RECRUITMENT AND SELECTION PROCESS IN

CROMPTON GREAVES
 CONTENT

S. No. Title Page No.

Certificate ii
Declaration iii
Acknowledgement iv
1. Executive Summary
2. Introduction of The Study
3. Company Profile
4. Objectives of the study
5. Research Methodology
6. Data Analysis And Interpretation
7. Findings
8. Suggestions
9. Conclusion
10. Bibliography
11. Annexure
 EXECUTIVE SUMMARY

PROCEDURE OVERVIEW:

Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the
most important function of the HR department , because unless the right type of people are
hired, even the best plans, organization chart and control system would not do much good.
Recruitment is the discovering of potential applicant for actual or anticipated organization
vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet
the job requirements and job specification. It is defined as „ a process to discover the sources
of manpower to meet the requirements of staffing schedule and to apply effective measures
for attracting the manpower to adequate number to facilitate effective selection of an effective
workforce‟
METHODS OF RECRUITMENT
Dunn and Stephens summaries the possible recruiting methods into three categories, namely
1: Direct method
2: Indirect method
3: Third party method
1. DIRECT METHOD
The direct method includes sending of the recruiters to different educational and professional
institutions, employees contact with public, and mannered exhibits. One of the widely used
methods is sending the recruiters to different colleges and technical schools. This is mainly
done with the cooperation of the placement office of the college. Sometimes, firms directly
solicit information form the concerned professors about student with an outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up
exhibits at fairs, and using mobile offices to go the desired centers.
2. INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brochures. The main point is that the higher
the position in the organization the more dispersed advertisement is likely to be. The search
for the top executive might include advertisement in a national periodical, whereas the
advertisement of the blue color jobs usually confine to the daily newspaper. According to the
Advertisement tactic and strategy in personnel Recruitment, three main points need to be
borne in the mind before an advertisement in inserted. First, to visualize the type of
applicants one is trying to recruit. Second, to write out a list of advantages the company
offers, or why should the reader join the company. Third, to decide where to run the
advertisement , not only in which area, but also in which newspaper having a local, state or a
nation- wide circulation.

3. THRID PARTY
These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms,
management consulting firms, indoctrination seminars for college professors, and friends and
relatives. Private employment agencies are the most widely used sources. They charge a
small fee from the applicant. They specialize in specific occupation; general office help,
salesmen, technical workers, accountant, computer staff, engineers and executives .
Professional organization or recruiting firms maintain complete information records about
employed executive. These firms maintain complete information records about employed
executives. These firms are looked upon as the „head hunters‟ raiders‟, and „pirates‟ by
organization which loose their personnel through their efforts. State or public employment
agencies are also known as the employment or labour exchanges, are the main agencies for
the public employment. Employers inform them of their personnel requirement, while job
seekers get information for them about the type of job are referred by the employer. Schools
and colleges offer opportunities for recruiting their student. They operate placement services
where complete biodata and other particular of the student are available.

Evaluation of the recruitment method

The following are the evaluation of the recruitment method

1: Number of initial enquires received which resulted in completed application forms
2: Number of candidates recruited.
3: Number of candidates retained in the organization after six months.
4: Number of candidates at various stages of the recruitment and selection process, especially
those short listed.

Objective of recruitment:

1: To attract with multi dimensional skills and experience that suite the present and future
organization strategies.
2: To induct outsider with new perspective to lead the company.
3: To infuse fresh blood at all levels of organization.
4: To develop an organizational culture that attracts competent people to the company.
5: To search or headhunt people whose skill fit the company‟s values.
6: To seek out non-conventional development grounds of talent
7: To devise methodology for assessing psychological traits.
8: To search for talent globally not just with in the company.
9: To design entry pay that competes on quality but not on quantum.
10: To anticipate and find people for position that doesn’t exists yet.
Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals come to know about the company
and eventually decide whether they wish to work for it. The recruitment process should
inform qualified individuals about the job so that applicant can make comparison with their
qualification and interest.

Factors affecting Recruitment:

There are two types of factors that affect the Recruitment of candidates for the company.
1: Internal factors:
These includes
- Companies pay package

- Quality of work life

- Organizational culture

- Company’s size

- Companies product

- Growth rate of the company

- Role of trade unions

- Cost of recruitment

2: External factors:
These include
- Supply and demand factors

- Employment rate

- Labour market condition

- Political, legal and government factors

- Information system
 INTRODUCTION
Recruitment Process
The actual steps involved in recruitment follow a well defined path:
Application shortlist:
In this step, we shortlist the resume received from various sources based on the suitability for
the requirement.
Preliminary Assessment:
The short listed candidates go through a preliminary round of interviews. This interview lays
more emphasis on functional competencies. To have more data on the functional skills, the
candidates may be given a business case for analysis and presentation (This is done for
certain positions only).
Final interview:
Here the candidates who successfully clear the first round of interview go through another
round of interview with one or more of the functional heads.
Medical Evaluation:

Candidates who are selected by Colgate are asked to undergo a medical test.

