INTRODUCTION TO THE STUDY The size of the labor market, the image of a company, the palace of posting, the

nature of job, the compensation package and a host of other factors influence the manner in which job aspirants are likely to respond to the recruits efforts of a company. Though the process of recruitment, a company tries to locate prospective employees and encourages them to apply for vacancies at various levels, Recruiting thus, provides a pool of applicants for selection. DEFINITION To select means to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job, from the pool of qualified candidates. PURPOSE The purpose of selection is to pick up the most suitable candidate who would best meet the requirements of the job and the organization in other words, to find out which job applicant will be successful, if hired. To meet this goal, the company obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. The needs of the job are matched with the profile of candidates. The most suitable person is then picked up after eliminating the less suitable applicants through successive stages of the selection process. How well an employee is matched to job is very important because it directly affects the amount and quality of the employees work. Any mismatch in this regard can cost an organization a great deal in terms of money, time and trouble, especially, by way of training and operating costs. In course of time, the employee may find the job distasteful and leave in frustration. He may even circulate hot news and juicy bits of negative information about the company, causing incalculable harm in the long run.

Selection gives managers an opportunity to assess potential employees' character and personality. This ensures that only an employee with the most suitable personalities and skills is given the job. The organization takes particular notice of the personal flexibility and adaptability of a candidate, which assures that such an individual can adjust rapidly to the tough demands of the job. The study is conducted to know about the entire selection process. The data are collected through questionnaire. How the selection process helpful to the organization and employees opinion about selection process also comes under the study.

OBJECTIVES OF THE STUDY To study about the selection process To study about how the selection process helpful to organisation To study about employees opinion in selection process To study about various drawbacks of selection process To study about various steps involved in selection LIMITATIONS 1. Time is a major limiting factor. 2. Busy work schedule of the respondents is another limitation. 3. Employees were reluctant to give their views and suggestions. 4. The project is confined to four weeks period. Therefore happening prior and after this period is not considerable.

RESEARCH METHODOLOGY
Research methodology is a way to systematically solve the research problem. It deals with the objective of a research study, the method of defining the research problem, the type of hypothesis formulated, the type of data collected, method used for data collecting and analyzing the data etc. The methodology includes collection of primary and secondary data.

RESEARCH DESIGN A research design is the arrangement of condition for collection & analysis of data in manner that aims to combined relevance to the research purpose with economy in procedure. As such the design includes an outline of what researcher will do from writing the hypothesis & its operational implication to the final analysis of data. More explicitly, the design decisions happen to be in respect of: 1. What is the study about? 2. Why is the study being made? 3. Where will the study be carried out? 4. What type of data is required data be found? 5. Where can the required data are found? 6. What periods of time will the study includes? 7. What will be the sample design? 8. What techniques of data collection will be used? 9. How will be the data analyzed? 10. In what style will the report be prepared? DATA COLLECTION For the purpose of study use primary data and secondary data SOURCE OF PRIMARY DATA Primary data were collected from the employees at Hanani Rubbers Co.directly by the researcher for the purpose of study.

SECONDARY DATA Secondary data is the data used by the interviewer which are already published from magazines, news paper and other publishers etc SOURCE OF SECONDARY DATA The source of secondary datas are obtained from the magazines, journals, newspapers, various books and internet. The secondary data analysis saves time that would otherwise be spending collecting data. QUESTIONNAIRE Questionnaire is a list of questions used for the collection of data in an investigation form. Schedules are usually prepared with these questions printed or written on the left side of the paper and space left for answers on the right side. Questionnaire is necessary for both census and sample study. SAMPLING METHOD Sampling technique used in this study is Random sampling. The sample size taken for this study is 75. TOOLS FOR ANALYSIS Percentage analysis is used. Tables, Bar diagram, Pie diagrams are used to present the analysed data.

DATA ANALYSIS AND INTERPRETATION The data collected has been tabulated and the percentage of respondent for each factor has been calculated using tally mark operation, data collected has been converted into quantitative figures. The percentage of analysis has been done to draw conclusion. Percentage refers to the special kind of ratio. Percentage is used in making comparison between two or more series of data. Percentage can also used to compare two relative terms, the distribution of two or more series of data. Since percentage reduced everything to common based and thereby allows meaningful comparison to be made with the data, the percentage is conducted by dividing number of respondents for each criteria with total number of respondents.

