Recruitment

CONTENTS
Preface Acknowledgement Introduction o Industry Profile o Company Profile The History The Present Status The Shape of things to come Recruitment policy at IIHL
2 5 7-29
Introduction
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A look at the various psychometric tests for Recruitment 46 Survey I About FIR-B Survey II Outside Recruitment o The present process Limitations o The future Process Benefits 49 54 71 84
Suggestions Recommendations Bibliography
94 97 100
IIMT Management College, Meerut
Preface
As we all know that human being is very much dynamic. Every moment there is a slight change in his/her behaviour. The success of any organization is depend upon the employee working in it. So right selection of the candidate is very much essential. We can select the right candidate when we are known about the personality of the person.
The psychological test of the candidate tells about the personality perception, attitude and his/her thinking. These tests enable us to judge the quality and skills of a candidate that how much he/she is fit for the job. The process of recruitment at IIHL starts from the
psychological tests. There are four tests "Belbin test, MBTI test, FIRO-B test, and social style test" to judge the psychology of a candidate. These tests reveal the overall personality of the candidate, which makes the recruitment process quite easy and smart.
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My project is on the recruitment process at IIH and to make the recruitment process far better by introducing one more psycho-test i.e. "FIRO-B". This test helps in revealing the fact how much control the candidate have on him and on others also.
ACKNOWLEDGEMENT
Todays environment accomplished by any academic or professional pursuit requires contribution from various individuals. Firstly, I want to take the opportunity to express my deep sense of gratitude to our respected Mr. Sudhir Kumar Gupta (Vice President, HR&MS), who provided me an opportunity to do my research project. I, sincerely acknowledge the help, encouragement and valuable suggestion to me by my project guide- Mr. Jay P Gupta (HOD Management). Without his guidance and active support I would not have been able to do my winter project successfully. Finally I would like to thank to all the members who help me throughout this project and their steadfast encouragement through out the Progress of this work.
HARSHIT TANDON MBA IV SEM.
INDIA INTERNATIONAL HOUSE LTD. COMPANY PROFILE

Established in 1976: Head Office: F-40, Sector - 6, Noida (U.P.), India E-mail: skg@skggroup.com Tel.: +91 120 3058121 - 149 Fax: 091 120 3058150 OVERVIEW Established 1976 Family owned Total Group Turnover $24 million 6 Modern High Capacity Autonomous Manufacturing Units 50,000 sq feet warehouse for Kanban facility Represented in UK, USA, Canada, Germany, Australia, South Africa. 1500 Employees ISO 9000 2001 (Accreditation) No Local Sale in India Preferred Vendor by Many Customers against Chinese and European manufacturers SILVER Accreditation by many Customers
ORGANIZATION STRUCTURE
President Mr. Sudish Kumar Gupta
MD Mr. Abhishek Gupta
GM Quality Assurance Mr. K.G. Rastogi
GM Operations Mr. Brajesh pachori
GM Human Resources Mr. Kumar
GM Purchasing Ms. Shewta Joshi
GM Accounts Ms. Sunta Gupta
GM R&D Mr. Pradeep Tiwari
INDIA INTERNATIONAL HOUSE LIMITED

(An ISO 9002 Company)
India International House Limited, an ISO 9002 Company was incorporated in 1995 as a part of SKG Group, by our founder president Mr. S.K. Gupta, who is a veteran in this field since 1976, to manufacture high quality builder's hardware of International Quality.
Since then the Company has been exporting Builder's Hardware in Brass Builder's Hardware in Aluminum Builder's Hardware in zinc & Iron Builder's Hardware in Stainless Steel
To U.S.A., Canada, U.K., Australia, Germany, South Africa and Asia.
India International House Limited has regularly Upgraded and improved its technology which has always resulted in better quality products on continuous basis. IIMT Management College, Meerut
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India International House Limited has a distinction of having all the forming facilities under her own proof. Pressure Die casting Gravity Casting Sand Casting Forging Investment Casting Sheet Stamped Products. Stainless Steel/ Brass / Aluminum/ Cast Iron / Zinc.