SELECTION
Selection is a negative process and involves the elimination of candidates who do not
have the required skills and qualification for the job proposed. Also it is a process of
differentiating between applicants in order to identify and hire those with grater likelihood of
success in job.
The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and devise
adopted in a given company to ascertain whether the candidates specifications are matched
with the job specifications and recruitment or not. Selection process or activities typically
follow a standard patter, beginning with an initial screening interview and concluding with
final employment decision. The traditional selection process includes: preliminary screening
interview, completion of application form, employment test, comprehensive interview,
background investigation, physical examination and final employment decision to hire. But
now selection is centralized and handled by the Human Resource Department. This type of
arrangement is also preferred due to some of these advantages:
- It is easier for the application because they can send their applications to a single centralized
department.

- It facilitates contact with applicants because issues pertaining to employment can be cleared
through one central location.

- It helps operating managers to concentrate on their operating responsibilities. This is

especially helpful during the chief hiring period.

- It can provide for better selection because hiring is done by specialist trained in staffing
techniques.

- The applicant is better assured of consideration for a greater variety of jobs.

- Hiring cost is cut because duplication of efforts is reduced.

- With increased governmental regulation on selection process, it is important that people

who know about these rules handle a major part of the selection process.
Ideally, a selection process involves mutually decision making. The organization decides whether or
not to make a job offer and how attractive the job offer should be.

ESSENTIAL OF SELECTION PROCEDURE:

- Someone should have the authority to select.

- There must be sufficient number of applicants from whom the required number of
employees to be selected.

- There must be some standards of personnel with which a prospective employee may be
compared.
FACTORS EFFECTING SELECTION DECISION:
Includes:
- Profile matching
- Organization and social environment
- Multi correlations
- Successive hurdles

Evaluation of recruitment process

The following are the evaluation of the recruitment process:
1: Return rate of application sent out.
2: Number of suitable candidates for selection.
3: Retention and performance of the candidate selection.
4: Cost of recruitment
5: Time lapsed data.
6: Comments on image projected.

Philosophies Of Recruitment
Basically there are two Philosophies of recruitment. These are as follows:

1: REALISTIC JOB PREVIEWS (RJP)

Realistic Job Previews provides complete job related information to the applicants so that
they can make the right decision before taking up the jobs. It includes positive and the
negative aspects of the job.
2: JOB COMPATIBILITY QUESTIONNAIRE: (JCQ)
Job compatibility Questionnaire was developed to determine whether an applicant preference
for the work match the characteristic of the job. The JCQ is designed to collect information
on all aspects of the job which have a bearing in on employee performance .absenteeism,
turnover and job satisfaction. The underlying assumption of JCQ is that, greater the
compatibility between an applicant preference for the job and characteristic of the job as
perceived by the job seeker, the greater the probability of employee effectiveness and longer
the tenure.

Selection
Selection is a negative process and involves the elimination of candidates who do not have
the required skills and qualification for the job proposed. Also it is a process of differentiating
between applicants in order to identify and hire those with greater likelihood of success in
job.
The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and devise
adopted in a given company to ascertain whether the candidate specifications are matched
with the job specifications and recruitment or not.
Selection process or activities typically follow a standard patter, beginning with an initial
screening interview and concluding with final employment decision. The traditional selection
process includes: preliminary screening interview, completion of application form,
employment test, comprehensive interview, background investigation, physical examination
and final employment decision to hire.

Organization for selection

Until recently the basic hiring process was performed in a rather unplanned manner in many
organizations. In some companies, each department screened and hired its own employees.
Many mangers insisted on screening their own employees as they thought no one else could
do that as efficiently as they themselves.
But now selection is centralized and handled by the Human Resource Department. This type
of arrangement is also preferred due to some of these advantages:
- It is easier for the application because they can send their applications to a single centralized
department.
- It facilitates contact with applicants because issues pertaining to employment can be cleared
through one central location.
- It helps operating managers to concentrate on their operating responsibilities. This is
especially helpful during the chief hiring period.
- It can provide for better selection because hiring is done by specialist trained in staffing
techniques.
- The applicant is better assured of consideration for a greater variety of jobs.
- Hiring cost is cut because duplication of efforts is reduced.
- With increased governmental regulation on selection process, it is important that people
who know about these rules handle a major part of the selection process.
Ideally, a selection process involves mutually decision making. The organization decides
whether or not to make a job offer and how attractive the job offer should be.