THEORETICAL FRAMEWORK
THE PROCESS Selection is usually a series of hurdles or steps .Each one must be successfully cleared before the applicant proceeds to the next. The time and emphasis placed on each step will of course vary from one organization to another and, indeed, form job to job within the same organization. The sequencing of steps may also vary from job to job and organization to organization. For example, same organizations may give importance to testing, while others may emphasize interviews and reference checks. Similarly, a single brief selection interview might be enough for applicants for lower level positions, while applicants for managerial job might be interviewed by a number of people. RECEPTION A company is known by the people it employs. In order to attract people with talent, skills and experience, a company has to create a favorable impression on the applicants right from the stage of reception. Whoever meets the applicant initially should be tactful and able to extended help in a friendly and courteous way. Employment possibilities must be presented honestly and clearly. If no job is available at that point of time, the applicant may be asked to contact the HR department after suitable period of time has elapsed. SCREENING INTERVIEW A preliminary interview is generally planned by large organizations to cut the costs of selection by allowing only eligible candidates to go through the further stages in selection. A junior executive from the HR SELECTION TESTING Another important decision in the selection process involves applicant testing and the kinds of tests to use. A test is a standardized, objective measure of a persons behavior, performance or attitude. It is standardized because the way test is carried out,

the environment in which the test is administered and the way the individual scores are calculated are uniformly applied. It is objective in that it tries to measure individual differences in a scientific way, giving very little room for individual bias and interpretation. Over the years, employment tests have not only gained importance but also a certain amount of inevitability in employment decisions. Since they try to objectively determine how well an applicant meets job requirement, most companies do not hesitate to invest their time and money in selection testing in a big way. Some of the commonly used employment tests may be stated thus. Intelligence tests: These are mental ability tests. They measure the incumbents learning ability and also the ability to understand instructions and make judgments. The basic objective of intelligence tests is to pick up employees who are alert and quick at learning things so that they can be offered adequate training to improve their skills for the benefit of the organization. Intelligence test do not measure any single trait, but rater several abilities such as memory, vocabulary, verbal fluency, numerical ability , perception, spatial visualization, etc., Stanford-Binet test , Binet Simon test, The Wechsler Adult Intelligence Scale are examples of standard intelligence tests. Some of these tests are increasingly used in competitive examination while recruiting graduates and postgraduates at entry level management positions in Banking, Insurance and other financial service sectors. Aptitude tests: Aptitude tests measure and individuals potential to learn certain skill clerical, mechanical, mathematical, etc. These tests indicate whether or not an individual has ability to learn a given job quickly and efficiently. In order to recruit efficient office staff, aptitude test are necessary. Clerical tests, for example, may measure the incumbents ability to take notes, perceive things correctly and quickly locate things, ensure proper movement of files, etc. Aptitude tests, unfortunately, do not measure onthe job motivation. That is why the aptitude test is administered in combination with other test, like intelligence and personality test.

Personality tests: Of all the tests required for selection, personality tests have generated lot of heat and controversy. The definition of personality, methods of measuring personality factors and the relationship between personality factors and actual job criteria has been the subject of much discussion. Researchers have also questioned whether applicants answer all the items truthfully or whether they try to respond in a socially desirable manner. Regardless of these objectives, many people still consider personality as an important of job success. Personality tests are used to measure basic aspects of an applicants personality such as motivation, emotional balance, self-confidence, interpersonal behaviour, introversion, etc. The most frequently used tests are the Minnesota Multiphase Personality Inventory (MMPL), the California Psychological Inventory, the Manifest Anxiety Scale, Edwards Personal Performance Schedule, etc. Some of the items in personality inventory run thus: There are three types of PIP tests: Projective (Personality) , interests and preferences. Lets examine these in detail. a. Projective test: These test expect the candidates to interpret problems or situation

based on their own motives, attitude value, etc. Many personality tests are projective in nature. A picture is presented to the person taking the test who is then asked to interpret or react to it. Since the pictures are clouded, the persons interpretation must come from inside- and thus get projected. The person supposedly projects into the picture his or her own emotional attitudes, motives, frustrations, aspirations and ideas about life. Standard tests are also frequently used to assess the personality of the testee . For example. For example, in the Thematic Appreciation Test, the testee is shown a picture is asked to make up a story based on the picture. The Reponses are analyzed and a profile of personality is developed. However, projective test has been under attacked since they are unscientific and often reveal the bias of test evaluator, particularly if he is not properly trained. b. Interest test: These are meant to find how a person in tests compares with the

interests of successful people in a specific job. These tests show the areas of work in which a person is most interested. The basic idea behind the use of interests tests is that