In protective coating area India International House Limited has capability of all types of: Clear Lacquers Coloured Lacquers. Acrylic and P.U. Elterophoretic Lacquers. Power Coating Painting Polishing Belt Grinding Satin Finishing IIMT Management College, Meerut
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India
International
House
Limited
has
below
mentioned
facilities under its own roof. Modern Die making Workshop. Finishing Facilities. Plating Facilities. Skin/Blister Packing Facilities. We do have in House a complete Modern fully Equipped department for Life time guarantee (PVD).
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FACTORIES - ALL WITHIN 10 KM IN DELHI
A6
Under construction For Sheet Stamping steel hinges & Iron mongry
8/5
(Hot Forgings) Switch plates brass & aluminium Ornate DH & knobs Curtain pole accessories DF & accessories
B15
Hot Forgings DF-Brass, S/steel aluminium Curtain poles and finials Pull handles Door handles
D-49
Under construction for locks pad locks manufacturing
HQ
Finance, Purchasing Administration and Logistics
Hot forging - Sand casting Numerals, DR, accessories and switch plates
D244
Sonepat
Brass extrusion Raw materials and components
(Hot Forgings-Gravity casting) Robotic DH plant, switch plates & pull handles
28/2
A103
Warehouse 50000 sq. ft. All products
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WHY CHOOSE INDIA INTERNATIONAL HOUSE?
30 years experience with supplying international markets including SA, Canada, UK, Europe, Australia and South Africa. On going investment in engineering, technology,
warehousing and design. Technology training partnerships with major western and US manufacturers. Investment and commitment to high quality standards and processes. Experienced management team. Sound financial backing Adoption of international HR, Ethical and Environmental Policies. India's Largest Hardware Manufacturer. Huge Manufacturing capacity with 21 Forging Machines A unique on stop shop for all your needs IIMT Management College, Meerut
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Products Manufactured to very High Specification All product Manufactured in Consistency Sourcing from one manufacturer will deliver significant saving opportunities. Premium Quality / Excellent Finishing New/ Regular Innovation Understanding Fashion and Style to meet changing market moods. On Line information of your production, shipping and finance, sampling etc.
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IIH CORE COMPETENCIES
Rapid response in house modelling and design capability In house, low cost tooling and die costs Capable in brass, zinc, stainless steel and aluminium. Flexibility to produce small quantities Low cost manufacturing Full control of all processes from design to delivery. In house Manufacturing fro A to Z (from Extrusion till DIY Bar-coded security stickered products).
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PRODUCT RANGE
Door handles - Hot forged, sand cast, pressure die casting, Gravity Casting.
Door pull handles - forged, tube and casting. Front door accessories - knockers, centre door kobs, cylinder pulls, letter plates, internal flas, hings numerals
Bathroom accessories - towel rails toilet roll holders, robe hooks, toothbrush holders, toilet flush handles.
Curtain poles and accessories - accessories Aluminium Hardware Cabinet Hardware Hinges and glass hinges UPVC door and window handles Exterior Residential items - mail boxes, weather vanes Steel ironmongery Raw Forging for various industries Machined Components for various industries
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PRODUCTION PROCESSES OFFERED
FORMING Gravity casting Hot forging Investment casting Sheet metal Deep Drawing Extrusion Sand Casting
STATUS (in house) (in house (sister concerns) (in house) (in house) (in house)
FINISHES Epoxy/ Polyester powder coating Spray lacquering Electro-phoretic lacquering Electroplating PVD
(in house) (in house (in house) (in house) (in house)
PACKAGING OPTIONS Bilster packing on rigid backing card Skin packing Polybag with header card Rigid backing card with clips Various rigid clam shell options APET box packing Printed retail boxes Various 'bulk' packing options
(in house) (in house (in house) (in house) (in house) (in house) (in house) (in house)
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INDIA INTERNATIONAL HOUSE LTD. ANALYSIS
Brass Aluminium Stainless Zinc Steel Sand Casting Forging Pressure Die Casting Gravity Casting Deep Draw Sheet stamping Tube Components Extrusion Powder Coating Electrophoretic Lacquer Spray Lacquer PVD Sand Blasting
Y Y Y Y Y Y Y Y Y Y Y
Vibrator CNC Machining Skin Packing Blister packing APET Packing Kanban Facility ISO 9002 In House Tooling CAD Equiped SPM Automatic modern plant for door Handles Representation Locally for
Y Y Y Y Y Y Y Y Y Y Y Y
Y Y Y Y Y Y Y Programme Long History Development & Training Financial Institution Support New Employee Training Servicing Pollution control International ethical practices Human Resources
Y Y Y Y Y Y
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Care you products...

