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A RESEACRH REPORT on

A Study on Recruitment and Selection of Employees at OEF, Kanpur: A HRIS Perspective

SUBMITTED FOR PARTIAL FULLFILLMENT OF MASTER OF BUSINESS ADMINISTRATION

SESSION 2012-13

Submitted to: PROF.K.K. AGRAWAL DEAN &DIRECTOR FACULTY OF COMMERCE & MGT. STUDIES

Submitted by: SHWETA AWASTHI M.B.A-III SEM ENRL NO-KA2K121006644

INSTITUTE OF MANAGEMENT STUDIES


FACULTY OF COMMERCE& MGT. STUDIES ,VARANASI MGKVP

TABLE OF CONTENT
PREFACE INTRODUCTION OBJECTIVES OF THE STUDY RESEARCH METHDOLOGY COMPANY PROFILE DATA ANALYSIS AND INTERPRETATION FINDINGS CONCLUSION SUGGESTIONS BIBLIOGRAPHY APPENDIX

PREFACE

A research work is an integrate part of our academic curriculum. During the research a student gets an opportunity to understand the practical aspect of theory. Research makes the concept clear. The report has been intended to reflect some of the basic issues covered under the Human resources information from ordnance equipment factory. All the aspects have been formulated and presented on the basis of the ideas and information gathered by the investigator during the span of project. This report has been written in response to comprehensive study conducted on the topic. The reports mentions and evaluates various aspects, pertaining to the human resources information technique of the company. After a thorough analysis of various facts and stand figures, a set of conclusion has been given the prime considerations, while compiling the report and are authoritative and authentic. We make sure that anyone who goes through the report will learn how much we have learnt so far, and can get the benefit of the same.

INTRODUCTION
The Indian ordnance factory organisation family of 40 ordnance factories under the aegis of the corporate headquarters ORDNANCE FACTORY BOARD,KOLKATA-possoss the unique distinction of over 200 years experience in defence production.OEF is engaged in production ,testing,logistics,research,development and marketing of a comprehensive product range in the land ,sea and air systems.

The patronage received both in the India and board speaks of its quality of products and services. Undoubtedly, OEF is THE FORCE BEHIND ARMED FORCES.

Ordnance Equipment Factory


ABOUT O.E.F PRODUCT PROFILE
TEXTILE DIVISION 80% LEATHER DIVISION 15% ENGINEERING DIVISION 5%

OBJECTIVES

To determine the recruitments at regular intervals. To increase the pool of candidates at minimum cost.

To increase the success rate of the selection process by reducing the number of visibility, under qualified of over qualified applicants. To reduce the probability of applicants leaving the organisation only after short period of time once recruited and selected.

RESEARCH METHODOLOGY
Any study of this kind requires of a preliminary plan. The success of a research report to a view great extent lies in its methodology. It is the systematic approach of identifying the problem, collecting the Information analysing and providing alternative solution. It is tool used to measure characteristics of the labour welfare and information needed for evaluating the overall performance may assist the management in better decision making. The purpose of methodology is to describe the research process in the solving management problem.

Data Sources:The researcher collected the primary data from direct interview and the secondary data was collected from reports and register. For taking interview researcher had visited to different departments.

Research Approach:The research approach used was survey method. Survey was conducted by taking interviews through questionnaire.

Research Instrument:For this research, the instrument used was questionnaire. The questionnaire comprised of set of questions to the respondent to answer. The questions were carefully developed and mainly close ended with pre-specified answers.

Data Collection:The data and information collected for the purpose of study is categorized in two types. 1. Primary Data 2. Secondary Data

1. Primary Data:It is the data, which is collected for the first time by the researchers for the project. The primary data is collected with the help of conducting interviews, which involves the presentation of oral response. The filling up the questionnaires collected the data from workers of each department.

2. Secondary Data:It is such data, which already exists and is also analysed for some other purpose. The secondary data was collected from register, reports and books.

Sampling plan:After deciding on the research methodology the researcher had designed a sampling plan that had called upon three decisions.

Sampling Unit:In this project, samples were taken from different departments. For this project distribution of samples as follows.

Instrument:For study questionnaire has been used to collect data. The instrument was classified in different structure, personal data, working condition, leave facility, absenteeism, welfare facilities and housing.