people are most likely to be successful in job they like. These tests could be used as effective selections tools. Obviously if you can select people whose interests are roughly the same as those of successful investments by using, say the Strong-Campbell inventory, in the jobs for which you are recruiting, it is more likely that the applicants will be more successful in their new job. The chief problem with using the interest tests for selection purposes is that Reponses to the questions are not always sincere. c. Preference test: These test try to compare employee preferences with the job

organizational requirements. The job diagnostic survey developed by Hackman and Oldham, is an example of a preference test. This test shows how people differ in their preferences for achievement, meaningfulness, discretion etc.., in their jobs. Achievement tests: These are designed to measure what the applicant can do on the job currently, i.e., whether the testee actually known what he or she claims. A typing test shows typing proficiency, a shorthand test measures the testers ability to take dictation and transcribe, etc. Such proficiency tests are also known as work sampling tests. Work sampling is a selection tests wherein the job applicants ability to do a small portion of the job is tested. These tests are of two types; Motor, involving physical manipulation of things (e.g., trade tests for carpenters, plumbers, electricians) or Verbal, involving problem situations that are primarily language-oriented or people-oriented(e.g., situational tests for supervisory jobs). Since work samples are miniature replicas of actual job requirements, they are difficult to fake. They offer concrete evidence of the proficiency of an applicant as against his ability to do the job. However, work-sample tests are not cost effective, as each candidate has to be tested individually. It is not easy to develop work samples for each job. Moreover, it is not applicable to all levels of the organization. For managerial job it is often not possible to develop a work sample test that can take one of all the full range of managerial abilities. Simulation test: Simulation exercise is a test which duplicates many of the activities and problems an employee faces while at work. Such exercises are commonly used for hiring

managers at various levels in an organization. TO assess the potential of a candidate for managerial positions, assessment centers are commonly used. Assessment centre : An assessment centre is an extended work sample. It uses procedures that incorporate group and individual exercises. These exercises are designed to simulate the type of work which the candidate will be expected to do. Initially a small batch of applicants comes to the assessment centre (a separate room). Their performance in the situational exercises is observed and evaluated by a term of 6 to 8 trained assessors. The assessors judgments on each exercises are compiled and combined to have a summary rating for each candidate being assessed. The assessment centre approach, thus evaluates a candidates potential for management on the basis of multiple assessment techniques, standardized methods of making inferences from such technique, and pooled judgements from multiple assessors. Graphology tests: Graphology involves using a trained evaluator to examine the lines, loops hooks, strokes, curves and flourished in persons handwriting to assess the persons personality and emotional make-up Polygraph (lie-detector) tests: The polygraph (The lie detector consists of a rubber tube around the chest, cuff round the arm, and sensors attached to the fingers that record the physiological changes in the examinee as the examiner puts questions that call for an answer of yes or no)records physical changes in the body as the test subject answers a serious of questions. It records fluctuations in respiration, blood pressure and perspiration on moving roll of graph paper. The polygraph operates forms a judgement as to whether the subjects response was truthful or deceptive by examining the biological movements recorded on the paper. 9. Integrity test : These are designed to measure employees honestly to predict those who are more likely to steal from an employer or otherwise act in a manner unacceptable to the organization .

10

THE INTERVIEW PROCESS Interviewing is an art. It demands a positive frame of mind on the part of the interviewers. Interviewees must be treated properly so as to leave a good impression (about the company) in their minds. HR experts have identified certain steps to be followed while conducting interviews .

Stages in a Typical Employment Interview

Evaluation Termination Information Exchange

Reception Preparation

Information Exchange : To again the confidence of the candidate ,start the interview with a cheerful conversation . The information exchange between the interviewer and the interviewee may proceed thus: State the purpose of the interview, how the qualifications are going to be matched with skills needed to handle the job. Given information about the job for which

11

the interviewee is applying. Known as a realistic job preview, such an exercise would be most fruitful when the applicant gets a realistic picture of what he is supposed to do on the job. A realistic job preview helps minimize surprises for the new recruit, enhancing the comfort level and decreasing ambiguity and uncertainty in the early stages of work. Also , the first impression a firm makes on new hire is one of being and honest organization, that stays with the employee , increasing the employees level of commitment. Begin with open-ended questions where the candidate gets enough freedom to express himself freely instead of Yes or No type of responses. Do not put words in the applicants mouth by asking : You have worked in private management institute before. Havent you? Do not telegraph the desired answers by nodding or smiling when the right answers again. Medical Exanimation Certain jobs require physical qualities like clear vision, acute hearing, unusually high stamina, tolerance of arduous working condition, clear tone of voice etc. Medical examination reveals whether or not a candidate possesses these qualities. Medical Examination can given the following information: i. ii. Whether the applicant is medically suitable for the specific job or not. Whether the applicant has health problems or psychological attitudes likely to interfere with work efficiency attendance; iii. Whether applicant suffers from bad health which should be corrected before he can work satisfactorily(such as need for spectacles); iv. Whether applicants physical measurements are in accordance with job requirement not. Reference Checks Once the interview and medical examination of the candidates is over, personnel department will engage in checking references. Candidates are required to give the names