Brass Products Our products are protected by the most advanced lacquer available and under normal circumstances should give many years of service. They should be cleaned with a cloth moistened with soapy water or alternatively wiped over with a soft cloth with beeswax. UNDER NO CIRCUMSTANCES USE ANY FORM OF METAL CLEANER OR AEROSOL SPRAYS. However, after a period of time the lacquer coating, especially on external fittings, can suffer a possible breakdown. Therefore, the life of the lacquer is beyond the manufacturer's control and cannot be guaranteed. When the lacquer coating has broken down, remove the brass fittings and coat using a soft brush with acetone thinner e.g. "Nitramores" according to the manufacturer's instructions. Completely dry the product using a soft cloth and metal polish, such as "Brasso" or "Duraglit". At this stage the product can either be relacquered or polished as and when required. A fresh coat of lacquer may be applied, but we strongly recommend that, especially for external use, you should leave the item unlacquered.
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Chrome Products Our quality chrome products are virtually maintenance free. However, deposits will accumulate especially on external fittings. We therefore recommend regular cleaning with a soft cloth and non-abrasive wax polish. This will ensure the original appearance is maintained. Stainless Brass PVD These products have an advanced vacuum treated process and we can offer a full 25 year replacement guarantee with the Exclusive Stainless Brass Finish. The technology involved in this process renders this surface impervious to damage in normal use including oxidation, wear and abrasion. All lacqered brass items require regular cleaning with nonabrasive wax polish. We recommend the removal of suface dirt by dusting with a soft cloth. Stubborn stains can be removed with the use of white spirit or similar spirit based products.
Cleaning and Caring for Stainless Steel
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Why Clean Stainless Steel? Stainless Steels need to be cleaned for aesthetic considerations and to preserve corrosion resistance. Stainless steel is protected from corrosion by a thin layer of chromium oxide. Oxygen from the atmosphere combines with the chromium in the stainless steel to form this passive chromium oxide film that protects from further corrosion. Any contamination of the surface by dirt, or other material hinders this passivation process and traps corrosive agents, reducing corrosion protection. Thus some form of routine cleaning is necessary to preserve the appearance and integrity of the surface. Stainless steels are easily cleaned by many different methods. They actually thrive with frequent cleaning and, unlike some other materials, it is impossible to 'wear out' stainless steel by excessive cleaning. Stainless Steel performs best when clean cleanliness is essential for maximum resistance to corrosion. Stainless Steel Maintenance Program All exposed stainless steel surfaces should be wiped over with a clean cloth and warm water with a mild detergent on a frequent and routine basis. For more stubborn dirt or stains use mild, non-scratching abrasing powders such as typical household cleaners. These can be used with
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warm water, bristle brushes, sponges or clean cloths. For more aggressive cleaning a small amount of vinegar can be added to the powder. Carbon steel brushes and steel wool should be avoided as they may leave particles embedded in the surface, which can lead to rusting. Cleaning should always be immediately followed by rinsing in clean hot water and the surface then wiped completely with a dry towel. The maximum recommendation for routine cleaning is once a month and more often in areas subject to heavy soiling or frequent use. Where routine maintenance is considered a pre-requisite of
compliance with an associated guarantee a 'Maintenance Log' should be kept for each installation.
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STRATEGIC OBJECTIVE
Through
continual
development
of
its
manufacturing
capabilities, ongoing investment in modern machinery and product development programems together with the use of low cost labour, IIH strives to become the biggest and best manufacturer of hardware products Globally by mixing modern Technologies and Machines with low cost labour.
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RECRUITMENT: Recruitment refers to the systematic gathering of a population with prescribed characteristics into a clinical trial. It is the act of getting results; enlisting people for the job. OBJECTIVES: Minimize non-response bias. Maximize adherence among participants. Minimize cost. Maximize generalizability. GOAL SIN RECRUITMENT A RE TO: Identify the talent needed to perform the job. Attract the best qualified candidates for the position. Promote the campus as a dynamic, diverse employer. Meet the campus equal employment opportunity commitment. Support affirmative action effort by targeting outreach to underutilized groups.
