SUMMER TRAINING REPORT

ON
TO STUDY THE POLICY AND PROCEDURE
OF RECRUITMENT & SELECTION
AT
WHIRLPOOL OF INDIA LTD.
SUBMITTED IN THE PARTIAL FULFILLMENT OF DEGREE OF
BACHELOR OF BUSSINESS ADMINISTRATION
(SESSION 2013-16)
Submitted to:

Submitted by:

MRS. JYOTI MALHOTRA

(LECTURER BBA DEPARTMENT)

AMIR KHAN
BBA 5th semester
Roll No-

23828

D.A.V. CENTENARY COLLEGE

N.H.-3, N.I.T. FARIDABAD-121001 (HARYANA)

ACKNOWLEDGEMENT

I would like to thank all the employees who despite their busy schedule took the pains of
giving their valuable time.
A research study cannot be complete without able and willing inspiration, guidance and
co-operation from various quarters.
I take this opportunity to express my deep sense of gratitude to all those who directly and
indirectly help me in pursuance of this research study.
I would like to thank of Mrs. JYOTI MALHOTRA, who provided me with her valuable
time, support and inspiration during the pursuance of this research study. Without her
guidance, this study would not have been in present form.
I would also like to thank faculty guide of DAV CENTENARY COLLEGE
valuable suggestion and cooperation all the time.
The expertise in this study belongs to those mentioned above, all the errors are mine.

AMIR KHAN

for

PREFACE
In this era of globalization and liberalizations of economy, business practices have
Evolved and are in the process and procedures of govt. In this context ,technical and field
education has also changed its strive for excellence to meet global standard
Giving this due consideration ,practice training schedules have been in inducted in c
curriculum of technical studies as they give practical exposure to actual condition.
It is matter as great pleasure for me to present the following report on my industrial
training in at WHIRLPOOL INDIA LTD.
It outlines the whole course of my training in a specific and oriented manner. The basic
aim of this report is to my study the organization set up of the industry, to study about the
division of various blocks, auxiliary unit as well as latest techniques.

AMIR KHAN

INDEX

Chapte
r

Particulars

Page No.

INTRODUCTION TO THE TOPIC

1-2

COMPANY PROFILE

3-29

REVIEW OF LITERATURE

30-47

48-52

RESEARCH METHODOLOGY
Objective of study
Scope of study
Research method
Limitation
DATA ANALYSIS & INTERPRETATION

CONCLUSION & SUGGESTION

65-67

BIBLIOGRAPHY

68-69

APPENDICES

70-73

53-64

CHAPTER-1
INTRODUCTION
TO THE TOPIC

INTRODUCTION TO THE TOPIC

The Title of the Project Is TO STUDY THE POLICY AND PROCEDURE TO
RECRUITMENT AND SELECTION PROCEDURE in WHIRLPOOL LTD.
FARIDABAD.

Recruitment is the process of searching for prospective employees and stimulating them
to apply for jobs in the organization .To recruit means to enlist, replenish or reinforce. It
refers to the process of bringing together prospective employees and employer with a
view to stimulate and encourage the former to apply for a job with the latter. The primary
purpose of recruitment and selection is to achieve one desired aim i.e. picking the right
person for the right jobs
Selection is the process of carefully screening the candidates to choose the most suitable
person for the job vacancies to be filled. Under it qualifications, training, experience, and
background of applicant are evaluated in the light of job requirement. It divides the
candidates into two categories namely,
a) Those who are employed.
b) Those who are to be rejected..

INTRODUCTION TO THE COMPANY

The Refrigeration industry in India is fast growing and with the advent of global brands
the industry has woken up to new opportunities and new challenges. Whirlpools
association with India goes back to the year 1987 with the

establishment of the joint

venture Whirlpool Ltd.

Whirlpool Corporation is the worlds leading manufacturer and marketer of major home
appliances the industry is fast growing. There has been a rapid entry of global brands
which has resulted in local infrastructure / industry waking up to opportunity and of
course the threats.Whirlpool plans to launch products to suit the Indian customer in
various income groups. Whirlpool portfolio will follow its top-4 agenda in India:
Refrigerators,
Washing machines,
Air conditioners
Microwaves
In todays competitive environment organizations greatest assets are the human capital
possessed by them. It is the employees who make major differences to
organizationsregarding the profitability, growth, competitiveness, effectiveness, and the

smooth functioning of the systems. Every search conducted for a new employee shapes
the future of the organization. Each search has the potential of adding to the range of key
talents,
capabilities and working styles essential for organizations success.
It is also true that there is a risk in every search. If not given the time, attention and
careful thought, there is a risk of making a bad match between candidate and position in
ways that hamper the companys success. The objective of the project undertaken is to
understand and improve the process of Recruitment & Selection.
Staffing is about "hiring the right people with the right skills at the right time."
Making sure you hire well is so important! Committed, motivated, qualified employees
are the reason your organization achieves its purpose. Like other small organizations you
cannot afford to be short-staffed. Your limited financial resources mean that hiring
mistakes can be a huge financial burden. Hiring the wrong person is a poor use of
resources for recruiting and orienting a new staff member, and the cost is compounded
when a hiring mistake erodes employee morale, disrupts your office and perhaps even
causes a valued employee to quit. Repairing the damage can take a lot of time and effort.
Hiring the right people takes time and careful planning. And hiring efforts are more likely
to pay off when the groundwork to support them is in place

CHAPTER-2
COMPANY PROFILE

ABOUT COMPANY
The Refrigeration industry in India is fast growing and with the advent of global brands
the industry has woken up to new opportunities and new challenges. Whirlpools
association with India goes back to the year 1987 with the

establishment of the joint

venture Whirlpool Ltd.

Whirlpool Corporation is the worlds leading manufacturer and marketer of major home
appliances the industry is fast growing. There has been a rapid entry of global brands
which has resulted in local infrastructure / industry waking up to opportunity and of
course the threats.Whirlpool plans to launch products to suit the Indian customer in
various income groups. Whirlpool portfolio will follow its top-4 agenda in India:
Refrigerators,
Washing machines,
Air conditioners
Microwaves
All high growth areas, which allow it to leverage WOIs existing strengths.
The whirlpool products currently available in the market include Refrigerators and
washing machines. Whirlpool guarantees performance, promise and reliability of its
products. All Whirlpool products are backed by suitable warranties and a wide network of
service center. Emphasis is placed on after sales service and whirlpool strives to achieve
those goals. In refrigerators the industry growth has been less than 27%. The 165L
occupy around 75% segment of market. The main players in the market are LG, Godrej,
BPL, Whirlpool, Electrolux and Videocon. Whirlpool has a market share of about 30%
And is the market leader.