12

of 2 or 3 references in their application forms. These references may be from individuals who are familiar with the candidates academic achievement, or from applicants previous employer, who is well with the applicants job performance, and sometime from, co-workers. In case the references check is from the previous employer, information in the following areas may be obtained. They are : job title, job description, period of employment ,pay and allowances, gross emoluments, benefits provide, rate absence willingness of the previous employer to employ the candidate again, etc. Further, information regarding candidates regularity at work, character, progress, etc., can be obtained.

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INDUSTRY PROFILE
The world production of rubber was considered to be very unstable during the last few years. Comparatively, India's production of rubber is consistent at the rate of 6% per annum. The Rubber industry in India has been growing in strength and importance. This is the result of India's burgeoning role in the global economy. India is the world's largest producers and third largest consumer of natural rubber. Moreover, India is also one of the fastest growing economy globally. These factors along with high growth of automobile production and the presence of large and medium industries has led to the growth of rubber industry in India. Rubber Producing Areas in India Rubber producing regions in India are divided into two zones traditional and nontraditional.

Traditional zone Kanyakumari in Tamil Nadu Districts of Kerala

Non-traditional zone Coastal regions of Karnataka Goa Andhra Pradesh Orissa Some areas of Maharashtra Northeastern states (mainly Tripura) Andaman and Nicobar Islands

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Kerala contributes 90% of Indias total production of natural rubber. Also, Kerala and Tamil Nadu together occupies 86% of the growing area of natural rubber. Rubber Production in India Here are some facts regarding rubber industry in India. India is the third largest producer of rubber in the world. It is the fourth largest consumer of natural rubber. It is the fifth largest consumer of natural rubber and synthetic rubber together in the world. India is the world's largest manufacturer of reclaim rubber. India and China are the only two countries in the world which have the capacity to consume the entire indigenous production of natural rubber. Rubber Consumption in India The following industrial sector consume most of the rubber products. Automotive tyre sector: 50% consumption of all kinds of rubbers Bicycles tyres and tubes: 15% Footwear: 12% Belts and hoses: 6% Camelback and latex products: 7% Other products: 10%

Indian Rubber Market Indias production varies between 6 and 7 lakh tons annually which amounts to Rs. 3000 crores. Seventy percent of the total rubber production in India is in the form of Ribbed Smoked Sheets (RSS). This is also imported by India accounting for 45% of the total import of rubber. The Indian rubber industry has a turnover of Rs 12000 crores. Most of the rubber production is consumed by the tyre industry which is almost 52% of the total production of India. Among the states, Kerala is the leading consumer of rubber,

15

followed by Punjab and Maharashtra. The exports of Indian natural rubber have increased tremendously over the years and have reached 76000 tons in 2003-04. Though, India is one of the leading producers of rubber but it still imports rubber from other countries. At present, India is importing around 50000 tons of rubber annually. India Rubber Industry Overview There are about 6000 unit comprising 30 large scale, 300 medium scale and around 5600 small scale and tiny sector units. These units are manufacturing more than 35000 rubber products, employing 400 hundred thousand people, which also includes 22000 technically qualified support personnel, contributing Rs. 40 billions to the National Exchequer through taxes, duties and other levies. The Indian Rubber Industry plays a vital role in the Indian national economy. The rubber plantation sector in India produces over 630 hundred thousand tones of natural rubber and there is a projected production of more than one million tones in near future. This has helped in the radical and rapid growth of the Indian rubber industry. This prospect of growth is further enhanced by a boom in the vehicle industry, improved living standards of the people and rapid over-all industrialization. The per capita consumption of rubber in India is only 800 grams compared to 12 to 14 kilos in Japan, USA and Europe. So far as consumption of rubber products is concerned, India is far from attaining any saturation level. This is another factor leading to tremendous growth prospects of the industry in the years to come