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RECRUITMENT POLICYAT IIHL: 1. Manpower request has to be sent by concerned department. To HRMS in required format giving the Job profile and relevant detail vacancy. 2. HR&MS to co-ordinate and take the approval from M.D for new positions (extra manpower). Approval of MD is not required for vacancies caused due to employee turnover. Once the approval is been taken HR&MS has to decide whether to decide or to go through consultants. 3. HR&MS are done three initial short listing. 4. Final shortlisting to be done by concerned departmental heads along with HR&MS. 5. For position in staff CADRE First round of interview to be conducted by concerned departmental head or person nominated by him not less than manager. Second round of interview to be conducted by HR&MS head person nominated by them.
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For position in CADRE from executive to manager First round of interview to be conducted by concerned departmental head or a person nominated by him not less than AGM. Second round of interview to be conducted by HR&MS head or person nominated by him. To under go psychotest For manager and above final round of interview with MD&CEO before LOl is issued to them. 6. For position in AGM & above First round of interview to be conducted y the concerned Department head/Divisional head Second round of interview to be conducted by HR&MS head. To undergo psychometric test. Final round of meeting with MD 7. Salary negotiations to be conducted by HR&MS 8. Letter of intend to be issued by HR&MS. 9. Appointment letter to be issued by HR&MS
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PSYCHOMETRIC TEST: Psychometric test is a standardized procedure for measuring sensitivity of memory or intelligence or aptitude etc. Psychometric test enables a recruiter or employer to check your suitability with the particular position it gives the recruiter a wealth of information about candidates personality, interaction with people, perception thinking, with which we can easily judge candidates suitability with the position. It can be as an aid to short listing candidates for employment either as a part of structured interview process, or as a component in a more extended selection procedure. Many psychometric tests also check the integrity and honesty of a person. There is no right and wrong answer; it just reveals your attitude that the way you answer the question. These tests evaluate and reveal the hidden personality of an individual. It gives the right picture of candidates strengths and weaknesses. Hence psychometric tests are really useful in corporate world to judge the interpersonal skills of an individual.
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IACL INCLUDES FOUR PSYCHOMETRIC TESTS: 1. BELBIN Test. 2. MBTI Test. 3. SOCIAL STYLE Test. 4. FIRO-B Test. 1. BELBIN TEST: BELBIN defined a team role as: A pattern of behavior characteristic of the way in which one team member interact with another where performance serves to facilitate the progress of the team as a whole. The value of team-role theory lies in enabling an individual or team to benefit from self knowledge and adjust according to the demands being made by the external situation. The information comes after the test is valuable on several levels: a. Team Roles as a Self - Awareness Tool. b. Team Roles as a Tool for Effective Teams. c. Team Roles as a Tool for Effective Staff Selection. d. Team Roles in Workplace Design
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List of different roles of an individual and their observed contributions:
I. CHAIRPERSON:
a. Clarifying the goals and objectives of the group and helping establish roles and responsibilities. b. Selecting the problems on which decisions have to be made and establishing their priorities.
II.
SHAPER:
objectives.
a. Shaping roles, boundaries, responsibilities, tasks and
b. Pushing the group towards agreement on policy and action and towards making decisions.
III. PLANT:
a. Advancing proposals and making criticisms that lead up to counter-suggestions. b. Offering new insights on lines of action already agreed.
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IV
MONITOR EVALUATOR:
a. Analyzing problems and interpreting complex written material. b. Assessing the judgments and contributions of others.
V.
COMPA NY WORKER:
a. Transforming talks and ideas into practical steps and considering what is feasible. b. Trimming the suggestions to make them fit into agreed plans and established systems.
VI. TEAM WORKER:

a. Giving personal supports and helps to others. b. Taking steps to avert or overcome disruption of the team.
VII. RESOURCE INVESTIGA TOR:

a. Introducing ideas and developments of the external origin. b. Contacting groups and individuals of own organization and engaging in negotiation type activities.