COMPANY VALUES

Every Home... Everywhere. With Pride, Passion and Performance.

These words represent the vision that will guide Whirlpool into the future.
Whirlpool create the world's best home appliances, designed to make life easier and more
enjoyable for all people. Our goal is a Whirlpool product in every home, everywhere.
Whirlpool will achieve this by creating:

Pride... in our work and each other

Passion...

for

creating

unmatched

customer

loyalty

for

our

brands

Performance... results that excite and reward global investors with superior returns
Whirlpool bring this dream to life through the power of our unique global enterprise and
our outstanding people... working together... everywhere. Our employees live by the
values-based strategy that has made Whirlpool the international leader that we are today.
Our values represent who we are to our customers, our investors and to each other. And
the way they represent the company demonstrates

how we do business: the right way.

Respect
They've built an employee culture where all beliefs, perspectives and opinions are
welcome and valued.

Integrity
The high road is the only one we take; from the people we hire to the clients we serve. As
we often say, "There's no right way to do the wrong thing."

Diversity
By constantly seeking fresh approaches, new ideas and different outlooks, we build our

success and secure our future.

Teamwork
From the first to the last, we take each step forward as a team.Spirit of wining.We will
become a leading global consumer solutions company. Our culture and values will
enable individuals and teams to reach extraordinary levels of performance that will create
company spirit, pride in accomplishments and outstanding results for all of our
stakeholders.

VISION
Reaching worldwide to bring excellence home
EVERYHOME,

EVERYWHERE

WITH

PRIDE,

PASSION

AND

PERFORMANCE
Whirlpool, in its chosen lines of business, will grow with new opportunities and be the
leader in an ever-changing global market. We will be driven by our commitment to
continuous quality improvement and to exceed all our exiting strengths and developing
new competencies. We will be market driven, efficient and profitable. Our success will
make Whirlpool a company that worldwide customers, employees and stakeholders can
depend upon.

MISSION
We will be demanding of ourselves so as to care for our customers like no other
brand does.
We will serve with pride in every Indian home and bring prosperity to our investors.
We will dare to change the standards of our industry and be the envy of our
competitors.

INTROVISION STATEMENT OF WHIRLPOOL

EVERY HOME EVERYWHERE, with PRIDE, PASSION

PERFORMANCE.

THE WHIRLPOOL MISSION STATEMENT

We will be demanding of ourselves so as to care for our customers like no other
brands.
We will serve with pride in every Indian home and bring prosperity to our investors
We will dare to change the standards of our industry and be the envy of our
competitors.

We will be the leader in home appliances, which all others will want to emulate.

ABOUT WHIRLPOOL CORPORATION

Whirlpool Corporation is the worlds leading manufacturer and marketer of major home
appliances. Headquartered at Benton Hebron, Michigan, and the major brand names in
about 140 countries. Though now a global leader, the company began as a family owned
machines shop located in a small town on Eastern Shore of Lake Michigan.

WHIRPOOL CORPORATION TODAY

* Worlds leading manufacturing and marketer of major home appliances.
* Full line of major home appliances.
* Manufacture: 12 countries.
* Revenue: $ 12 billion.
* Employees: 45000 worlds wide

THE HISTORY
* Founded in 1911 as Upton Machine Company produced motor driven wringer washer.
* Sold first order of washer in 1916 to sears Roebuck and Co-our largest

retail customer

today.
* In 1950 the company was renamed the The Whirlpool Corporation automatic dyers
were added to washer line.
* In 1958 Whirlpool made its first investment out side north America in Brazil.
* Revenue reached $ 1 billion in 1968.
* Whirlpool purchased Kitchen Aid, brand in 1986 and began its globalization efforts in
1980s

PRODUCTS WORLD WIDE

Washers
Refrigerators
Microwaves
Air conditioners
Dryers
Dishwashers

 Freezers
Cooking ranges
Exhaust fans / ovens / hoods etc.

WHIRLPOOLS GOAL IN INDIA

To become the most profitable producer of t-2 products; refrigerators and washing
machines, in India.

MANUFATURING FACILITES
Whirlpool has manufacturing facilities at three places: Washing Mashines

Pondicherry, Madras

Started April94

Refrigerators

Faridabad, Haryana

Started Feb95

CFC free ref.

Ranjangoan, Pune

Started March98

WHIRLPOOL IN FARIDABAD
On February 24th 1995; Whirlpool acquired controlling interest in kelvinator of India,
traditionally the countrys largest manufacturer and marketer of refrigerators. With the
manufacturing base in Faridabad, Haryana, this association also yielded a network of
over 3500 trade dealers.
Whirlpool is now selling, the Whirlpool brand refrigerator, replacing the Kelvinator
brand name, with the later having reverted to Electrolux in the early 1997.

PRODUCTION CAPACITY IN FRO PLANT

The production capacity in Faridabad Refrigeration Organization Plant is 1095000 lakhs

annually.

Whirlpool

Corporation

Today

Building

Customer

Loyalty Worldwide
Whirlpool Corporation arrived in the new century and millennium as the world's leading
manufacturer and marketer of major home appliances. Today, Whirlpool's global
platform provides our operations with resources and capabilities no other manufacturer
can match and with brands that consumers trust.

To sustain the productivity savings that are being achieved by our operations, we have
embedded our Operational Excellence process based on Six-Sigma and lean
manufacturing skills and capabilities within each of our worldwide manufacturing
facilities. The company's global information technology organization provides Internet
tools that cut the complexity and costs of doing business for Whirlpool and its trade
partners. Whirlpool's unique global platform allows the company to transfer key
innovations and processes across regions and brands.

Based on the continuing success of the company's global innovation process, which
began in 1999, Whirlpool has introduced unique product innovations to consumers
worldwide. Over the last three years, Whirlpool has built and embedded within its global
enterprise the skills and capabilities required to discover, develop and rapidly bring to
market true innovation. These innovations are giving the company's global brands a
sustainable competitive advantage in the marketplace and creating value for customers,
trade partners and shareholder.