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COMPANY PROFILE
For over 30 years Hanani Rubber Industries has been a technological leader in manufacturing, Supplying, and trading high quality rubber products. Hanani rubber Industries today offers a diverse range of rubber products from the land of latex, Kottayam, South India . Made exclusively out of pure natural rubber, straight from its own plantations,our products find demand in overseas market, worldwide. We proud to reveal that our products are widely distributed in world class chain storesMetro Cash & Carry, Auchan, OBI, Real, Leroy Merlen, Castorama, Victoria, Hyperglobus, Carrefour, Home Centre through our buyers. Hanani Rubber Industries an ISO 9001:2008 certified company always works towards achieving total customer satisfaction. It is committed to give clients product and service excellence by providing in time delivery and consistent products. It has a highly skilled, competent, and experienced management team and manufacturing staff with over 30 years of manufacturing experience. Hence, clients are guaranteed that they receive only the best products and quality service. All products pass through quality testing at every step of the production process - starting from the selection of raw materials and mixing of rubber compounds to completion of the final product. Thus, ensuring that each and every unit that goes out of the production is in its best quality. VISION and MISSION "Our vision is to be recognized as one of the leading manufacturers and suppliers of moulded rubber products. Our mission is to ensure total customer satisfaction and cost effectiveness by providing quality rubber products and delivering them to clients promptly." OBJECTIVE The company aims not just to be considered as a leading supplier of quality materials but also to develop partnership with its clients, suppliers and manufacturers.

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PRODUCT PROFILE
The Rubberized Poultry Cage Mats The rubberized poultry cage mats introduced found and believed to be very effective and useful. They are affordable in prize, let the litter pass easily avoid the possibility of the presence of microorganism that may cause infection. Again the rubberized poultry cage mats are eco friendly. All over India, Bangladesh, Sri Lanka and Middle East these are used successfully. The wire mesh at the bottom of the cage covered completely. The mats can be fixed very accurately to the mesh. Tile Mats Tile mats with interlocking system are available mainly in four colors Black, Blue, green and Magenta. These can be used to cover a vast area decoratively for having a smooth surface. The interlocking tile mats can be used to cover a large area beautifully The Rubber Floor Mats The rubber floor mats keep the floors neat and clean. They are attractive as well as affordable and available in very many designs. Hollow Mats Hollow Mats are mainly in two sizes .i.e., 600m x 40m and 75m x 45m. Both are available with 12 mm thicknesses and 16mm thickness The Honey Comb Mat The honey comb Mat is as exclusive as the hollow mats. Any design prescribed by the buyer can be excellently manufacture. Tray Mats Tray Mats - The coir decorated tray mats are extremely attractive. The tips of coir brush produce an acupuncture effect.

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RESEARCH METHODOLOGY
A research design is a type of blueprint prepared on various types of blueprints available for the collection, measurement and analysis of data. A research design calls for developing the most efficient plan of gathering the needed information. The design of a research study is based on the purpose of the study. A research design is the specification of methods and procedures for acquiring the information needed. It is the overall pattern or framework of the project that stipulates what information is to be collected from which source and by what procedures Sampling An integral component of a research design is the sampling plan. Specifically, it addresses three questions 1. Whom to survey (The Sample Unit) 2. How many to Survey (The Sample Size) & 3. How to select them (The Sampling Procedure) Making a census study of the whole universe will be impossible on the account of limitations of time. Hence sampling becomes inevitable. A sample is only a portion of the total employee strength. According to Yule, a famous statistician, the object of sampling is to get maximum information about the parent population with minimum effort. Methods of Sampling Probability Sampling is also known as random sampling or chance sampling . Under this sampling design every individual in the organization has an equal chance, or probability, of being chosen as a sample. This implies that the section of sample items is independent of he persons making the study that is, the sampling operation is controlled objectively so that the items will be chosen strictly at random.

19

Non Probability Sampling is also known as deliberate sampling , purposeful and judgmental sampling. Non-Probability Sampling is that which does not provide every individual in the Organization with a known chance of being included in the sample Data collection method Collection of data is the first step in statistics. The data collection process follows the formulation for research design including the sample plan. The data can be secondary or primary. Collection of Primary Data during the course of the study or research can be through observations or through direct communication with respondents on one form or another or through personal interviews. I have collected primary data by the means of a Questionnaire. The Questionnaire was formulated keeping in mind the objectives of the research study. Secondary data means data that is already available i.e., they refer to data, which has already been collected and analyzed by someone else. When a secondary data is used, the researcher has to look into various sources from where he can obtain data. This includes information from various books, periodicals, magazines etc. Sample Size Here the researcher has taken sample size as 75. Survey Tools Here I took Questionnaire as a Survey tool.