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VIII COMPLETE FINISHER

a. Emphasizing the need for task completion and generally promoting a sense of urgency. b. Looking for and spotting errors, omissions and oversights. Action-oriented Roles: Shaper, Implementer and complete finisher. People-oriented Roles: Chairman, Team Worker, and
Resource investigator. Cerebral Roles: Plant and Monitor evaluator. The accurate delineation of these Team Roles is critical in understanding the dynamics of any management of work team.
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2. MBTI: The MBTI (Myers-Briggs Type Indicator) is an instrument for measuring a persons preferences, using for basic scales with opposite poles. The four scales are: a. Extroversion! Intro version b. Sensitive/Intuitive c. Thinking/Feeling d. Judging/Perceiving The various combinations of these preferences result in 16 personality types. These types are typically denoted by four letters, for example-INTJ (Introversion, Intuition with Thinking and Judging) to represent ones tendencies on the four scales. The MBTI instrument determines preferences on four dichotomies:
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a. EXTRO VERSION-IN TRO VERSION. Describes where people prefer to focus their attention and get their energy--- from the outer world of people and activity or their inner world of ideas and experiences.
Extraverted Characteristics Act first, think/reflect later Feel deprived when cutoff from interaction with
Introverted Characteristics Amount of private time to recharge batteries
the Motivated internally, mind is sometimes so active it is
outside world Usually open to and
closed to outside world one-to-one and
motivated by outside world Prefer of people and things Enjoy wide variety and communication relationships
change in people
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b. SENSING-INTUITION: Describes how people prefer to take in information-focused on what is real and actual or on patterns and meanings of data. Sensing Characteristics Mentally live in Present Being practical and using common sense solutions is automatic of facts and past events Best improvise from past experience Like clear and concrete Introverted Characteristics Mentally live in the Future Using imagination and creating/inventing new Possibilities are automatic. patterns, contexts, and connections Best improvise from theoretical understanding fuzzy data and with guessing its meaning.
Memory recall is rich in detail Memory recall emphasizes
information; dislike guessing Comfortable with ambiguous, when facts are fuzzy
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c. THINKING-FEELING: Describes how people prefer to make decisions based on logical analysis or guided by concern for their impact on others.
Thinking Characteristics
Instinctively search for facts and logic in a decision
Feeling Characteristics
Instinctively employ personal feelings and impact on people in decision situations. Being sensitive to people
situation. Focus on tasks and work to be accomplished Easily able to provide an objective analysis Accept conflict as a natural, normal part of relationships with people. and critical
needs and reaction is a prime consideration. Naturally seek consensus and popular opinions. Unsettled by conflict; have almost a toxic reaction to disharmony.
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d. JUDGING-PERCEIVING: Describe how people prefer to deal with the outer world-in planned orderly way, or in a flexible spontaneous way.
Judging Characteristics
Plan many of the details in advance before moving into action. Focus on task related
Perceiving Characteristics
Comfortable moving into action without a plan; plan on-the-go. Like to multitask, have
action; complete meaningful segments before moving on. Work best and avoid stress when keep ahead of
variety, mix work and play. Naturally tolerant of time
pressure; work best close to the deadlines. Instinctively avoid
deadlines. Naturally use targets, dates and standard routines to
commitments which interfere with flexibility, freedom and variety.
manage life.
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THE MBTI USED IN: Self development Career development and exploration Relationship counseling Academic counseling Team building Coaching and mentoring Organisation development Problem solving The 8 Preferences and 16 Types: Extraversion Introversion Sensing Intuition Thinking Feeling Judging Perceiving ISTJ ISFJ INFJ INTJ ISTP ISFP INFP INTP ESTP ESFP ENFP ENTP ESTJ ESFJ ENFJ ENTJ
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3. SOCIAL STYLE TEST:]

Why we concerned about social styles at work? Regardless of the job, work relies upon interacting successfully with customers, peers, supervisors, or subordinates. This is an especially important concept for managers; most executives who fail do not do so because they lack experience or technical knowledge, but because of their interpersonal skills. Because many management problems that are attributed to others actually result from the managers own behavior, it is important to understand and manage your behavior so that you can manage others effectively. SOCIAL STYLE CONCEPT: There are four social styles, and each person has a dominant style, which influences the way that he or she works. Observable behaviors are the key to understanding a persons style, and the best way to discover your own style is to obtain feedback from others. None of the styles is better than another; what is important is to recognize your own style.