WHIRLPOOL STRATEGY

The innovations are part of Whirlpool's strategy of building customer loyalty by applying
a deeper, fundamental understanding of customers' needs, desires and lifestyles. The
Whirlpool Duet clothes washer and dryer pair (HE3t under Sears, Roebuck and Co.'s
Kenmore Elite brand), which was launched nationwide in 2002, is a prime example. The
Whirlpool Duet washer blends European front-load technology with a striking design
that appeals to U.S. consumers interested in large-load wash capacity, excellent energy
efficiency and cost savings, and the best overall fabric-care performance. Launched under
the Whirlpool and Bauknecht brands as Dreamscape and big, respectively, the European
versions of the Duet washer provide the same benefits and high level of performance with
designs and features that appeal to European consumers. Cross-regional teams of product
development engineers continue to collaborate innovation initiatives for regional and
global distribution.
Whirlpool bolstered its global position during the year through the acquisition of two
strategic businesses in key markets. In Mexico, the company completed the purchase of
Vitromatic S.A. de C.V., which had been a joint venture between Whirlpool and Vitro
S.A. since 1987. Vitromatic, now called Whirlpool Mexico, is a leading appliance
manufacturer that provides a direct access to the fast-growing Mexican market. The
acquisition extends our North American manufacturing base and provides additional
export opportunities to countries in the Caribbean, Central America and northern parts of
South America, as well as to the United States. In Central Europe, Whirlpool acquired
Polar S.A., a leading appliance manufacturer with the No. 1 brand name in Poland. The
acquisition of Polar improves Whirlpool's brand presence in Central Europe and provides
Whirlpool Europe with a low-cost manufacturing source to serve the entire region.
Inspired by our bold innovations and designs, increasing numbers of customers around
the globe are trusting Whirlpool to make their lives easier. More than ever
before, Whirlpool Corporation employees and brands are connecting with customers in
ways that will last a lifetime

RAW MATERIAL AND POWER CONSUMPTION

Whirlpool of India, Faridabad caters to its power requirements through its own
powerhouse which has 7dg sets out of which remain functional at a time. It also
consumes electricity from Haryana electricity board. Its monthly power requirement is
around 1000000 KW/hr per month out which it takes wound 200000 KW/hr from
Haryana electricity board and produce rest of the power in its own power house. This
power consumption varies widely with season. In summers this rate is as 1300000 KW/hr
and it falls down to around 7500000 KW/hr in months of December January. Whirlpool,
Faridabad mainly deals with the assembly of refrigerators.
Component

Supplier

1.

Compressor

Tecumseh

2.

CRCA Steel

Bushan Steel

3.

Master batch

SCJ.Alok

4.

HIPS Granules

Supreme

5.

Wire harness

Dudeja & Delton

6.

Condensers

STI

Packaging

Box & Carton, Kemeka

The outsource the raw materials from different vendors and given shape of refrigerator.
They have more than 200 vendors. Their main raw material and supplier are as listed
above.

PRODUCT RANGE IN FRO

Existing Model are:-

165L RANGE

 Master Piece
Flat Door Refrigerator
Corona Deluxe
BPL
Singer

OPERA RANG
190 Elite
190 Deluxe
215 Elite
215 Deluxe

FINANCIAL PERFORMANCE

Sale -1480.60
Operating profit is total income minus total expenditure-3.20%
Net profit 13
Div %-30
Earning per shares 1
P/E Ratio 23.40

CAPACITY OF THE PLANT

The company works in three shifts of eight hours duration each for seven days a week.
The actual production time is around 7 hours 10 minutes. The FRO has production
capacity of about 3400 refrigerators per day but the demand is not that high , there fore

the company also manufactures for some other companies .On an average around 25002600 refrigerators are produced everyday. Maximum daily production till date has been
3200pcs. These days (May and June) the production is around 3100pcs everyday.

ABOUT THE PLANT

The whole plant is broadly classified into six month parts, which are
PRESS SHOP
PAINT SHOP
VACCUM FOAMING (Door Foaming and Cabinet Foaming)
EXTRUSION
EVAPORATOR SECTION
ASSEMBLY LINES

INFORMATION AND HISTORY

In 1911, the Upton Brothers (Louis, Frederick, and Emory) created the Upton Machine
Company in St. Joseph, MI to produce electric, motor-driven wringer washers. Joined
with Sears, Roebuck and Co. in 1916, the Upton-manufactured washers sold faster than
the brothers could manufacture them, thus creating the mutually beneficial relationship
between Sears and Whirlpool.
Since the 1970s, Whirlpool has been a pioneer of energy and water efficiency measures
in its research and development practices. Whirlpool continues its long history of being
involved with the U.S. Department of Energy and U.S. Environmental Protection
Agency ENERGY STAR program and has been named ENERGY STAR Partner of
the Year 7 times.
Whirlpool is delighted to once again be named an Energy Star partner. We succeed as a
company by being able to offer our customers a broad range of appliances under a
number of brands, many of which are Energy Star qualified. These appliances save
money for our customers by lowering their utility bills and help protect the
environment," says David L. Swift, Whirlpools Executive Vice President for North
America.

Today the Whirlpool Corporation remains the largest North American supplier of major
appliances to Sears under the Kenmore brand. Internationally, Whirlpool is also
recognized for energy efficient appliances, as well as for their commitment to
environmental packaging, production, and design. Whirlpool is the worlds leading
manufacturer and marketer of major home appliances, becoming a trusted household
name all over the world.
Located in Benton Harbour, MI, Whirlpools Corporate Headquarters focuses on the
social responsibilities to their community and to the environment. "At Whirlpool
Corporation we take our environmental responsibilities very seriously. Just as we have
taken a global approach to our home appliance business, we believe our worlds
environmental issues must be addressed in a similarly comprehensive way," says Jeff M.
Fettig, President, Chairman and CEO of Whirlpool Corporation.
Whirlpool also donated a $1 million in cash, products, and services to Hurricane Katrina
relief efforts in 2005, and the Whirlpool foundation continues to match generous
employee contributions. These contributions include refrigerators, air purifiers, clothes,
washers, and dryers. "A tragedy of this magnitude calls for the assistance of able
individuals and organizations," says Fitting. "As a company, we are grateful to help
relief efforts in the most fitting way possible."
With more than 80,000 employees and over 60 manufacturing and technology research
centers worldwide, Whirlpool transformed itself from a regional manufacturing and
trade-focused business into a global enterprise. The success of Whirlpools global
business is driven by its ability to truly understand and fulfill customer needs, develop
highly innovative solutions, and continuously improve productivity and quality.
"Creating unmatched customer loyalty for our brands is the cornerstone of our strategy.
This simple idea is based on an in-depth understanding of our customers needs, wants,
and expectations, so that we can consistently deliver unique, innovative solutions to
meet or exceed these expectations," adds Fetting.

Customer loyalty lead Whirlpool to years of success with annual sales of more than $19
billion, marketing brands like Maytag, Kitchen Aid.