20

TABLE NO: 1

Percentage of Respondents aware of selection process in the organization.

Criteria

No of Respondents

% of Respondents

Yes

96

100

No

Total

96

100

INFERENCE: The table shows that all the respondents are aware about the selection process in the organization.

21

GRAPH: 1

Percentage of Respondents aware of selection process in the organization.

120 100 100

80

60

40

20 0 0 Yes No

22

TABLE NO: 2

Percentage of Respondents aware of various selection procedures in the organization.

Criteria

No of Respondents

% of Respondents

Yes

96

100

No

Total

96

100

INFERENCE: The table shows that all the employees are aware about the various selection procedures in the organization.

23

GRAPH: 2

Percentage of Respondents aware of various selection procedures in the organization.

120 100 100

80

60

40

20 0 0 Yes No

24

TABLE NO: 3

Respondents opinion about initial screening.

Criteria

No of Respondents

% of Respondents

Manual

96

100

Software

Total

96

100

INFERENCE: From the above table it is found that the entire Respondents responded that initial screening is done by manual methods.

25

GRAPH: 3

Respondents opinion about initial screening

100 100 90 80 70 60 50 40 30 20 10 0 Manual Software Series1 0

26

TABLE NO: 4

Respondents opinion about various selection procedures.

Criteria

No of Respondents

% of Respondents

Yes

80

83.33

No

16

16.67

Total

96

100

INFERENCE: Among the 96 respondents 83.33% of employees are satisfied with the various selection procedures in the organization, 16.67% are not satisfied in it.

27

GRAPH: 4

Respondents opinion about various selection procedures.

16.67

83.33

Yes

No

28

TABLE NO: 5

Respondents opinion about various selection pattern of the organization.

Criteria

No of Respondents

% of Respondents

Yes

70

72.91

No

8.33

Some times

18

18.76

Total

96

100

INFERENCE: It is analyzed form the above table 72.91% of the employees having the opinion that the selection pattern is suitable for the organization 8.33% of the respondents having negative opinion, 18.75% of the respondents having the opinion that sometimes the selection pattern is suitable for the organization.

29

GRAPH: 5

Respondents opinion about various selection pattern of the organization.

80 70 60 50 40 30

72.91

18.76 20 8.33 10 0 Yes No Sometimes

30

TABLE NO: 6

Respondents opinion about the interview conducted by the organization.

Criteria

No of Respondents

% of Respondents

Yes

77

80.20

No

4.16

Some times

15

15.64

Total

96

100

INFERENCE: Most of the respondents i.e. 80% are satisfied with the interview conducted by the organization 4 % are not satisfied in it 16% of respondents have not an opinion on this.

31

GRAPH: 6

Respondents opinion about the interview conducted by the organization

15.64 4.16

80.20

Yes

No

Sometimes

32

TABLE NO: 7

Respondents satisfied with the selection process.

Criteria

No of Respondents

% of Respondents

Satisfied

77

80.20

Dissatisfied

No comments

19

19.80

Total

96

100

INFERENCE: The table shows that 80% of the employees are satisfied with the selection process conducted it is also seen that 20% of the respondents are not responded on this.

33

GRAPH: 7

Respondents satisfied with the selection process

80.20 80

70

60

50

40

30 19.80 20

10 0 0 Satisfied Dissatisfied No Comments

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TABLE NO: 8 Respondents about medical examination conducted by the organization.

Criteria

No of Respondents

% of Respondents

Yes

96

100

No

Some times

Total

96

100

INFERENCE: It is found from the table, all the employees having the opinion that the organization is conducting medical examination during the selection process.

35

GRAPH: 8

Respondents opinion about medical examination conducted by the organization

100 100 90 80 70 60 50 40 30 20 10 0 Yes No Sometimes 0 0

36

TABLE NO: 9

Respondents opinion about the duration of the selection interview

Criteria

No of Respondents

% of Respondents

Ten minutes

58

60.41

10-20

31

32.29

20-30

7.30

More than 30

Total

96

100

INFERENCE: Majority of the employees ie, 60.41% feel that the duration of the interview is ten minutes 32.29% of the employees feel that the duration is 10-20 minutes 7.30% of the respondents feel that the duration is 20-30 minutes.

37

GRAPH: 9

Respondents opinion about the duration of the selection interview.