HUMAN RESOURCE DEPARTMENT


Human resources department is the big assist for the industry. Since the man behind the machine ultimately decides the wellbeing of the enterprise the factory as per the corporate policy in the company is committed to the development of the manpower for realizing organisational objective. The group A officers are deputed for training at national academy for defence production (NADP),while group B officers and staff are deputed to the ordnance factory of learning (O.E.I.L) for the core area as well as management development programmes, and the workers are imparted in-house training. Workers education programme for industrial employees and Hindi karyshala are implemented.

HUMAN RESOURCES INFORMATION SYSTEM


A human resource management system (HRMS) or human resource information system (HRIS), refers to the systems and processes at the intersection between human resource management (HRM) and information technology. It merges HRM as a discipline and in particular its basic HR activities and processes with the information technology field, whereas the programming of data processing systems evolved into standardized routines and packages of enterprise resource planning (ERP) software. On the whole, these ERP systems have their origin on software that integrates information from different applications into one universal database. The linkage of its financial and human resource modules through one database is the most important distinction to the individually and proprietary developed predecessors, which makes this software application both rigid and flexible.

The function of human resources (HR) departments is generally administrative and common to all organizations. Currently human resource management systems encompass. 1. Payroll 2. Time and attendance 3. Performance appraisal 4. Benefits administration 5. HR management information system 6. Recruiting/Learning management 7. Performance record 8. Employee self-service 9. Scheduling 10. Absence management The payroll module automates the pay process by gathering data on employee time and attendance, calculating various deductions and taxes, and generating periodic pay cheques and employee tax reports. Data is generally fed from the human resources and time keeping modules to calculate automatic deposit and manual cheque writing capabilities. This module can encompass all employee-related transactions as well as integrate with existing financial management systems. The time and attendance module gathers standardized time and work related efforts. The most advanced modules provide broad flexibility in data collection methods, labor distribution capabilities and data analysis features. Cost analysis and efficiency metrics are the primary functions. The benefits administration module provides a system for organizations to administer and track employee participation in benefits programs. These typically encompass insurance, compensation, profit sharing and retirement. The HR management module is a component covering many other HR aspects from application to retirement. The system records basic demographic and address data, selection, training and development, capabilities and skills management, compensation planning records and other related activities. Leading edge systems provide the ability to "read" applications and enter relevant data to applicable database fields, notify employers and provide position management and position control. Human resource management function involves the

recruitment, placement, evaluation, compensation and development of the employees of an organization. Initially, businesses used computer based information systems to:

produce pay checks and payroll reports; maintain personnel records; pursue talent management.

Online recruiting has become one of the primary methods employed by HR departments to garner potential candidates for available positions within an organization. Talent management systems typically encompass:

analyzing personnel usage within an organization; identifying potential applicants; recruiting through company-facing listings; recruiting through online recruiting sites or publications that market to both recruiters and applicants.

The training module provides a system for organizations to administer and track employee training and development efforts. The system, normally called a "learning management system" (LMS) if a standalone product, allows HR to track education, qualifications and skills of the employees, as well as outlining what training courses, books, CDs, web based learning or materials are available to develop which skills. The employee self-service module allows employees to query HR related data and perform some HR transactions over the system. Employees may query their attendance record from the system without asking the information from HR personnel. The module also lets supervisors approve O.T. requests from their subordinates through the system without overloading the task on HR department. OEF has developed human resource management information systems, which support recruitment, selection, hiring, job placement, performance appraisals, employee benefit analysis, health, safety and security, while others integrate an outsourced applicant tracking system that encompasses a subset of the above. Assigning Responsibilities Communication between the Employees.

HRIS Advantages
The advantages of having a sophisticated HRIS or HRMS. An HRIS monitored by qualified specialists who know technology and HR functional and tactical processes can manage compliance with federal and state laws, streamline processes for recruitment and selection, and produce analyses, data and reports for internal and external use. Other advantages of an HRIS include the ease of use for qualification computer technology specialists, accuracy of information and the ability to perform HR audits using any combination of parameters. The employee and manager self-service features are excellent ways to free up the time of your human resources staff members for project work and other duties. Employees and managers can locate answers and information quickly without the need to consult an HR representative every time.

HRIS Disadvantages
An HRIS also can be a problematic for small businesses in which some employees must wear many hats. Some of the disadvantages of an HRIS involve human error during information input; costly technology to update your system and malfunctions or insufficient applications to support your human resources needs. There is a demand for computer and technology specialists with general information technology knowledge, and finding a qualified specialist with human resources functional area knowledge can be difficult. With such a demand, your cost to hire an HRIS specialist may be far above the average salary for a computer technology specialist.