INTRODUCTION OF WHIRLPOOL (FRO) PLANT

The Faridabad plant is one of the plants in India, having head office in Delhi. It is also
known as Faridabad Refrigeration Operation (FRO) and was established in 1963. In
1995, with the merge of two giant companies, Kelvinator of India and Whirlpool
Corporation, USA, the birth of Whirlpool of India took place. It manufactures direct
cool range of refrigerators. The total site area in FRO is 1, 11,270-sq. M out of which the
total utilized area is 60,000-sq.m.

The production capacity in FRO plant is 1095000 lakhs annually

The total no. of employees is more than 1000

The turnover of the company is about Rs.500 crores.

The company works in three shifts of eight hours duration each for seven days a
week. The actual production time is around 7 hrs. 10 min.

Product manufactured at the plant direct cool refrigerator.

FRO now uses CFC free refrigerants (HFC) such asR-134a and polyol & isocyanate for
foaming. The FRO also exports refrigerators to Nigeria , Bangladesh, Sharjah,
Philippines, Nepal and to certain European countries. This plant accounts for
approximately 60% of the total turnover of whirlpool in India

COMPETITOR
In the market of home appliances WHIRLPOOL, SAMSUNG, GODREJ and LG are
major players. But in the market of refrigerators WHIRLPOOL got the lead from all its
competitors both by volume and revenue (except LG). The major competitors in
refrigeration market are ELECTROLUX, GODREJ, LG and SAMSUNG

WHIRLPOOL FREEZE MODEL

MODEL

FEATURES

BASE
MSRP*

$2299.00

24.5 Cu. Ft. Whirlpool Gold

Side-By-Side Counter-Depth
Refrigerator
ENERGY STAR Qualified
GC5SHEXN

$2299.00

Whirlpool Gold 24.5 Cu. Ft.

Counter Depth Side-By-Side
Refrigerator
ENERGY STAR Qualified
GC5NHAXV

$2199.00

Whirlpool Gold 23.1 Cu. Ft.

Counter Depth Side-By-Side
Refrigerator
ENERGY STAR Qualified
GC3NHAXV

$2099.00

23.0 Cu. Ft. Whirlpool Gold

Side-By-Side Counter-Depth
Refrigerator
ENERGY STAR Qualified
GC3SHEXN

$1999.00

25.6 Cu. Ft. Whirlpool Gold

Side-by-Side Refrigerator
GF6NFEXT

Freezer on Top

View all

$1269.00

21.7 Cu. Ft. Whirlpool Gold

Top-Freezer Refrigerator
GR2SHWXP

$1039.00

21.7 Cu. Ft. Top-Freezer

Refrigerator
ENERGY STAR Qualified
GR2FHTXV

$989.00

18.9 Cu. Ft. Top-Freezer

Refrigerator
ENERGY STAR Qualified
GR9FHTXV

$979.00

21.7 Cu. Ft. Top-Freezer

Refrigerator
ENERGY STAR Qualified
GR2FHMXV

$859.00

18.9 Cu. Ft. Top-Freezer

Refrigerator
ENERGY STAR Qualified
GR9FHMXV

REPRESENTATIVE OF THE MANAGEMENT IN FRO

1. Mr. Vikas Singhal

Plant Director

2. Mr. P.K Salwan

- Gen. Manager HR

3. Mr. Sanjay Aggarwal

- Gen. Manager Accounts

4. Mr. Anirudha keskar

Gen. Manager Operation

5. Mr. Avinash Mathur

Gen.Manager Technical

REPRESENTATIVE OF THE WORKMEN IN FRO

1. Mr. Brij Bhusan

President

2. Mr.Girish

General Secretary

3. Mr. N.B. Singh

Vice President

4. Mr. Samey Singh

Joint Secretary

5. Mr. Praveen Gera

Cashier

CHAPTER-3
REVIEW OF
LITERETURE

Recruitment
AN INTRODUCTION TO RECRUITMENT AND SELECTION
"All successful employers are stalking men and women who will do the unusual, who
think, who attract attention by performing more than is expected of them."
Charles Schwab

Recruitment is the process of searching for prospective employees and stimulating them
to apply for jobs in the organization .To recruit means to enlist, replenish or reinforce. It
refers to the process of bringing together prospective employees and employer with a
view to stimulate and encourage the former to apply for a job with the latter. The primary
purpose of recruitment and selection is to achieve one desired aim i.e. picking the right
person for the right jobs.
The recruitment process begins when an employee is to be transferred or promoted to
another post, notice of resignation or dismissal is given or retirement is planned. The five
keyways to develop top quality people:
Recruitment-getting the right people in the right job
Developing people-through training & development.
Monitoring-to ensures long-term development and performance.
Developing Managers-ensuring that these key people are delivering what the
organization requires.
Managing for performance- techniques that ensure top quality performance

Factors Affecting Recruitment: In recruiting new employees management must consider the nature of labor market, what
sort of potential labor are available and how do look for works. The factor affecting can
be summed up under the following heads:
Labor Market Boundaries:- The knowledge of the boundaries help management
in estimating the available supply of qualified personnel form, which it might recruit.
A labor market consists of a geographical area in which the forces of demand and
supply interact and thus affect the price of labor.
Available Skills:- Companies must locate the areas where they can find employees
who fit the jobs according to their skills.
Economic

Condition:

Economic

conditions

also

affect

recruitment.

Unemployment worker may swamp a new plan located in a depressed labor market
whereas a firm trying to establish it or to expand in an area where a few qualified
workers are out of wok has quite a different recruitment problem.
Attractiveness of the Company: The attractiveness of the company in terms of
higher wages, clean work, better fringe benefits and rapid promotions serves as
influencing factor in recruitment.

PROCESS OF RECRUITMENT

SCOUTING

Recruitment begins by specifying the human resource recruitment, initiating activities

and action to identify the possible sources form where they can be met, communicating
the information about the jobs, terms and conditions and prospects they offer, and enthuse
the people who meet the recruitment to respond to the invitation by applying for jobs.
Thereafter the selection process begins. The process is as follows:

a) Decide on how many people you really need:

If everything is being done to improve performance and still there is a gap between what
the current performance is and the goals set, then the best way is to recruit more people.

b) Analyzing the job:

Analyzing the job is the process of assembling and studying information relating to all
aspects of a particular post. Analysis is done to find possible details about:
Purpose: Identify the aims and objectives of job and what the employee is expected
to achieve within department and company.
Position: The job title, its position in the hierarchy and for whom it is responsible
ought to be recorded. A sample organization chart may be useful for this purpose.
Main Duties: A list of key tasks may be written out; standards that need to be
reached and maintained must also be maintained. Methods of recording, assessing
and recording the key tasks must be determined.
The work Environment: Study the physical and social environment in which the
work is out because the work environment influences the quantity and quality of
work.

