ACKNOWLEDGEMENT

It is a good opportunity for any aspirant who wants to enter the corporate world to work on a project like this. The project enables to understand the importance of recruitment and selection in the functioning of an organization.First of all I would like to thank Ms. Netra Motadu who gave us this opportunity to learn the subject in a more practical manner. I would also like to thank Col. Retd. V.K. Sharma (Head - HR) from Genus Overseas Electronics Ltd. and Mr. Binod Duggar from Virachi Filter Pads Pvt. Ltd. who helped me in understanding the selection and recruitment processes in a more practical manner.

INTRODUCTION

Genus overseas Electronics Ltd., an ISO 9001:2000 Public Ltd Company is a part of reputed 100 million USD Kailash Group. It was founded by Mr. I.C. Agarwal in 1994. Driven by sprit of innovation, the company is committed to make complex technologies simple and more affordable for consumers. Already a leading name in Hybrid microcircuits and Electronic Energy meters in India, the company is today gaining increasing global acceptance, as a contract manufacturer of choice, for leading international OEM’s. The success of Genus is a fascinating story of innovation and path breaking product developments. Armed with globally competitive R&D and manufacturing facilities, Genus is a leading company offering turnkey design-to-end-product solutions in its chosen product segments. Some of the major clients of Genus Overseas are Reliance energy, Ahemedabad Electricity Company, Surat Electricity Company, Tata power, KSEB, ASEB, RSEB, MSEB, MPSEB etc.

RECRUITMENT AND

SELECTION PROCESS

IN GENUS

OVERSEAS ELECTRONICS

LIMITED

MANPOWER COMPOSITION

The total manpower strength of Genus Overseas Electronics Limited is 850, which includes all the employees from top-level management to the ground staff. The number of unskilled labour force is 100 out of the 845, as the manpower of the organization mainly constitutes of skilled engineers and MBA’s from reputed institutes with extensive work experience. The employee turn over ratio was slightly high last year due to some internal problems, but now it’s balanced. There is no particular season for the recruitment in the organization, it is done as and when the need arises and according to the orders which the company gets. Recruitment planning is done by the HR department on a regular basis, which informs about the manpower requirement of the company.

SOURCES OF RECRUITMENT

Recruitment is basically attracting the potential candidates for employment. The company relies on internal sources as well external sources for recruitment.

Internal sources for recruitment include promotions and lay-offs; transfers are not induced, as the company is still new. But company cannot rely on internal sources all the time as the internal sources may dry-up in the due course of time and sometimes it also leads to inbreeding, i.e. preventing outside blood to enter the organization. Hence the company also has to seek the external sources also for recruitment.

External sources for recruitment are:-

Media: Advertisements are posted in newspapers giving the job description and the job specification; the suitable candidates contact the company on the specified date and time.

Placement agencies and job websites:The company has also registered it self in numerous private and govt. employment agencies which keep a record of a number of candidates and those who suit the requirements of the company are directed towards the organization for further selection.The co. also has tie ups with many job websites like: naukri.com, monster.com, indiatimes.com etc. The co. posts their requirements on the sites and the suitable candidates may contact the company.

Campus recruitment:Through this method co. comes to the campus itself of reputed engineering colleges and business schools and selects

the candidates by interviewing them or by some written tests followed by group discussion and personal interview. This is a very important source of recruitment for the organization, as the co. requires highly skilled engineers and MBA’s, which can be directly picked from such reputed institutes.

Recommendations:Sometimes the co. also relies on the recommendations staff members and recruits individuals.

SELECTION PROCESS

Selection process of the candidates involves an extensive 4 way process which includes:

Filling of application form Checking the references Written tests Interview

Firstly all the candidates are required to fill an application form which includes basic information about the individual e.g. name, address, age, sex, education, work experience, interests, hobbies, references etc. It’s basically like a bio data. Once, the application form is duly filled by all the candidates, the candidates not suiting the requirement of the job are short listed and those who are apt are further undergone with the process.In the second stage, the references, which are given by the candidates, are checked via telephone, mails or sometimes by personal meetings.

In the third stage, there are certain tests, which the candidates need to qualify. These tests include aptitude test, specialization tests, knowledge tests, IQ test, physiological tests etc. These tests are conducted because Genus Overseas Ltd. generally requires highly qualified personnel suiting the requirements of the jobs. Once the tests are conducted, those who qualify the tests are called for personal interview.This is the last stage for selecting the employee. It includes an extensive interview of the candidate by a jury panel. It’s a detailed interview considering all the aspects of the job for which the candidate is suited. Each and every aspect of the job is considered and discussed upon. Sometimes more rounds of interviews also may be carried out to further short list the candidates depending on the nature of the designation of the job.And finally once the interview is conducted and the appropriate candidate is selected for the job he is sent for a 3 to 4 days induction program in which he is familiarized with the nature of job and the functioning of the organization.

NOTE: - The selection process depends on the nature of the job and is different for different posts.

COMPANY PROFILE

Name of the organization : Genus Overseas Elec. Ltd.

Address : SPL-3, RIICO industrial area, Tonk Road, Jaipur-302022

Telephone number : 0141-2770003/4/9

Web site : www.genusoverseas.com

Scale of Operation : Large scale

Total Capital invested : 600 crores.