The HRIS is usually a part of the organizations larger management information system (MIS). The HRIS need not be complex or even computerized. But its own advantage of providing more accurate and timely data for decision making. The areas of application of HRIS are many. Steps in implementing an HRIS:As with any major change, proper planning is an absolute necessity for successful implementation of an HRIS. The steps outlined below describe the specific procedures involved in successfully developing and implementing a HRIS.Step 1: Inception of idea: The idea having an HRIS must originate somewhere. The originator of the idea should prepare a preliminary report showing the need for an HRISand what it can do for the organizations.Step 2: Feasibility study: Feasibility study evaluates the present system and details the benefits of an HRIS. It evaluates the cost and benefits of an HRIS.Step 3: Selecting a project team: Once the feasibility study has been accepted and the resources allocated project team should be selected. The project team should consist of HR representatives from both management information systems and payroll. Step 4: Defining the requirements: A statement of requirements specifies in detail exactly what the HRIS will do. A large part of the statement of requirements normally deals with the details of the reports that will be produced. Naturally, the statement also describesother specific requirements. This typically includes written descriptions of how userscollect and prepare data, obtain approvals, complete forms, retrieve data, and perform other non-technical tasks associated with HRIS use. The key is here is to make sure that the mission of the HRIS truly matches managements needs for an HRIS.Step 5: Vendor analysis: This step determines what hardware and software are availablethat will best meet the organisations needs for the lowest price. This is a difficult task. The best approach is usually not to ask vendors if a particular package can meet the organizations requirements but how it will meet the organisations requirements but how it will meet those requirements. Step 6: Package contract negotiation: After a vendor has been selected, the contract must be negotiated, the contract stipulates the vendors responsibilities with regards to software installation, service, maintenance, training, and documentation.Step7: Training: Training usually begins as soon as possible after the contract has been signed. First the HR members of the project team are trained to use the HRIS. Towards the end of the implementation, the HR representative will train managers from other .

the data can be very useful. such as, attrition, absenteeism, promotion, etc of the workforce as we have discussed earlier, through the workforce analysis. In addition to workforce analysis, the organization needs to maintain replacement charts or succession plans. Regular manpower audits are the best option to keep track of the available talent in terms of skills, and potential. s An internal supply analysis is done with 1. Staffing tables 2. Markov analysis, which shows the percentage (and actual number).

Data Analysis
Ques.no. 1 Question Do you know your job responsibilities? a) Yes 45 40 88.8% No of Respon % age the responde ses nts

b) No 45 5 11.1% Result : As the response rate of option A 88.8% is higher than other option so A is the most appropriate.

Interpretation &Conclusion: As per the Data have been collected, 88.8% of employees
of the organisation know their job responsibilities(The most favourable response is option no A). In my opinion the organisation should make the employees aware to their job responsibilities first.

Ques.no. 2

Question Do you know what job profile are responsible for? a) Yes

No of Respon % age the responde ses nts

45

38

84.%

b) No 45 7 15.5% Result : As the response rate of option a 84% is higher than other option so A is the most appropriate.

Interpretation & Conclusion: As per the Data have been collected,84% employee of the
organisation should know their job profile for which they were responsible(The most favourable response is option no A) .in my opinion the employees of the organisation must aware to their job profile for which they were responsible.

Question 3 Are you engaged in the work that suits you?? a) Yes

No of Respon % age the responde ses nts

45

43

95.5%

b) No 45 2 0.5% Result : As the response rate of option A 95.5% is higher than other option so A is the most appropriate.

Interpretation &Conclusion: As per the Data have been collected, 95.5% employee of the
organisation engaged themselves in the work(The most favourable response is option no A).As far as I concerned a good organisation should always assign the work according to the interest of employee because The employees are not only worker of the company but also reputation of the company.

Ques.no. 4

Question Is the company providing training for the up liftmen of your job? a) Yes

No of Respon % age the responde ses nts

45

37

82.2%

b) No 45 8 17.8% Result : As the response rate of option A 82.2% is higher than other option so A is the most appropriate.

Interpretation &Conclusions per the data have been collected, 82.2% of employees of the organisation think that the organisation provide an effective training which will be helpful to them for their up-liftment in jobs. (the most favourable responses is option no. A). In my opinion the organisation is providing an effective training but it should be more effective then else ever before.