c) Drafting a job description:

After job analysis is done, job description is made. Job description describes the job. The
job description decides upon the exact knowledge, skill and experience needed to do the
job.
Job description must be drafted around these heading:
Job title
Responsible to
Responsible for
Purpose of job
Duties
Responsibility
Signature and date

d) Drawing of employee specification:

Employee specification is also known as job, person or personnel specification. It lists the
skills; knowledge and experiences required doing the job successfully. Studying the
description makes it. An employee specification will help in deciding where to advertise
what to include in job advertisement to attach the right person. It is based upon:
Physical make-up
Attainment
Specific aptitude
Interest
Disposition
Circumstances

SELECTING
QUALIFIED
PERSONNEL

e) Evaluation future needs

For Evaluation future needs manpower is drafting. A manpower plan evolves studying the
make-up of present work force, assessing forthcoming changes and calculating future
workforce, which is required. Manpower planning helps in devising long-term
recruitment plans.

f)Finding sources of recruitment:

The human resource requirement can be met from internal or external source

Internal Sources
These refer to persons already employed in the organization. Promoting persons from
lower levels may fill up vacancies at higher levels. Shortage of manpower in one branch \
factory may be met by transferring surplus staff from another branch \ factory. Promotion
means shifting of an employee to higher post caring greater salary, status and
responsibility. On the other hand transfer refer to the shifting an employee with salary,
status and responsibility. Some time ex-employee of the organization may be reemployed.

Advantages of Internal Sources:

1. Filling vacancies for higher job by promoting employees from with in the organization
helps to motivate and improved the morale of the employees. This induces loyalty
among them.
2. Internal requirement has to minimize labor turnover and absenteeism. People wait for
promotion and the work force is more satisfied.
3. Candidates working in organization do not require induction training. They are already
familiar with organization and with the people working in it.

HUMAN RESOURCE
PLANNING

RECRUITING
REQUIRED
PERSONNEL

PLACING
SELECTED
PERSONNEL
ON JOBS

SEARCH FOR PROSPECTIVE

FINDING AND
EMPLOYEES:
DEVELOPING SOURCES OFa). DEVELOPING
DisadvantagesTECHNIQUES
of Internal Sources:
POTENTIAL
EMPLOYEES
b). ATTRACTING
CANDIDATES

EVALUATING
EFFECTIVENESS
OF
RECRUITING

1. There may be inbreeding, as fresh talent from outside is not obtained. Internal
candidates may not be given a new outlook and fresh ideas to business.
2. Unsuitable candidates may not be promoted to positions of higher responsibility
because the choice is limited.

3. The SOURCES
employees
INTERNAL

may become
lethargic if they are sure of time
PERSONNEL

TRANSFERRING TO
NEW promotion.
JOBS
bound
There

RESEARCH

may be infighting among those who aspires for promotion with in the organization.
4. Internal recruitment cannot be complete method in itself. The enterprise has to resort to
external recruitment at some
stage because all vacancies cannot be
filled fromINwith in
JOB POSTING
UPGRADING
SAME POSITION
organization.
EXTERNAL
SOURCES

External Sources

EXPERIENCE

PROMOTING TO HIGHER JOBS

It refers to recruitment
of employees
from outside the organization. External sources
EMPLOYEE
REFERRALS
provide wide choice of the required number of the employees having the desired
qualification. It also provides the people with new ideas and specialized skills required to
PROVIDING INFORMATION

cope with new challenge and

to ensure growth of the organization. Internal competitors
ADVERTISING
have to compete with the outsiders. However, existing employees resent the policy of
filling higher-level vacancies from outsiders. Moreover it is time consuming and
CLARIFYING

DOUBTSmay create
expensive to recruit peoples from outside. Recruitment from the outside

frustration among the existing employees that aspires for promotions. There is no
guarantee that the organizations will attract sufficient number of suitable candidates.

Advantages of External Sources:

1. The entry of fresh talent in to the organization is encouraged. New employees bring
new ideas to the organization.
2. External sources provide wider sources of personnel to choose from.
3. Requisite type of personnel having the required qualifications, training and skill are
available from the external sources.

Disadvantages of External Sources:

1. The enterprise can make the best selection since selection is made from among a large
number of applicants.
2. There is a greater decoration in employer- employee relationship, resulting in industrial
strikes, unrest, and lockouts.
3. The personnels selected from outside may suffer from the danger of adjustment to the
new work environment

METHODS OF RECRUITMENT
All methods of recruitment can be put into three categories:
a) Direct method
b) Indirect method
c) Third-party method

a) Direct Method:
These include the campus interview and keeping a live register of job seekers. Usually under
this method, information about jobs and profile of persons available for jobs is exchanged and
preliminary screening is done. The short listed candidates are then subjected to the remainder
of the selection process. Some organization maintains live registers or record of applicants and
refers to them as and when the need arises.

b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional journals,
technical journals and brochures.
When qualified and experienced persons are not available through other sources,
advertising in newspapers and professional and technical journals in made. Whereas all

types of advertisements can be made in newspapers and magazines, only particular types
of posts should be advertised in the professional and technical journals.
A well thought-out and planned advertisement for appointments reduces the possibility of
unqualified people applying. If the advertisement is clear and to the point, candidates can
assess their abilities and suitability for the position and only those who possess the
requisite qualifications will apply

c) Third Party Method:Various agencies are used for recruitment under these methods. These include commercial and
private employment agencies, state agencies and placement offices of schools , colleges and
professional associations , recruiting firms , management consulting firms, introduction
seminars for college professors , friends and relatives .

Employment Agencies:They are specializing in specific occupation like general office help, salesman, technical
workers, accountants, computer staff, engineers and executives and suitable persons
available for a job. Because of their specialization, they can interpret the needs of their
clients and seek out particular types of persons.

State or Public Employment Agencies:They also knew as Employment or Labor Exchanges, are the main agencies for public
employment. They also provide a wide range of services, like counseling, assistance in
getting jobs, information about the labor market, labor and wage rates, etc.

Executive Research Agencies:They maintain a complete information records about employed executives and
recommend persons of high caliber for managerial, marketing and production engineers
posts. These agencies are looked upon as head hunters, raiders, and pirates.

Trade Unions:The employers to supply whatever additional employees may be needed often call on
Trade Unions. Unions may be asked for recommendations largely as a matter of courtesy
and an evidence of goodwill and cooperation

Professional Societies:They may provide leads and clues in providing promising candidates for engineering,
technical and management positions. Some of these maintain mail order placement
services.