Barriers To Effective Selection

The main objective of selection process is to hire people having competence and commitment
towards the given job profile. But due to some reason the main purpose of effectively
selecting candidates is defeated. These reasons are:

1: Perception or the Halo effect: Many a times the interviewer selects a candidate according
to the perception he has or he made up while talking or looking at the individual. This way he
does not see through the caliber or the efficiency of the individual and many times it leads to
the selection of the wrong candidates.
2: Fairness: During the selection process the interviewer does not select the individual on the
basis of his knowledge and hence the right type of the candidates is not selected.

3: Pressure: The people from the HR department and also have a lot of pressure from the top
management and from other top class people for selecting the candidates they want. This
ways the purpose of effective selection process of effective selection process is defeated as
they have to select that individual whether or not he is capable of the job. that is being
offered.

ESSENTIAL OF SELECTION PROCEDURE

- Someone should have the authority to select.

- There must be sufficient number of applicants from whom the required number of
employees to be selected.

- There must be some standards of personnel with which a prospective employee may be
compared.
Objective

Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the
most important function of the HR department , because unless the right type of people are
hired, even the best plans, organization chart and control system would not do much good.
Recruitment is the discovering of potential applicant for actual or anticipated organizational
vacancies. Accordingly the purpose of recruitment is to locate sources of manpower to meet
the job requirements and job specification.
It is defined as „ a process to discover the sources of manpower to meet the requirements of
staffing schedule and to apply effective measures for attracting the manpower to adequate
number to facilitate effective selection of an effective workforce‟

Yoder points out that recruitment is a process to discover the sources of manpower to meet
the requirement of the staffing schedule and to employee effective measures to attracting that
manpower in adequate number to facilitate effective selection of an effective workforce.

Edwin B Flippo defines recruitment as „the process of searching for prospective employees
and stimulating them to apply for the jobs in the organization.‟
“It is the process of finding and attracting capable applicants for employment. The process
begins when new recruits are sought and ends when their application are submitted. The
result is a pool of applicants from which new employees are selected.”

Methods of Recruitment

Dunn and Stephens summaries the possible recruiting methods into three categories, namely

1: Direct method
2: Indirect method
3: Third party method

Direct Method
The direct method includes sending of the recruiters to different educational and professional
institutions, employees contact with public, and mannered exhibits. One of the widely used
methods is sending the recruiters to different colleges and technical schools. This is mainly
done with the cooperation of the placement office of the college. Sometimes, firms directly
solicit information form the concerned professors about student with an outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up
exhibits at fairs, and using mobile offices to go the desired centers.

Indirect Method
Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brochures.

Advertisements in newspapers and or trade journals and magazines are the most frequently
used methods. Senior post is largely filled with such methods. Advertising is a very useful for
recruiting blue color and hourly worker, as well as scientific, professional, and technical
employees.

Local newspaper can be good sources of blue collar workers, clerical employees, and lower
level administrative employees.

The main point is that the higher the position in the organization the more dispersed
advertisement is likely to be. The search for the top executive might include advertisement in
a national periodical, whereas the advertisement of the blue color jobs usually confine to the
daily newspaper.

According to the Advertisement tactic and strategy in personnel Recruitment, three main
points need to be borne in the mind before an advertisement in inserted.

First, to visualize the type of applicants one is trying to recruit.

Second, to write out a list of advantages the company offers, or why should the reader join
the company.
Third, to decide where to run the advertisement , not only in which area, but also in which
newspaper having a local, state or a nation- wide circulation.

Third Party
These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms,
management consulting firms, indoctrination seminars for college professors, and friends and
relatives.
Private employment agencies are the most widely used sources. They charge a small fee from
the applicant. They specialize in specific occupation; general office help, salesmen, technical
workers, accountant, computer staff, engineers and executives.

State or public employment agencies are also known as the employment or labour exchanges,
are the main agencies for the public employment. Employers inform them of their personnel
requirement, while job seekers get information for them about the type of job are referred by
the employer.
Schools and colleges offer opportunities for recruiting their student. They operate placement
services where complete biodata and other particular of the student are available.
Professional organization or recruiting firms maintain complete information records about
employed executive. These firms maintain complete information records about employed
executives. These firms are looked upon as the „head hunters “raiders", and „pirates‟ by
organization which loose their personnel through their efforts.

Evaluation of the Recruitment method

The following are the evaluation of the recruitment method
 Number of initial enquires received which resulted in completed application forms
 Number of candidates recruited.
  Number of candidates retained in the organization after six months.
 Number of candidates at various stages of the recruitment and selection process,
especially those short listed.