Cost of capital` : 10%

INTRODUCTION

In 1990 Mr. Binod Duggar started a company under the name of Virachi paper mill to manufacture hand made paper, so as to satisfy the demands of local consumers. In the year 1993 it diversified to manufacture the filter papers on a customized automatic plant. Following the great success it was decided to manufacture Filter pads, so they formed a company called Virachi Filter Pads Pvt. Ltd. Virachi Filter Pads Pvt. Ltd. is an ISO 9002:1994 company manufacturing filter pads and filter papers. It manufactures 42 types of filter papers and 34 types of filter pads sold in different shapes with varying thickness and width. These products find applications in the paint industry, distilleries and brewers, IV fluids, gelatin industry, chemical and pharmaceuticals etc. It has been awarded 27 awards both at state level and national level. It has a base of over 1200 customers. There are 200 full time workers working right now in the factory both skilled and unskilled. The

company’s turnover is around 65crs per annum, which by sheer hard work is increasing every year. The company has its marketing operations spread all over the country. The brands of the company are so well established that the company only has to create awareness of its existence and the rest all the brand name does.

COMPANY PROFILE

Name of the organization : Virachi Filter Pads Pvt. Ltd.

Address : C-30, Lajpat marg, C-scheme Jaipur-302017

Telephone number : 0141-5110110/5120502

Scale of Operation : Medium scale

Total Capital invested : 45 crores.

Cost of capital` : 8.8%

MANPOWER COMPOSITION

The total manpower composition of Virachi Filter Pads Pvt. Ltd. is 200, which includes all the employees from top-level management to the ground staff. The number of unskilled labour is 142 out of 200, as the manpower of the organization mainly constitutes of unskilled labor force indulged in extensive production of filter pads and hand made paper. The employee turnover ratio is very balanced and less as the organization mainly consist of unskilled labour force who get satisfied with their small needs and demands and thus, are retained in the organization for a much longer tenure. The employees are recruited as and when the need arises and depending on the orders, when the season is low they are sent on lay-offs also.The skilled manpower consists of personnel employed in various departments like Marketing, Finance, HR, and Accounts. The company has 5 full time Accountants who

keep the books of the organization on a regular basis. It also has Marketing head, Finance Head, HR head, with skilled juniors working under them.

SOURCES OF RECRUITMENT

The company depends on external sources as well as on internal sources for recruitment of individuals. As for the unskilled labor force the co. depends on external sources only, where as for the skilled manpower it uses both internal as well as the external sources of recruitment. Internal sources of recruitment are again mainly promotions, lay-offs, transfer, etc same as Genus Overseas Electronics Ltd.

Whereas, the external sources are:-

Job Contractors:The Co. is in contact with a number of job contractors who are further in contact with the potential labour force in different villages specialized in manufacturing of a particular product. These job contractors for a small margin get these skilled labourers to the factory and the co. keeps them on a daily wage basis.

Media:Like other organizations Virachi Filter Pads Pvt. Ltd. also depends on media as an external source of recruitment. They post advertisements in various English and Hindi news papers so as the advertisement can even reach the villages where the actual potential labour force is, and can also reach the specialized skilled personnel.

Factory gates:In this process a number of unemployed unskilled labour forces gather outside the gates of the factory who are ready to work for minimum wage rate possible. This is also a good source of recruitment for the company.

Job websites:The co. has registered it self in a number of job websites, where the individuals post their specifications and if it matches with the job specification of the co. then they are further invited to contact the company. Example: naukri.com, monster.com, yahoojobs.com etc.

SELECTION PROCESS

As majority of the manpower of the company consist of unskilled labour force, the selection process is not that stringent as of Genus Overseas Electronics Pvt. Ltd. The unskilled labour is selected as and when the need arises and on a checking basis. Where as, the specialized manpower of the co. is selected on the basis of a personal interview conducted by the panel of jury members. A detailed interview is held in which every minute point is discussed, the capabilities of the individuals are realized and accordingly he’s assessed for the job.Generally a training program is conducted for a period of 2 weeks where he trained for the job, and made familiar with the functioning of the organization.

RECRUITMENT AND

SELECTION PROCESS

IN

VIRACHI FILTER PADS PRIVATE

LIMITED

CONCLUSION

Recruitment and selection plays a very vital role in any organization. It helps in selecting the potential employees from the whole pool of candidates. It’s a very extensive process and requires a clear set of framework to select the employees. Recruitment and selection of employees depends on firm to firm, some firm require highly qualified manpower whereas some require just unskilled labour force. From the above given information on recruitment and selection processes of two manufacturing units, one indulged in making inverters and micro circuits and other manufacturing filter pads, we can see the difference in their recruitment and selection process. Genus Overseas Ltd. is a capital intensive company, whereas Virachi Filter pads Pvt.

Ltd. is a labour intensive company. It can be analyzed that the ratio of skilled labour to unskilled labour in Genus Overseas is much higher than of Virachi Filter pads, because Genus Overseas is a capital intensive co. where highly qualified manpower like engineers, MBA’s, technicians constitute a major chunk of the total manpower of the company. On the other hand as Virachi Filter pads is a labour intensive co. where majority of the manpower constitute unskilled labour force as they are indulged in manufacturing of handmade paper and filter pads. Thus, this discrimination in the manpower pattern affects the overall selection and recruitment process. Genus Overseas need to go for much more stringent selection processes as it involves in selecting highly qualified engineers and technicians who can operate their costly machinery properly and also get high outputs for the firm. Therefore their sources of recruitment also differ from Virachi Filter Pads Pvt. Ltd.Where as on the other hand the selection process of Virachi Filter pads is not that stringent as it involves selection of basic labour force who are capable enough and have the art to manufacture hand made paper. Their requirement of highly skilled manpower is much less than of Genus Overseas Ltd. as it’s a labour intensive company.

Therefore we can conclude by analyzing that the recruitment and selection process of a manufacturing firm depends on type of firm it is, i.e. labour intensive or capital intensive and the kind of commodities it is manufacturing.