SELECTION
Selection is the process of carefully screening the candidates to choose the most suitable
person for the job vacancies to be filled. Under it qualifications, training, experience, and
background of applicant are evaluated in the light of job requirement. It divides the
candidates into two categories namely,
c) Those who are employed.
d) Those who are to be rejected..
A formal definition of selection is as following:
It is the process of differentiating between applicants in order to identify (and hire) those
with a greater likelihood of success in a job.
Selection process assumes and rightly so, that there are more number of candidate
actually selected candidates are made available through recruitment process.

BARRIERS TO EFFECTIVE SELECTION

The main objectives of selection are to hire people having competence and commitment.
This objective is often defeated because of certain barriers. The impediments, which
check effectiveness of selection, are perception, fairness, validity, reliability and pressure.

Fairness: Fairness is selection requires that no individual should be discriminated

against on the basis of religion, region, race or gender. But the low numbers of women
and other less-privileged sections of the society in middle and senior management
positions and open discrimination on the basis of age in job advertisements and in the
selection process would suggest that all the efforts to minimize inequity have not been
very effective.

Reliability:

A reliable method is one that will produce consistent results when

repeated in similar situations. Like a validated test, a reliable test may fail to predict job
performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives,

friends and peers to select particular candidates. Candidates selected because of
compulsions are obviously not the rights ones. Appointments to public sector
undertakings generally take place under such pressures.

SELECTION PROCEDURE
The selection procedure is concerned with securing relevant information about an
applicant. This information is secured in a number of steps and stages. The objective of
selection process is to determine whether an applicant needs the qualification for a
specific job and to choose the applicant who is most likely to perform in that job.
The hiring procedures not a single acts but it is essentially a series of methods or steps or
stages by which additional information is secured about the applicant. At each stage, facts

may come to light, which lead to the rejection of the applicant. A procedure may be
considered to a series of successive hurdles or barriers, which an applicant must cross.

These are indented as screens and they are designed to eliminate an unqualified applicant
at any point in this process. That technique is known as the successive hurdle technique.
Not all selection process includes all these hurdles. The complexity of process usually
increases with the level and responsibility of the position to be fulfilled.
A well-organized selection procedure should be designed to select sustainable candidates
for various jobs. Each step in the selection process should help in getting more and more
information about the candidate. There is no idle selection procedure appropriate for all
cases.

Steps in the selection process: Preliminary Screening

Application Blank
Employment Tests
Selection Interview
Medical or Physical Examination
Checking Reference
Final Approval

Preliminary Screening:This is essentially to check whether the candidate fulfills the minimum qualification. The
preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable
candidate. The job seekers are received at the reception counter of the company. The
receptionists or other official interviews the candidates to determine whether he is
worthwhile or the candidate to fill up the application blank. Candidates processing the

minimum qualification and having some chances of being selected are given the
prescribed application form known as application blank.

Application Blank:The candidates are required to give full information about their age, qualification,
experience, family background, aptitude and interests act in the application blank. The
application blank provides a written record about the candidate. The application form
should be designed to obtain all relevant information about the candidates. All
applications received from the candidates are carefully scrutinized. After the scrutiny
more suitable candidates among the applicants are short-listed for written tests and others
are rejected.

Employment Tests:Candidates are asked to appear for written or other tests. Tests have become popular
screening devices. These tests are based on the assumption that human traits and work
behaviors can be predicted by sampling, however tests are not fully reliable and they also
involve time and money. Test is more useful in identifying and eliminating unsuitable
candidates therefore should be used only as supplements rather than an independent
technique of selection. The main types of tests are:
Intelligence tests
Aptitude Test
Interest Test
Personality Test
Dexterity Test

Selection Interview:-

It involves a face-to-face conversation between the employer and the candidate; the
selector asks a job related and general questions. The way in which a candidate responds
to the question is evaluated. The objectives of the interview are as following:
To find out the candidates overall suitability for the job.
To cross-check the information obtained through application blank and tests, and
To give an accurate picture of the job and the company.
Interview is the most widely used step in employee selection. However, interview suffers
from several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the
personality of the candidate and not his skill for the job. Thirdly, the interviewer may not
be an expert and may fill to extract all relevant information from the candidate. Fourthly,
the personal judgment or bias of the interviewer may make the result of the interviews
inaccurate.
Interview should be properly conducted in a proper physical environment. The interview
room should be free from noise and interruptions. The environment should be confident
and quite. People generally talk freely and frankly when there is privacy and comfort.
Therefore, candidates should be put at ease. The interviewer should pay full attention to
what the candidates have to say.

Medical or Physical Examination:Candidates who are found suitable after interview are called for physical examination. A
Panel of doctors to insure that they are healthy and physically fit for the job does a
medical check-up of such candidates. A proper medical examination will also ensure that
the candidates selected do not suffer from any serious desirous which may create
problems in future.

Checking Reference:-

Generally, every candidate if required to state in the application form, the name and
address of at least two responsible persons who know him. The reference may not give
their Frank opinion unless promises made that in all information will be kept strictly
confidential. Moreover the information given by them may be biased in the form of
candidate.

Final Approval:The candidates who are found suitable after the medical check-up and background
investigation are formally appointed by issuing appointment letter to them. They are
asked to join duty by the specified date. No selection procedure is foolproof and the best
way judge a person is by observing him working on the job. Candidate who gives
satisfactory during the probationary period are made permanent

SUCCESSIVE HURDLES IN THE SELECTION PROCESS

MANPOWER PLANNING

Manpower planning means different things to different organizations. To some

companys manpower planning means management development to others. It means
estimating manpower needs, while some other may define manpower planning as
organization planning. Although the term, manpower planning can be defined, as the
process by which an organization ensures that it has the right number of people and the
right kind of people at the right places, at the time doing things for which they are
economically most useful.

Manpower Planning Involves:Manpower planning is a continuous process. In operational terms it involves the analysis
of the current and future manpower resources terms and requirement to ensure that such
needs and resources are always kept in proper balance, both in terms of quantity.

Need for Manpower Planning:All said and done, it cannot be define that the quality of manpower can be responsible for
significant difference in the short and long run performance among companies. As Ralph
Besse once said, There is nothing we can do about performance of past management or
the qualification of todays management but tomorrows management can be as good as
todays manager care to make it.
Herb Mayer has emphasized the importance of human assets and their utilization as
under:
The efficient utilization of human resources may very well be the most important
determiner of success in the business world in the coming decade. I think that the
companies that prosper in the future will be those that do the best job in fully utilizing
their human resources.