Objective of Recruitment
 To attract with multi dimensional skills and experience that suite the present and
future organization strategies.
 To induct outsider with new perspective to lead the company.
 To infuse fresh blood at all levels of organization.
 To develop an organizational culture that attracts competent people to the company.
 To search or headhunt people whose skill fit the company values.
 To seek out non-conventional development grounds of talent
 To devise methodology for assessing psychological traits.
 To search for talent globally not just with in the company.
 To design entry pay that competes on quality but not on quantum.
 To anticipate and find people for position that doesn't exists yet.
Recruitment represents the first contact that a company makes with potential employees. It is
through recruitment that many individuals come to know about the company and eventually
decide whether they wish to work for it.
The recruitment process should inform qualified individuals about the job so that applicant
can make comparison with their qualification and interest.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.
1: Internal factors: These includes
- Company pay package
- Quality of work life
- Organizational culture
- Company size
- Company product
- Growth rate of the company
- Role of trade unions
- Cost of recruitment
2: External factors: These include
- Supply and demand factors
- Employment rate
- Labour market condition
- Political, legal and government factors
- Information system
Factors to be undertaken while formulating recruitment policies
The following factors should be undertaken while formulating the policies -
- Government polices
- Recruitment sources
- Recruitment needs
- Recruitment cost
- Organizational and personal policies
Theories Regarding Recruitment
Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way the
prospective employee also has taken the decision whether or not to apply for the given job
vacancy. The individual take the decision usually on three different basic:
1: The objective factors
2: The critical contact
3: The subjective factor

The objectives theory views that the process of organizational choice as being one of
weighing and evaluating set of measurable characteristic of employment offers, such pay,
benefits , location, opportunity for advancement, the nature of job to performed, and
education opportunities.
Whereas, the critical contact theory suggests that the typical candidates is unable to make a
meaningful differentiation of organization offers in terms of objective or subjective factors,
because of his limited or very short contact with the organization. Choice can be made only
when applicant can readily perceive the factors such as the behavior of the recruiters, the
nature of the physical facilities, and such as the efficiency in processing paper work
association with the application.
On the other hand, the subjective theory emphasizes the congruence. Here the choices are
made on highly personal and emotional basis.

Recruitment Process
The actual steps involved in recruitment follow a well defined path:
Application shortlist: In this step, we shortlist the resume received from various sources
based on the suitability for the requirement.
Preliminary Assessment: The short listed candidates go through a preliminary round of
interviews. This interview lays more emphasis on functional competencies. To have more
data on the functional skills, the candidates may be given a business case for analysis and
presentation (This is done for certain positions only).
Final interview: Here the candidates who successfully clear the first round of interview go
through another round of interview with one or more of the functional heads.

Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a medical
test.
 COMPANY PROFILE

INTRODUCTION

Crompton Greaves (CG) is part of the US$ 4 bn Avantha Group, a conglomerate with an
impressive global footprint, operating in over 10 countries. Since its inception, CG has been
synonymous with electricity. In 1875, a Crompton 'dynamo' powered the world's very first
electricity-lit house in Colchester, Essex, U.K. CG's India operations were established in
1937, and since then the company has retained its leadership position in the management and
application of electrical energy. Today, Crompton Greaves is India's largest private sector
enterprise. It has diversified extensively and is engaged in designing, manufacturing and
marketing technologically advanced electrical products and services related to power
generation, transmission and distribution, besides executing turnkey projects. The company is
customer-centric in its focus and is the single largest source for a wide variety of electrical
equipments and products. With several international acquisitions, Crompton Greaves is fast
emerging as a first choice global supplier for high quality electrical equipment.

History of the organization

History

The history of Crompton Greaves goes back to 1878 when Col. R.E.B. Crompton founded
R.E.B. Crompton & Company. The company merged with F.A Parkinson in the year 1927 to
form Crompton Parkinson Ltd., (CPL). Greaves Cotton and Co (GCC) was appointed as their
concessionaire in India. In 1937, CPL established, it's wholly owned Indian subsidiary viz.
Crompton Parkinson Works Ltd., in Bombay, along with a sales organization, Greaves Cotton
& Crompton Parkinson Ltd., in collaboration with GCC. In the year 1947, with the dawn of
Indian independence, the company was taken over by Lala Karamchand Thapar, an eminent
Indian industrialist. Crompton Greaves is headquartered in a self-owned landmark building at
Worli, Mumbai.