Ques.no. 5

Question Are you satisfied with the procedure of training? a) Yes

No of Respon % age the responde ses nts

45

41

91.1%

b) No 45 4 08.9% Result : As the response rate of option A 91.1% is higher than other option so A is the most appropriate.

Interpretation &Conclusion: As per the Data have been collected, 91.1% employees of
the organisation think that the training procedure is running in appropriate manner. (The most favourable response is option no A). In my opinion the organisation has implemented an effective training programme but it needs to be more effective.

Ques.no. 6

Question Is the HR department performing their work effectively and efficiently? a) Yes

No of Respon % age the responde ses rs

45

41

91.1%

b) No 45 4 08.9% Result : As the response rate of option A 75.5% is higher than other option so A is the most appropriate.

Interpretation &Conclusions per the Data have been collected, 91.1 % employee of the
organisation think that the HR department is performing their work in correct manner.(The most favourable response is option no A)because usually the HR work schedule of the organisation are done under the observation of government itself.

Ques.no. 7

Question Sources of recruiting the employees are efficient? a) Yes

No of Respon % age the responde ses rs

45

43

95.5%

b) No 45 2 4.44% Result : As the response rate of option A 95..5% is higher than other option so A is the most appropriate.

Interpretation &Conclusions : per the Data have been collected, 95.5% think that there is
enough resource for recruiting the employees(The most favourable response is option no A) somehow some of them think that the organisation should give the opportunity to the outsiders also .in my opinion the organisation is having enough resource for recruiting.

Ques.no. 8

Question Should more recreational facilities be provided? a) Yes

No of Respon % age the responde ses nts

45

40

88.9%

b) No 45 5 11.1% Result : As the response rate of option A89.9% is higher than other option so A is the most appropriate.

Interpretation & Conclusion: As per the Data have been collected, 88.9% employees of
the organisation were think that yes the organisation needs some recreational facilities (The most favourable response is option no A).the organisation needs some recreational facility in various sector, in my opinion the government and as well the organisation must have to think about the recreational facility so the recreational facility provided a better scope to the organisation.

Ques.no. 9

Question Should more paid holiday casual a) Yes

No of Respon % age the responde ses nts

45

43

95.5%

b) No 45 2 0.5% Result : As the response rate of option A95.5% is higher than other option so A is the most appropriate.

Interpretation &Conclusion: As per the Data have been collected,95.5% employee of


the organisation thinks that they must be get provided with some more paid holidays and causal holidays(The most favourable response is option no A) .in my opinion yes if the organisation provided some more paid holidays and casual holidays to the employees they should work more effectively and efficiently. The leave and holidays depends on the policies of company butbe budgeted must be provide and it should keep in mind always that leaves providedHolidays to increase your efficiency? Human is not machine after considerable time of period he need rest to work with the actual power.

Ques.no. 10

Question You feel upmost and positive at the time of work? a) Yes

No of Respon % age the responde ses rs

45

43

99.5%

b) No 45 2 0.5% Result : As the response rate of option A89.9% is higher than other option so A is the most appropriate.

Interpretation &Conclusion: As per the Data have been collected, 99.5% employee
think the organisation must think of them and have great attention towards their health and safety(The most favourable response is option no A)yes in my opinion the Govt have made many act regarding this subject and it should be strictly followed into the organization because A HEALTHY MAN WORKS THROUGH HEALTHY WAY,AND IF IT SO THAN LEADS TO AN INDIVIDUAL TOWARDS A POSITIVE ATTITUDE. IT

SALARY COMPOSITION

SALARY PREPARATION IS AN ANOTHER OPRATION OF WHICH HR PERSONNEL IS ENTITILED. AT O.E.F..SALARY OF AN EMPLOYEE CONSISTS OF THESE COMPNENTS BASIC HOUSE RENT ALLOWENCE CONVENYENCE SPECIAL ALLOWENCE GRADE PAY EMPOYEE WELFARE TRAVELLING ALLOWENCE DAILLY ALLOWENCE LEAVE TRAVEL CONCESSIONS GENERAL PROVIDENT FUND

DISTRIBUTION OF SALARY IS MADE IN TWO WAYS:

FOR STAFF:-SALARY DISBERSMENT IS MADE ON LAST DATE OF EVERY MONTH FOR INDUSTRIAL EMPLOYEES:-SALARIES OF THE FALLING IN THIS CATEGORY
ARE PAID ON 9th OF EVERY MONTH.THE SALARY IS PREPARED BY BILLS SECTION AND DISBARS BY CASH SECTIONS THROUGH BANK.