60.41 60

50

40 32.29 30

20 7.30 0 0 10 minutes 10 to 20 20 to 30 More than 30

10

38

TABLE NO: 10

Respondents opinion about availability of qualified people in the selection process.

Criteria

No of Respondents

% of Respondents

Yes

88

91.67

No

Some times

8.33

Total

96

100

INFERENCE: Among the 96 employees 91.67% of the respondents having the opinion that the selection process is conducted by qualified peoples, 8.33% believes that sometimes there are qualified peoples in selection process.

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GRAPH: 10

Respondents opinion about availability of qualified people in the selection process

100 90 80 70 60 50 40 30 20

91.67

8.33 10 0 Yes No Sometimes 0

40

TABLE NO: 11

Respondents opinion about reference check done by the organization.

Criteria

No of Respondents

% of Respondents

Yes

77

80.20

No

4.16

Some times

15

15.64

Total

96

100

INFERENCE: From the above table it can be inferred that majority of the respondents ie, 80.20% having the opinion that the organization is conducting reference check 4.16% believe that there is no reference check conducted,15.62 % of the respondents believe that sometimes there is reference check in the organization.

41

GRAPH: 11

Respondents opinion about reference check done by the organization

80.20 80 70 60 50 40 30 20 10 0 Yes No Sometimes 15.64

4.16

42

TABLE NO: 12 Respondents opinion about influence in selection by behavior of employees.

Criteria

No of Respondents

% of Respondents

Yes

58

60.41

No

27

28.13

Some times

11

11.46

Total

96

100

INFERENCE: Most of the employees believe that the selector is influenced by the behavior of candidates 60.41% o f the respondents not believe in this, 11.46% of the respondents believe that sometimes the selector is influenced by the behavior of the candidates.

43

GRAPH: 12

Respondents opinion about influence in selection by behavior of employees

11.46

28.13 60.41

44

TABLE NO:13

Respondents opinion about interviewer

Criteria

No of Respondents

% of Respondents

Yes

81

84.38

No

4.16

Some times

11

11.46

Total

96

100

INFERENCE: The table shows that 84.38% of the employees are satisfied with the interviewer 4.38% of the respondents are not satisfied with the interviewer and 11.46 % are sometimes satisfied.

45

GRAPH: 13

Respondents opinion about interviewer

11.46 4.16

84.38

Yes

No

Sometimes

46

TABLE NO: 14

Respondents opinion about availability of the knowledgeable process for entire selection process

Criteria

No of Respondents

% of Respondents

Yes

86

89.58

No

Some times

10

10.42

Total

96

100

INFERENCE: The above table shows that most of the respondents having the opinion that the entire selection process is handled by knowledgeable persons, 10.42% having the opinion that sometimes the interview is handled by knowledgeable persons.

47

GRAPH: 14

Respondents opinion about availability of the knowledgeable process for entire selection process.

89.58 90 80 70 60 50 40 30 20 10.42 10 0 0 Yes No Sometimes

48

TABLE NO: 15

Respondents opinion about change in selection process.

Criteria

No of Respondents

% of Respondents

Yes

No

96

100

Some times

Total

96

100

INFERENCE: The above table shows that all the respondents do not like to change the selection process.

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GRAPH: 15

Respondents opinion about change in selection process.

100 100 90 80 70 60 50 40 30 20 10 0 Yes No Sometimes 0 0

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TABLE NO: 16

Respondents opinion about use of selection process.

Criteria

No of Respondents

% of Respondents

Yes

86

89.58

No

Some times

10

10.42

Total

96

100

INFERENCE: Most of the respondents i.e. 89.58 % having the opinion that selection process is helpful to bring right man in the right place 10.42 % of them respond that sometimes it is helpful to bring a right man in the right place.

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GRAPH: 16

Respondents opinion about use of selection process

89.58 90 80 70 60 50 40 30 20 10.42 10 0 0 Yes No Sometimes

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TABLE NO: 17

Respondents opinion about interviewer

Criteria

No of Respondents

% of Respondents

Yes

No

96

100

Total

96

100

INFERENCE: All the respondents respond that the interviewer is not a prejudist

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GRAPH: 17

Respondents opinion about interviewer

100 100 90 80 70 60 50 40 30 20 10 0 Yes No 0

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TABLE NO: 18

Respondents opinion about work sampling during selection process .

Criteria

No of Respondents

% of Respondents

Always

20

20.83

Some times

39

40.63

Never

37

38.54

Total

96

100

INFERENCE: The table indicates that 20.83% of the respondents always required to do sampling during selection process, 40.63% of the respondents sometimes required to do sampling during selection process, 38.54% of them never do this.