Products & Services Offered

The company is organized into three business groups viz. Power Systems, Industrial Systems,
Consumer Products. Nearly, two-thirds of it's turnover accrues from products lines in which it
enjoys a leadership position. Presently, the company is offering wide range of products such
as power & industrial transformers, HT circuit breakers, LT & HT motors, DC motors,
traction motors, alternators/ generators, railway signaling equipments, lighting products, fans,
pumps and public switching, transmission and access products. In addition to offering broad
range of products, the company undertakes turnkey projects from concept to commissioning.
Apart from this, CG exports it's products to more than 60 countries worldwide, which
includes the emerging South-East Asian and Latin American markets . Thus, the company
addresses all the segments of the power industry from complex industrial solutions to basic
household requirements. The fans and lighting businesses acquired "Super brand" status in
January 2004. It is a unique recognition amongst the country's 134 selected brands by "Super
brands", UK.

Manufacturing , Marketing & Servicing Network

CG's business operations consist of 22 manufacturing divisions spread across in Gujarat,

Maharashtra, Goa, Madhya Pradesh and Karnataka, supported by well knitted marketing and
service network through 14 branches in various states under overall management of four
regional sales offices located in Delhi, Kolkata, Mumbai and Chennai. The company has a
large customer base, which includes State Electricity Boards, Government bodies and large
companies in private and public sectors.

Future Outlook

The quality of households is enhanced when their money is invested into products such as
fans and lighting for basic comforts. Their lives are literally touched by delight. Similarly,
Crompton helps electricity boards and other utilities to reach electricity to the last home and
factory. Therefore, every individual in India who uses electricity can be considered as
Crompton customer. Hence, the company continues to further and consolidate the initiatives
that Colonel Crompton set into motion by focusing on meeting increasing customer demands
for products that are eco-friendly, energy efficient and with intelligent monitoring and control
systems.
All economic indicators point towards the manufacturing sector being the future driver of
India's economic growth. India is today preferred destination for sourcing various
engineering goods not only due to low cost but also due to high quality of products.
Although, the climate for the manufacturing sector is bright, the concern is the threat of
imminent competition from global players who are already in the process of setting up
manufacturing facilities in India. The market is expected to remain competition with an added
element of competition from imported products.

BOARD OF DIRECTOR

Mr. Gautam Thapar

Chairman & CEO

Mr. Sudhir M. Trehan

(Managing Director)

Other Directors

 Mr. S.R. Bayman

 Dr. O. Goswami

 Mr. S. Labroo

 Ms. M. Pudumjee

 Mr. S.P. Talwar

 Dr. Valentin A H von Massow

 Mr. S. Prabhu

Why should you choose Crompton greaves?

 Crompton Greaves is a multi-locational and a multi-product Organisation, which

provides a range of exciting job opportunities to match your skills and experience.
 We believe in the CG Values of performance excellence, leading edge knowledge,
nurturance, customer orientation & intellectual honesty and we practice it.

 We offer challenging and rewarding work environment and an Engaged Culture.

 We encourage personal initiative and give early responsibilities to freshers.

 At CG, we believe that it is important to give back to our community, to our

neighborhoods. In this Endeavour, we make a Socially Responsible Organization.
 We offer you continued career growth and an advantage few other companies can
match.
HUMAN RESOURCES

Human resources is a term used to describe the individuals who comprise the workforce of
an organization, although it is also applied in labor economics to, for example, business
sectors or even whole nations. Human resources is also the name of the function within an
organization charged with the overall responsibility for implementing strategies and policies
relating to the management of individuals (i.e. the human resources). This function title is
often abbreviated to the initials 'HR'.

Human resources is a relatively modern management term, coined in the 1960. The origins of
the function arose in organizations that introduced 'welfare management' practices and also in
those that adopted the principles of 'scientific management'. From these terms emerged a
largely administrative management activity, co-ordination a range of worker related processes
and becoming known, in time as the 'personnel function'. Human resources progressively
became the more usual name for this function, in the first instance in the United States as well
as multinational corporations, reflecting the adoption of a more quantitative as well as
strategic approach to workforce management, demanded by corporate management and the
greater competitiveness for limited and highly skilled workers.

FUNCTIONS:

Human Resources may set strategies and develop policies, standards, systems, and processes
that implement these strategies in a whole range of areas. The following are typical of a wide
range of organizations:

 Recruitment, selection, and onboarding (resourcing)

 Organizational design and development

 Business transformation and change management

 Performance, conduct and behavior management

 Industrial and employee relations

 Human resources (workforce) analysis and workforce personnel data management

 Compensation, rewards, and benefits management

 Training and development (learning management)

Implementation of such policies, processes or standards may be directly managed by the HR
function itself, or the function may indirectly supervise the implementation of such activities
by managers, other business functions or via third-party external partner organizations.