All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit people
The recruitment policy should, therefore, address itself to the key question; what are the
personnel/human resource requirement of the organization in terms of number, skills,
levels etc to meet present and future needs of production and technical and other changes
planned or anticipated in the next years.

CHAPTER-4
RESEARCH
METHODL0GY

RESEARCH METHODOLOGY
A Research Methodology defines the purpose of the research,how it proceeds,how
To measure progress and what constitute success with respect to the objectives
determined for carrying out the research study.
The appropriate research design formulated is detailed below.
Exploratory research: this kind of research has the primary objective of development
of insights into the problem. It studies the main area where the problem lies and also
tries to evaluate some appropriate courses of action.
The research methodology for the present study has been adopted to reflect these
realties and help reach the logical conclusion in an objective and scientific manner.
The present study contemplated an exploratory research

SAMPLE DESIGN

My survey is conducted with 100% sample size i.e. 30 employees to make the data
analysis representative.

OBJECTIVE OF THE STUDY

The objective of my study is to understand and critically analyze the recruitment and
selection procedure at Whirlpool Of India ltd
1) To critically analyze the functioning of recruitment and selection procedures.
2) To identity the probable areas of improvement to make recruitment and selection
3) To know the managerial satisfaction level about recruitment and selection procedure.

SCOPE OF THE STUDY

The present study is based on recruitment and selection in H.R department of
WHIRLPOOL OF INDIA LTD. COMPANY

RESEARCH DESIGN
Data Collection

The data for the survey will be conducted from both Primaries as well as Secondary
sources.

Primary Data: -

Using personal interview technique the survey the data will collect by using
questionnaire. The primary data collection for his purpose is supposed to be done by
judgment sampling conversation sampling. Questionnaire has been formatted with both
open and close structure questions.

Secondary Data: -

 By going through various records.

By going through the magazine of the company.

LIMITATIONS OF STUDY

The project has inherent limitations due to its potential scope

1) Six weeks is too short to give shape to a new idea in an old set up like
WHIRLPOOL
2) Less importance to long term operational benefits.
3) Expenses for HR Departments are not viewed as investments.
Since WHIRLPOOL is a large organization with its strongly set business practices, so
extensive efforts and change in organization thinking will be necessary in order HR
Department.

CHAPTER-5
DATA ANALYSIS &
INTERPRETATION

DATA INTERPRETATION
TO STUDY THE POLICY AND PROCEDURE TO RECRUITMENT AND
SELECTION

A questionnaire was prepared for the purpose of getting feedback from the employees and
manager regarding Recruitment & Selection Procedure of their company. 30 employees are
selected from different department and were distributed the questionnaire from the purpose of
the study.

Analysis of the data

The analysis of the data is done as per the survey finding. The data is represented
graphically in percentage.
The percentage of the people opinion were analyzed and expressed in the form of charts
and have been placed in the next few pages.

Manpower Planning
Q-1. Does your company make forecast of future manpower planning requirement?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT

1.

Yes

30

100%

2.

No

0%

TABLE4.1

Manpower Forcasting
0%
Yes
No
100%

FIGURE4.1

INTERPRETATION
100% people said that the company makes forecast of future manpower
forecasting.
Q-2. Specify the time period(s) for which the estimates are made?

S.NO.

OPINION
(YEARS)

NO. OF

PERCENTAG

RESPONDENT

1.

0-2

30%

2.

2-3

20%

3.

3-4

30%

4.

4&above

20%

TABLE4.2
Time Period for Estimate

20%

0-2years

30%

2-3years
3-4years
30%

4&above years

20%

INTERPRETATION
30% people said that the company specifies 0-2 year for making estimation of
forecasting.
20% people said that the company specifies 2-3 years for making estimation.
30% people said that the company specifies 3-4 years for making the estimation of
forecasting.
20% people said that the company specifies 4 & above time period for making
forecasting.
Q-3. What do you suggest should be the basis of forecasting?
S.N
O.

OPINION

NO. OF
RESPONDENT

PERCENTAGE

1.

Total cost of the project

20%

2.

Past experience

12

40%

3.

Different phases of the

30%

10%

project
4.

All of the above

TABLE4.3
Basic Forcasting

10%

20%

30%
40%

Total cost of the

project
Past experience
Different phases of
the project
All of the above

FIGURE4.3

INTERPRETATION
20% people said that their company forecast on the bases of Total cost of the project.
40% people said that the company forecast on the bases of past experiences.
30% people said that the company forecast on the bases of the Different phases of the
project.
10% people said that the company forecast on the bases on of the above.

Q-4. Does your organization plan the recruitment policy?

S.NO.

OPINION

NO. OF
RESPONDENT

PERCENTAGE

1.

Yes

30

100%

2.

No

0%

TABLE4.4

Written Recriutment Policy

0%
Yes
No
100%

FIGURE4.4

INTERPRETATION
100% people said that the plan the requirement policy.

Q-5 Do you think the present recruitment policy is helpful in achieving the goals of
the company?

S.NO.

OPINION

NO. OF RESPONDENT

PERCENTAGE

1.

Yes

15

50%

2.

No

20%

3.

To some extent

30%

TABLE4.5

Recruitment Policy

30%

Yes
50%

20%

No
To some extent

FIGURE4.5

INTERPRETATION
50% people said that the companys recruitment policy is helpful in achieving the
goals.
20% people said that the companys recruitment policy is not helpful in achieving the
goals.
30% people said that the companys recruitment policy is helpful to some extent in
achieving the goals.

Q-6. Does the companys recruitment policy enable to identify the following areas?
S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Recruitment needs of the

20%

organization
2.

Preferred sources of recruitment

30%

3.

Appropriate criteria for selection

30%

4.

Identification of the cost of

20%

recruitment

TABLE4.6
Recruitment Policy

20%

Recruitment needs of
the organization

20%

Preferred sources of
recruitment
30%

Appropriate criteria for

selection

30%

Identification of the cost

of recruitment

FIGURE4.6

INTERPRETATION
20% people said that the companys recruitment policy enables to identify the
recruitment needs of the company.
30% people said that the companys recruitment policy enables to identify the
preferred sources of recruitment.
30% people said that the companys recruitment policy enables to identify the
appropriate criteria for selection.
20% people said that the companys recruitment policy enables to identify the
identification of cost of recruitment
Q-7. Through which source your organizations recruit the employees?

S.NO

OPINION

NO. OF

PERCENTAGE

RESPONDENT

1.

Internally

20%

2.

Externally

18

60%

3.