ADMINISTRATION SECTION

GENERAL ADMINSTRATION SECTION


RECRUITMENT OBJECTIVES OF STAFF INDUCTION OBJECTIVE OF INDUCTION RECRUITMENT & SELECTION MAINTENANCE OF SERVICE RECORDS SALARY COMPOSITION

RECRUITMENT OF STAFF:The most important operation in HR is to recruiting right people to right job. Recruitment is the process of searching and obtaining applicants for job from amongst whom the right people can be selected. The process begins when the new recruits are sought and ends when their applicants are submitted.

OBJECTIVES

To determine the recruitments at regular intervals. To increase the pool of candidates at minimum cost.

To increase the success rate of the selection process by reducing the number of visibility, under qualified of over qualified applicants. To reduce the probability of applicants leaving the organisation only after short period of time once recruited and selected.

To evaluate the effectiveness of recruiting technique and sources of all type of applicants.

INDUCTION
Induction is the process used within many businesses to welcome new employee of the company and prepare them for new role. Orientation is basically planned introduction of the employees to their job, their co-workers and the organisation. it comprises following information

Organisation history, founder,objective,operations,product and services as well as how many employers job contributes to the Organisational goal. A detailed presentation of the Organisations polices, work rule, reporting structure and structure and employee benefits.

An employee handbook and piles of papers is not sufficient anymore when it comes to welcoming a new employee to your Organisation. The most frequent complaints about new employee. The result is often a confused new employee who is not productive & is more likely to leave the organisation within a year. With an on-going labour crunch, developing an effective employee orientation experience continuous to be crucial. It is critical that new hire programs are carefully plan to educate the employee to the values, histories & who is who in the organisation. A well thought out orientation program, whether it is lasts one day or six month, will help not only in retention of employees, but also in productivity Organisations that have good orientation programs get their people up to speed faster, have better alignment between what the employees do and what organisation needs them to do, and have lower turnover rates.

Objective of Induction
Employers have to realize that orientation isnt just a nice gesture put on organization. It serves as an important element of the recruitment and retention process. Some key purposes are 1. To reduce start-up costs Proper orientation can help the employee get up to speed much more quickly, thereby reducing the costs associated with learning the job. 2. To reduce anxiety Any employee, when put into a new, strange situation, will experience anxiety that can impede his or her ability to learn to do the job. Proper orientation helps to reduce anxiety that results from entering into an unknown situation, and helps provide guidelines for behaviour and conduct, so the employee doesnt have to experience the stress of guessing. 3. To reduce employee turnover Employee turnover increases as employee feel that are not valued, or are put in position where they cant possibly do their jobs. Orientation shows that the organisation values the employee. And helps provide the tools necessary for succeeding for the job.

4. To save time for supervisor & co workers


The better the initial orientation, the less likely supervisors & co-workers will have to spend the time teaching the employee.

5. To develop realistic job expectation, positive attitude & job satisfaction


It is important that the employees learn as soon as possible what is expected of them, what to expect from others in addition to learning about the values and attitude of the orientation. While people can learn from experience, they make mistakes that are unnecessary and potentially damaging.

Selection process:It includes:

For Industrial Employees:-Training is provided to trade apprentices before their


induction in the factory. Trade apprentices have to apply in a prescribed format design by O.E.F.C..

Staff selection process:-After getting sanction from ministry of defence &


subsequently after getting a approval of O.F.B. the selection process of staff is initiated for the purpose of, employment news are contacted. Advertisement is also made available on O.F.B. websites, after conducting examination, interviews is also help.

Selection process on compassionate grounds: 5% vacancies in direct recruitment quota in group C and group D post are reserved for compassionate appointments. The spouse or son/daughter (including adopted ones) of a decreased employee is eligible for compassionate appointments if the family is in distress or the family has no earning member. If the employee dies unmarried. Then the sister/brother of the decreased will be eligible for compassionate appointment. Compassionate appointment can be made only if the applicant is eligible for the posts in all respects and a vacancy exists.