Crompton Greaves has a large customer base, consisting of State Electricity Boards, Utility
companies, Railways, Government & local bodies and large companies in public as well as
private sectors. Thus, it addresses customers from all the segments from households to
complex industrial sectors through its comprehensive range of products and services.

Some of our prestigious customers include:

 State Electricity Boards

 Power Grid Corporation of India

 Madhya Pradesh Transmission Corporation

 Infosys Technologies

 Diesel Locomotive Works

 Reliance Energy

 Larsen & Toubro

 Whirlpool (India)

 ABB Ltd.

 Mather & Platt India

 Enercon (India)

 Bharat Petroleum Corporation

 Indian Space Research Organization

Business Mission
To achieve and maintain a leading position as suppliers of quality equipments mission,
system and service to serve the national and international market in the fields of energy. The
area of interest the conversion, transmission, utilization and conservation for energy for
application in the electric power, industrial and transportation fields. To strive for
technological excellence and market leadership in these areas.
Profitability
To provide a responsible and adequate return on a capital employed primarily through
improvement in operational efficiency, capacity utilization and productivity and generate
international resources to finance the company’s growth.
Customer Focuses
To level a high degree of customer confidence by providing increased value for his money
through international stand of product quality, performance and superior customer service.
Technology
To achieve technological excellence in operation by development of indigenous technologies
to suit business needs and priorities and provide a competitive advantage to the company.

ORGANIZATIONAL HEIRARCHY OF CROMPTON GREAVES

 OBJECTIVES OF THE STUDY

The objective of the study and project report is towards partial fulfillment of the requirement
of Crompton Greaves degree awarded by RDVV University.

The main objectives of this are as follows:

1. To understand the internal Recruitment process in organization.

2. To identify areas where there can be scope for improvement.

3. To find out better process of recruitment.

4. To know about the role of recruiter.

 METHODOLOGY AND PROCEDURE OF WORK

INTRODUCTION

Research in common parlance refers to a search for knowledge. The advanced

learner’s dictionary of current English lays down the meaning of research as “a careful
investigation of enquiry specially through search for new facts in any branch of knowledge.”

The systematic approach concerning generalization and the formulation of a theory is

also research. The purpose of research is to discover answers to questions through the
application of scientific procedures.

RESEARCH DESIGN

“A research design is the arrangement of conditions for collection and analysis of data
in a manner that aims to combine relevance to the research purpose with economy in
procedure.” - JOHN.W.BEST

Research may be defined as “any organized inquiry designed and carried out to provide
information for solving a problem”.

- EMORY

“Research is essentially an investigation, a recording and an analysis of evidence for the

purpose of gaining knowledge”.

- ROBERT ROSS

DESCRIPTIVE RESEARCH DESIGN

Descriptive research design studies are those studies, which are concerned with describing
the character of a group. The researcher makes a plan of the study his research work. That
will enable the researcher to save and resources such a plan of study or blue print or study is
called a research design.
DATA COLLECTION

The study was based on questionnaire method. The study was about the Recruitment and
Selection.

There are two types of data collection:

 Primary data

 Secondary data

Primary data

The primary data are those, which are collected a fresh and for the first time happen to be
original in character. It has been collected through a questionnaire and personal interview

Secondary data

Secondary data are those which have already been collected by someone else and which have
already been passed through the stratified process. It has collected through the books,
journals & Internet.

RESEARCH INSTRUMENT

Questionnaire containing both closed and open ended questions.

SAMPLE DESIGN:

Sample random sampling was the technique adopted for data collection survey for the
purpose of study. I took the sample of 100 customers.

Population

It covers the Employees in Crompton Greaves.

SAMPLE PROCEDURES

In this study convenient sampling method was adopted. Internet Marketing and under writing
departments. From this department, the respondents were selected on the basis of
convenience.
Areas of Study
The area of the study is Shubhlaxmi Sales Corporation, Near Gangwal Bus Stand,
Indore, Madhya Pradesh

CONTACT METHOD

Respondents were contacted personally.

INTERVEIW SCHEDULE

The interview schedule has been used to collect the data. Information can be gathered even
when the respondents happen to be literate or illiterate.

TABULATION

It is the arrangement of classified data in an orderly manner. This involves recording the
filled in interview schedule. These are of immense help to analysis.

PERIOD OF STUDY

The study was conducted for period of 60 days.