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GRAPH: 18

Respondents opinion about work sampling during selection process

40.63 40 35 30 25 20.83 20 15 10 5 0 Always sometimes

38.54

Never

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TABLE NO: 19

Respondents opinion about overall selection process.

Criteria

No of Respondents

% of Respondents

Excellent

20

20.83

Good

39

40.63

Average

35

36.45

Bad

2.09

Total

96

100

INFERENCE: Form the above table we can see that 20% of the respondents having excellent opinion about selection process, 40% have good opinion 36 % have average opinion and 4% have bad opinion about selection process.

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GRAPH: 19

Respondents opinion about overall selection process.

2.09 20.83

36.45

40.63

Excellent

Good

Average

Bad

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FINDINGS 1. All the respondents are aware about the selection process in the organization. 2. All the respondents are known about the various selection procedures in the organization. 3. 84% of the respondents are satisfied with the various procedures of the organization. 4. About 74% of the respondents think that the selection pattern is suitable for the organization. 5. About 80% of the respondents replay that they are satisfied with the selection process conducted by the organization and it is found that no one is dissatisfied with conducting selection process. 6. It is found that the organization is conducting medical examination in the selection process. 7. 60% of the respondents reply that duration of the section process is ten minutes. About 34% respond that the duration is below 10-20 minutes. 8. Majority of the employees respond that there is reference check in the organization. 9. 100% of the respondents have the same opinion that they do not want any change in the selection process. 10. It is found from the feedback of respondents the selection process is helpful in getting right man in right place. 11. About 60% of the respondents respond the overall selection process is good. About 36% respond that selection process average.

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SUGGESTION 1) Selection process is helpful to find smart and intelligent employees from a group. Good and creative selection process is essential for an organization to get good employees. Try to keep the standard. 2) Conducting personal interview during selection process is good to find smart among a group. Through personal interview the organization can reduce the number of participants. 3) About 36% of the respondents shave the opinion that the overall selection process is only average so try to increase the quality of overall selection process. 4) Good selection process helps the management to get right man the right place. Because in selection process the participants are passing through different tests and interviews conducted by the organization. Their tests and interviews help the management to find right men at right place.

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CONCLUSION This project was under taken in Hanani Rubbers Kottayam on the topic selection process.. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job, from the pool of qualified candidates. The purpose of the study is to find whether the employees are satisfied with the selection process of the organization. The primary data are collected through questionnaire method. Secondary data are collected from news papers, magazines and journals. Analysis and interpretation are done by using percentage analysis. Based on analysis and interpretation findings are made and result and suggestions are given. After analyzing the study we can conclude that good and effective selection process is helpful to the organization to choose qualified employees from a group.

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BIBLIOGRAPHY

V.S.P. Rao, Human Resource Management. Shai .K. Gupta, Organization Structure and Dynamics. www.goole.com www.wikkiepedia.com

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ANNEXURE Name: Gender: Male

Female

1) Do you know about selection process in your organization? Yes No

2) Do you know about various selection procedures?

Yes

No

3) Initial screening is done by

Manual

Software

4) Are you satisfied with various procedures in your organization?

Yes

No

5) Do you think that the selection pattern is suitable for your organization? Yes No Some times

6) Are you satisfied with the interview conducted during the training Process?

Yes

No

No comments

7) Are you satisfied with selection process conducted?

Satisfied

Dissatisfied

No comments

8) Is there any medical examination in the selection process?

Yes

No

Some times

9) What will be the duration of the selection interview?

Ten minutes

10-20

20-30

More than 30 10) Is for qualified people in selection process?

Yes

No

Some times

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11) Do you thing that there is reference check in your organization? i. Yes

No

Sometimes

12) Do you think that the selector is influenced by the behavior of Candidates?

Yes

No

Sometimes

13) Are you satisfied with the interviewer during the year?

Yes

No

Sometimes

14) Do you think that the entire selection process is handled by trained, Knowledgeable individuals?

Yes

No

Sometimes

15) Do you want any change in the selection process?

Yes

No

Sometimes

16) Do you think that the selection process should be helpful in getting Right men at the right place?

Yes

No

Sometimes

17) Do you feel the interviewer is a prejudice?

Yes

No

18) Are you required to work sampling during selection process

Always

Sometimes

Never

19) How will you rate overall selection process?

Excellent

Good

Average

Bad

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