INTERVIEW PROCESS
1. Preliminary interview:-candidates are called for interview. At this stage, assessment
sheets are completed in all the respect by the team. The application forms are mailed to prospective candidates and the candidates are required to come for the interview with this form fulfilled. 2.Final Interview:- once candidate has been screened through the preliminary interview stage he/she has to undergo the final interview. at this stage department had asses the candidate the various work related activities to ascertain his/her suitability for the position. Evolution sheet that is interview rating form is then needed to be filled by the interviewer.

REFERENCE CHECK
References filled by candidates in the application form a scrutinized to check the stability, character, process orientation and other personality characteristics. it is done only when the interview panel had decide about the final selection of the candidate and also with the express permission of the candidate.

ISSUE A LEETER OF INTENT


The next step in the selection process is to issue an offer letter to the applicant who has passed through all the previous steps. This letter contains the date by which the appointee must report on duty.

JOINING OF THE COMPANY


On the date of joining the candidate is required to fill up the joining report along with some additional forms such as provident fund and gratuity declaration form etc, as applicable so as to fully aware of the company systems. At the time of joining the company, candidate is required to submit following document Experience certificate Relieving letter from previous employer Educational certificates Proof of date of birth Salary slip for the last salary drawn Passport and stamp size.

MAINTENANCE OF SERVICE RECORDS


Service book a service book is an official document where in every step in the govt. servants official life must be recorded under the provision of article 816 and is maintained by head of office. This is not applicable in respect of those recruited for purely temporary or officiating vacancies not likely to last for more than one year and not eligible for permanent appointment. It is duty of every officers to see that service book properly maintained. Proper maintained of service book is necessary to made possible delay in authorization/payment of pension. Orders of competent authority will be obtained in case of break in service. Service book will remain in custody of head of office even after retirement, resignation etc. However a copy of service book can be give payment of 5 Rs.- towards the copying charges every step in the official carrier should be recoded and each entry attested by the head of the office who will be ensure that the entries are correct and also there is no erasure, overwriting etc. head of the office may be authorized a junior officer to attest service book entries on his behalf.

FINDING
I founded that

The management system was effective enough to tell job opportunities to the employees The management system is proper enough to take the right kind of work from the right kind of employee The management system was efficient to allot the work according to the employee. The system is somehow lacking in engaging the employees into meaningful work. it needs to improvements for efficient working. The company should provide more training to the employees. The company should provide more training to the low performer also. The company should be more effective in providing training. HR department should make some changes in the satisfaction of the employees. There should be HR executives to handle wide HR operation. Induction program is followed in the company. The induction process should be made more interesting. The employees were not able to give their best due to the lack of paid holidays and casual leaves, so the management should provide them facility. The management system is sufficient but still has scope of improvement.

SUGGESTIONS
Retirement There should be HR executives to handle wide HR operation. Induction Should be try to make induction interesting either by adding some games or by adding some other means. Performance management Training should be given to low performers. Employee welfare paid holiday, movies tickets once in the month more casual should be given

I concluded that

Employees want some changes in the present performance management system. The number of HR executives is lesser then those required for the efficient working of the system. The training needs of the employees are not fulfilled. Urgent leaves are not so much considered.

BIBLIOGRAPHY BOOK
NAME OF BOOKS Human resources management Human resources management AUTHOURS NAME Gupta c. B Rao. v.s.p. PUBLICATION Sahitya bhavan V.k publication

WEBSITES o.e.fkanpur.com www.google.com MAGAZINES Companys manuals Employment new

APPENDIX A SAMPLE QUESTIONNAIRE

NAME:-___________________

EMP CODE:-_____________________

How long have you worked for the company?

Which department are you presently working in?

ORDNANCE EQUIPMENT FACTORY


1. Do you know your job responsibilities? Yes_________ No__________________

2. Do you know your job profile are you responsible for? Yes_________ No__________________

3. Are you engaged in the work that suits you? Yes_________ No__________________

4. Is the company providing training for the upliftment of your job? Yes_________ No__________________

5.are you satisfied with the procedure of training? Yes_________ No__________________

6. If HR department performing their work efficiently and effectively?

Yes_________

No__________________

7. Sources of recruiting employees are sufficient? Yes_________ No__________________

8. Should more recreational facilities be provided? Yes_________ No__________________

9. Should more paid holidays and casual leaves be provided to increases your efficiency? Yes_________ No__________________

10. You feel upmost and positive at the time of work? Yes_________ No__________________

________________________ SIGNATURE:-EMPLOYEE

_________________________ SIGNATURE OF SR.MANAGER-HR