TOOLS USED FOR ANALYSIS

Simple analysis

It is simple analysis tool. In this method, based on the opinions of the respondents.
 DATA ANALYSIS AND INTERPRETATION

1. Specify the time period(s) for which the estimates are made?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT
1. 0-2years 9 30%
2. 2-3years 6 20%
3. 3-4years 9 30%
4. 4&above years 6 20%

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.
 Recruitment policy

2. Does your organization plan the recruitment policy?

S.NO. OPINION NO. OF RESPONDENT PERCENTAGE

1. Yes 30 100%
2. No 0 0%

Written Recriutment Policy

0%

Yes
No

100%

Interpretation :

100% people said that the plan the requirement policy

Basis of Forecasting
3. How do you rate the basis of forecasting?
NO. OF
S.NO. OPINION PERCENTAGE
RESPONDENT
Total cost of the
1. 6 20%
project
2. Past experience 12 40%
Different phases of the
3. 9 30%
project
4. All of the above 3 10%

Basis
BasicForecasting
Forcasting

Total cost of the

project
10% 20%
Past experience

30% Different phases of

the project
40%
All of the above

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
 Recruitment policy

4. Do you think the present recruitment policy is helpful in achieving the goals of the
company?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT
1. Yes 15 50%
2. No 6 20%
3. To some extent 9 30%

Recruitment Policy

30%
Yes
No
50%
To some extent
20%

Interpretation :

50% people said that the company’s recruitment policy is helpful in achieving the goals.

20% people said that the company’s recruitment policy is not helpful in achieving the goals.

30% people said that the company’s recruitment policy is helpful to some extent in achieving
the goals.
 Sources of Recruitment

5. Through which source your organizations recruit the employees?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT

1. Internally 6 20%
2. Externally 18 60%
3. Both 6 20%

Sources of Recruitment

20% 20%
Internally
Externally
Both

60%

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.
 Recruitment Through Websites

6 Does your organization recruit employees through recruitment through websites?

S.NO. OPINION NO. OF PERCENTAGE

RESPONDENT
1. Yes 30 100%
2. No 0 0%

Latest Reqruitment Policy

0%

Yes
No

100%

Interpretation :

100% people said that the company uses the latest method of recruitment.
 Company Website

7. Does company use own web site for recruitment?

S.NO. OPINION NO. OF PERCENTAGE
RESPONDENT
1. Yes 27 90%
2. No 3 10%

Use Own Web Site

10%

Yes
No

90%

Interpretation :

90% people said that the company uses his own web site for recruitment and 10% by other
sources.
 Recruitment of Summer Trainee

8. Is there any provision for recruitment of summer trainees?

S.NO. OPINION NO. OF RESPONDENT PERCENTAGE

1. Yes 0 0%
2. No 100 100%

Recruitment Of Summer Trainees

0%

Yes
No

100%

Interpretation :

100% people said that there is no provision to recruiting summer/in-plant trainees.

1. What source you adopt to source candidates?
a. Employee referral
b. Campus recruitment
c. advertising
d. Recruitment agencies
e. Job portals
f. Other, plz specify –
How many stages are involved in selecting the candidate?
a. 1
b. 2
c. 3
d. 4
e. More
2. Do you use any of the following tests during the process of
recruitment?
a. Written
b. Aptitude
c. Group Discussion
d. Personal Interview
e. Psychometric test
f. Other, pls specify –
3. How do you track the source of candidate?
a. Manual
b. Software
c. Online
d. Windows. Xls.

INTERPRETATION:
 4. Apart from the HR Manager, who all from the other departments are
required to get involved in interviewing process?
a. Sales
b. Administration
c. HR Executives
d. Other, pls specify –

INTERPRETATION:
5. What is the average time spent by sales dept. during recruitment
(each candidate)?
a.10mins.
b.10 to 20mins.
c. 20 to 30mins.
d. More

INTERPRETATION:
 FINDINGS

1. The company should increase their candidate pool through external sources.
2. More financing option should be available.
3. The company should provide more customer value.
4. Follow up should be increased.
5. Effort should be done for developing the concept of good relationship with
consumers.
6. The company does not go for campus recruitment, they should follow it.
7. The selection process is too lengthy with consumes much time, which has to be
decresed.

8. Recruitment at an officer and managerial level is not done effectively.

9. Hiring people based on personal connections when the person is not qualified for the
job.

10. Most recruitment that involves managers is done during discussions at lunch hour, at
social clubs or during the coffee break time.

11. Inadequate recruitment procedures resulted in a number of staff not being sufficiently
qualified either for the positions they hold or their grades levels, especially in
management positions.

