Fair : 22
(c)Good : 18
(d) Not good : 9

Conclusion:

I found 51% of employees felt best during the joining the Greeply, 22% and 18% employees felt
Fair and good respectively and only 9% employees didn’t feel good during joining the company.
Qn10: The methods of selection employees faced for their selection.

A .Aptitude test : 14
B .Personal interview : 48
C .Written test : 18
D .Practical test : 8
E .Any other : 12

Conclusion:

In Greenply Company, Aptitude test, Personal Interview, Written test, Practical test are
the major methods used for the employee recruitment.

There aptitude methods are the most common method for selection of employees and it
scored 48%.
1. In GREENPLY ,I Came to Know about the Recruitment method of an employee.
During my training at GREENPLY, I found that it works under the guidance of its
head office.

2. The Recruitment method of an employee was totally based up on the proper test and
interview of an employee.

3. I also found that their Recruitment Method was very good.

4. The time period for Recruitment is based on quarterly basis.

5. Besides all the above finding sIal so found that the GREENPLY is the well
reputed ,well managed and the well-built company. The Management of company is
very Hardworking in nature and takes care about the wellbeing of their staff and
workers.

6. They are provided with all the required facilities. They are goal oriented and work as a
team in a whole and the main emphasis of the company is on the quality products
manufacturing.

7. I also found that in the last month of the financial year highest production and the
highest dispatch was made.
8. This project is based on the methods of recruitment and due to constraint of time is not
possible to work on all tools and techniques of recruitment policies.
9. Lack of necessary knowledge and skills about new learning strategies at all levels.
10. Lack of suitable alternative model in Recruitment &Selection.
 &

The suggestions for the findings from the study are follows:-
 The HR team should be provided necessary knowledge
and skills for new methods of recruitment.

 The company should identified new methods of

recruitment.

 The company should appoint new HR consultants and conduct HR

consultant meets time to time.

 Employee’s references should be appreciated.

 The organization should conduct training program time to time to
increase the efficiency of the HR team.
 Better carrier development opportunities should be given to the
employees for their improvement.

 If the centralized system of management is changed to a
decentralized one, then there would be active and committed
participation of staff for the success of the organizationAtlat I
would like to say Greenply Management is quite supportive and
hardworking and have concern about their employees
 CONCLUSION
The study concludes that, the Recruitment Methods in Greenply
Industries Ltd. is found effective but not highly effective. The
study on Recruitment highlighted so many factors which will help
to increase the efficiency of the Recruitment of the employees.
The study was conducted among 100 employees and collected
information through structured questionnaire. The study helped to
find out effectiveness of the recruitment programme in the
organization.
The Employee Recruitment activities really play a major role in
growth of an organization. It is a major factor that makes an
employee feels good in his work and results in his satisfaction too.
The organization can still concentrate on specific areas which are
evolved from this study in order to make the Recruitment
programs more effective. Only if the right employees are recruited
and they work well then the organization is going to benefit out it.
Steps should be taken to improve the Recruitment programs
procedure in the future. The suggestions of this report may help in
this direction
 BIBLOGRAPHY
1. Books:

 Singh A.K. Human resource management

 ASWTHAPA K , human resource management
 Flippo Edwin B., Human resource management
 Jha A.K., Management of human resource
 ASWTHAPA K, Human resource management
 Human resource management review IFCIA Unv.

2. College Library

3. Websites:
 www.greenply.com
 www.google.com
 www.slideshare.net
 www.tutor2u.net
Qn1: from where you get the information about the job vacancy?

d) Advertisement ( print & Job Portal sites) b) Company Web sitec) direct call from the company
d) Through Greenply employee

Qn 2. are you aware of the recruitment process of the company?

(a)Yes (b) no

Qn. 3 did you satisfy with the present recruitment process adopt by the company?

(a)Yes (b) no (c)some (d) Can’t say

Qn4: How were you recruited in this company?

(a)Internally (b) by test and Direct interview (c) on the reference (d) Through Consultants

Qn5: In whole recruitment process which of the part do you feel very interesting?

(a)Written test (b) GD (c) Personal Interview

Qn6: In recruitment process which of the part do you feel lengthy?

(a)Written test (b)GD (c)interview (d)all

Qn7: are the questions asked in test are level to the post offer?

(a)Yes (b) No

Qn8: are the post offered and the salary are equal to the employment notice?

(a)Yes (b) No (c) Can’t says

Qn9: What was your experience about the company at the time of joining?

A)Best (b)Good (c)Fair (d) Not good

Qn10: what are different methods of selection employees faced for their selection?

a. Aptitude test b. Personal interview c.Written test d. Practical test

e. Any other
Qn11: Do you want to give any suggestion for the company to improved recruitment and
selection process?

Ans:
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Thank you for your Time & Patience!!