Both

20%

TABLE4.7
Sources of Recruitment

20%

20%
Internally
Externally
Both
60%

FIGURE4.7

INTERPRETATION

20% people said that the company recruits the employee from the internal sources.
60% people said that the company recruits the employee from the external sources.
20% people said that the company recruits the employee from the both sources.

Q-8. Which of the following external sources you choose for the recruitment of the
employees?

S.NO.

OPINION

NO. OF

PER

RESPONDENT
1.

Employee Exchange Consultant

20%

2.

Private Employee Agencies

20%

3.

Advertisement

10%

4.

Internet

12

40%

5.

Any other

10%

TABLE4.8
External Sources

10%

Employee Exchange
Consultant
Private Employee
Agencies
Advertisement

20%

40%

20%

Internet

10%
Any other

FIGURE4.8

INTERPRETATION
20% people said that the company uses the employee exchange consultants.
20% people said that the company uses private employment agencies.
10% people said that the company uses the advertisement method.
40% people said that the company uses the Internet method.
10% people said that the company uses the any other way.

Q-9.Does your organization recruit employees through latest method of recruitment

through Internet?

S.NO

OPINIO

NO. OF

RESPONDEN

PERCENTAGE

1.

Yes

30

100%

2.

No

0%

TABLE4.9
Latest Reqruitment Policy
0%
Yes
No
100%

FIGURE4.9

INTERPRETATION
100% people said that the company uses the latest method of recruitment

.Q-10. Is company use own web site for recruitment.?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

27

90%

2.

No

10%

TABLE4.10

Use Own Web Site

10%
Yes
No
90%

FIGURE4.10

INTERPRETATION
90% people said that the company uses his own web site for recruitment.
10% people said that the company not uses his own web site.

CHAPTER-6

CONCLUSION
&
SUGGESTION

CONCLUSION
Every company wants to recruit the best employees so they follow a standard pattern for
RECRUITMENT & SELECTION. Therefore, at this time, the policies are considered
very important for success due to tough competition so every company follows a
appropriate procedure for Recruitment & Selection.
In the same manner WHIRLPOOL OF INDIA PVT Ltd. has also adopts same criteria.
It always tries to select the best candidate thats why follows a long & tough Selection
Procedure. Sometimes it creates confusions for the candidates but at last the company
selects the candidates according to the requirement.

The managers are fully satisfied with the existing Recruitment and Selection
procedure.

The recruitment and Selection procedure should not be lengthy.

To some extent a clear picture of required candidates should be made in order to

search for appropriate candidates.

The Recruitment and Selection procedure should be impartial.

RECOMMENDATIONS FOR THE IMPROVEMENT OF THE

SYSTEM AND PRACTICES OF RECRUITMENT AND SELECTION
PROCEDURE
The following are the recommendations received from the respondents of the
questionnaire. These recommendations are based on their awareness regarding the
Recruitment and Selection procedure.
1. During the selection process not only the experienced candidates but also the fresh
candidate should be selected so as to avail the innovation and enthusiasm of new
candidates.
2. In the organization where summer/in-plant/management training facility prevailing
then such kind of practices must be adopted so that the student can learn and again
from their practical views.
3. .Candidates should be kept on the job for some time period; if suitable they should be
recruited. During the selection process, the candidates should be made relaxed and at
ease.
4. Company should follow all the steps of recruitment and selection for the selection of
the candidates.
5.

Selection process should be less time consuming.

6. The interview should not be boring, monotonous. It should be made interesting. There
must be proper communication between the Interviewer and the Interviewee any the
time of interview.

7. Evaluation and control of recruitment and selection should be done fair judgment.
8. Methods used for selection of candidates should be done carefully and systematically
9. The attainment of goals and objective of any organization depend on the type and
quality of its manpower. To have right type of men at right job and at right time, the
recruitment and selection procedure should be fair and impartial.
10. This is indeed an important suggestion and authorities concerned should immediately
look into it and try to implement it.

CHAPTER-7
BIBLIOGRAPHY

BIBLIOGRAPHY

Ashwathapa K.,Human Resource Management,Mcgraw Hill, 4 th

Edition,2005.

CHHABRA T.N, Principles & practices of management, Dhanpat Rai and co. (p)
Ltd, Delhi, 2000.4th Edition

Flippo, Edwin b., personnel management, McGraw-hill kogakusha co.

ltd., Tokyo, 1976,1 st Editionm

WEBSITE
www.whirlpoolindia.com
www.citehr.com
www.wikipedia.co
Manuals from the organization

CHAPTER-8
ANNEXURE

QUESTIONERE

Q-1 DOES YOUR COMPANY MAKE FORECAST OF FUTURE MANPOWER

PLANNING REQUIREMENT?
YES
NO

Q-2 SPECIFY THE TIME PERIOD(S) FOR WHICH THE ESTIMATES ARE
MADE?
0-2 YEARS
2-3 YEARS
3-4 YEARS
4 AND ABOVE YEARS

Q-3 WHAT DO YOU SUGGEST SHOULD BE THE BASIS OF FORCASTING?

TOTAL COST OF THE PROJECT
PAST EXPERIENCE
DIFFERENT PHASES OF THE PROJECT
ALL OF THE ABOVE

Q-4 DOES YOUR ORGANISATION PLAN RECRUITMENT POLICIES?

YES
NO

Q-5 DO YOU THINK THE PRESENT RECRUITMENT POLICY IS HELPFUL IN

ACHIEVING GOALS OF THE COMPANY?
YES
NO
TO SOME EXTANT
Q-6 DOES THE COMPANYS RECRUITMENT POLICY ENABLE TO
IDENTIFYTHE FOLLOWING AREAS?
RECRUITMENT NEEDS OF THE ORGANISATION
PREFFERED SOURCE OF RECRUITMENT
APPROPRIATE CRETERIA FOR SELECTION
IDENTIFICATION OF THE COST OF RECRUITMENT

Q-7THROUGH WHICH SOURCE YOUR ORGANISATION RECRUIT THE

EMPLOYEES?
INTERNALLY
EXTERNALLY
BOTH

Q-8 WHICH OF THE EXTERNAL YOU CHOOSE FOR THE RECRUITMENT

OF THE EMPLOYEES?
EMPLOYEE EXCHANGE CONSULTANT
PRIVATE EMPLOYEE AGENCIES
ADVERTISEMENT
INTERNET

 ANY OTHER

Q-9DOES YOUR ORGANISATION RECRUIT EMPLOYEES THROUGH

LATEST METHOD OF RECRUITMENT i.e THROUGH INTERNET?
.YES
NO

Q-10 IS COMPANY USE OWN WEBSITE FOR RECRUITMENT?

YES
NO