12. Psychometric test is not conducted during the selection process.

13. Confusion in the designation and level to the employees even after permanent status
for employment is given.

14. Proper training is not given to the recruitment team and manager.

15. Reaching few prospects due to internal recruitment, internet advertising most of the
time.

16. The salary is comparatively satisfactory and so majorities of respondents are

comfortable with it.
 SUGGESION

 Manpower requirement for each department in the company is identified well in

advance.
 If the manpower requirement is high and the recruitment team of the HR department
alone cannot satisfy it, then help from the placement agencies is needed.
 Time management is very essential and it should not be ignored at any level of the
process..
 The recruitment and selection through placement agencies as the last resort and is
utilized only when need.
 The recruitment and selection procedure should not to lengthy and time consuming.
 The candidates called for interview should be allotted timings and it should not
overlap with each other.
 CONCLUSION

This presents the summary of the study and survey done in relation to the Recruitment
and Selection in CROMPTON GREAVES. The conclusion is drawn from the study and
survey of the company regarding the Recruitment and Selection process carried out there.
The recruitment process at CROMPTON GREAVES to some extent is not done
objectively and therefore lot of bias hampers the future of the employees. That is why the
search or headhunt of people should be of those whose skill fits into the company values.
Most of the employees were satisfied but changes are required according to the
changing scenario as recruitment process has a great impact on the working of the company
as a fresh blood, new idea enters in the company.
Selection process is good but it should also be modified according to the requirements
and should job profile so that main objective of selecting the candidate could be achieved.

Based on the analysis of the data collection, the conclusions drawn are:-

I. The satisfaction level of the employee of the company is regarding their

job is high.

II. Except a few dimensions, all other dimensions like salary, job security,
working condition, communication channel, supervision etc. are provided to the
employees in the best possible manner.

III. The dimensions which need more attention are workload, flexibility of
work hours, chance of career advancement and policies, especially policies
regarding promotions, training and development and incentives.

IV. There isn’t much utilization of reward system, which again is another
important dimension which may increase the morals and job satisfaction amongst
the employees.

V. Rate of absenteeism and employee turnover is also very low, which

again indicates a high level of satisfaction among the employees regarding their
job.
 In the present competitions & dynamic environment, it has become essential for
organization to build and sustainable. In competitor advantage, the communication skill
set has. Assumed mair importance than euer before Dynamic and grow oriented
organizations recognizes communication as an important aspect of recruitment &
selection system for managerial function in a rapidly changing and economic
environment.

The company should take the suggestions and ideas from the employees and can
conduct and examine the communication skill set within the employees. So that they can
analyze the need and act accordingly a better result and the growth of its own valuable
workforce.
 BIBLIOGRAPHY

 C.B Mamoria and S.V. Gankar (2004), Personal Management Text and Cases.
Himalaya Publication.
 K.Aswahthappa (2001),Human Resource and Personnel Management
 Human Resource Management, (2005), Dr.P.C. Pardeshi, C.B Gupta (2005)

WEBLIOGRAPHY

 www.marutisuzuki.com
 www.automobileesindia.com
 www.google.com
 www.wikipedia.com
 www.cromptongreaves.com
 www.google.com
 QUESTIONNAIRE
MANPOWER PLANNING
1. Specify the time period(s) for which the estimates are made?
a) 0-2years
b) 2-3years
c) 3-4years
d) 4&above years

RECRUITMENT POLICY
2. Does your organization plan the recruitment policy?
a) Yes
b) No

BASIS OF FORECASTING
3. How do you rate the basis of forecasting?
a) Total cost of the project
b) Past experience
c) Different phases of the project
d) All of the above

RECRUITMENT POLICY
4. Do you think the present recruitment policy is helpful in achieving the goals of the
company?
a) Yes
b) No
c) To some extent

SOURCES OF RECRUITMENT
5. Through which source your organizations recruit the employees?
a) Internally
b) Externally
c) Both
RECRUITMENT THROUGH WEBSITES
6 Does your organization recruit employees through recruitment through websites?
a) Yes
b) No

COMPANY WEBSITE
7. Does company use own web site for recruitment?
a) Yes
b) No

RECRUITMENT OF SUMMER TRAINEE

8. Is there any provision for recruitment of summer trainees?
a) Yes
b) No

9. What source you adopt to source candidates?

a. Employee referral
b. Campus recruitment
c. advertising
d. Recruitment agencies
e. Job portals
f. Other, plz specify

10. How many stages are involved in selecting the candidate?

a. 1
b. 2
c. 3
d. 4
e. More

11. Do you use any of the following tests during the process of recruitment?
a. Written
b. Aptitude
c. Group Discussion
d.Personal Interview
e. Psychometric test
f. Other, pls specify
12. How do you track the source of candidate?
a. Manual
b. Software
c. Online
d. Windows. Xls.
13. Apart from the HR Manager, who all from the other departments are required to get
involved in interviewing process?
a. Sales
b. Administration
c. HR Executives
d. Other, pls specify

14. What is the average time spent by sales dept. during recruitment (each candidate)?
a.10mins.

b.10 to 20mins.
c. 20 to 30mins.
d. More