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THE FOUR SOCIAL STYLES:

As illustrated in the four-quadrant grid below, the degree to which you are seen as responsive (vertical axis) and as assertive (horizontal axis) determines your social style:
Responsiveness
Analytical
Driver
Amiable
Expressive
Assertiveness
1.
Analytical individuals display a lower level of both assertiveness and emotional expressiveness. They are usually precise, deliberate, and systematic in their work, and are organized, industrious workers.
2.
Amiable
individuals
are
generally
more
emotionally
responsive and less assertive than the average person. They tend to be sympathetic and understanding of others needs, and their trust in others may bring out the best in their subordinates, colleagues, and friends.
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3.
Expressive people are rather flamboyant with their relatively high level of both expressiveness and assertiveness. They are open to new ideas and to taking risks, and they typically make decisions quickly. Their spontaneity, humor, charm, and ability to persuade can lift the spirits of the people around them and can also be highly motivating.
4.
Drivers are highly assertive and emotionally controlled. These individuals are task-oriented, decisive, independent, and objective, and they are valued for their ability to produce results.
BACK-UP STYLES IN RESPONSE TO STRESS: If you are a Driver or an Expressive, you will probably become even more assertive. If you are an Amiable or Analytical, you are likely to become more passive. If you are an Expressive or Amiable, increase of responsive behaviors is likely; and if you are a Driver or Analytical, you are probably going to become even more emotionally controlled.
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SURVEY I
Purpose: To find the effectiveness of psychometric tests.
1. According to you psychometric tests at ICPL are: Effective Not Effective O.K. 2. Do these tests absolutely reveal the candidate's
personality? Yes No Upto some extent 3. How much weightage you give to these tests? Upto 40% Upto 60% Upto 80% 4. Do you think all aspects of personality are covered in these psychometric tests? Yes No
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5. If no, then what other aspects of personality should be measured? Personality Control factor Team Role Reactions in different situations 6. Do you think any other psychometric test is required? Yes No
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CONCLUSION OF SURVEY I: According to the above survey and interviews taken from the team heads of HR we concluded that:
These psychometric tests are effective up to some extend in revealing the personality of a candidate including attitude, feeling, thinking, intuition, perception etc. They do not cover all the aspects of personality in terms of control and affection. There is no specific measure for individual hold on control for example MBTI mainly focuses on individual
characteristic and BELBIN on team roles hence these test are unable to give specific measure for control.
Hence we decided to introduce one more test, which will reveal the personality of a person in terms of control and emotions.
We studied different psychometric tests and made a survey on tests, which are being used by other multinationals. We thoroughly studied their constraints and their respective
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outcomes
and
finally
we
decided
to
introduce
new
psychometric test called FIRO-B This test is covering all the aspects, which are necessary for an organization like:
Inclusion, control, and affection. It also reveals what an individual expects from others in terms of control, affection and inclusion.
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ABOUT FIRO-B: FIRO-B stands for Fundamental Interpersonal Relations
Orientation-Behavior. It is originally developed to identify how military personnel would work together in groups. It explains how personal needs affect interpersonal relationships. It provides a useful focus for leadership development,
teambuilding, mentoring programs and organizational change.
The instrument measures how individuals behave toward others and the behaviors they want back. Interpretations of an individuals FIRO-B profile can provide further insights into areas such as:
a. How individuals come across to others and why this may not be the real person, or the impression they intended to create.
b. How and why conflict develops between well-meaning people.
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c. How people can manage their own needs as they interact with others.
The FIRO-B measures a persons needs for:
Expressed Behavior (E) what a person prefers to do, and how much that person wants to initiate action
Wanted Behavior (W) how much a person wants others to initiate action, and how much that person wants to be the recipient
The FIRO-B instrument assesses interpersonal style- and its appropriateness in relationships on three levels:
1. INCLUSION: Expressed: I make an effort to include others in my activities. I try to belong, to join social groups- to be with people as much as possible.
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Wanted: I want other people to invite me to belong. I enjoy it when others notice me.
2.
CONTROL:
Expressed: I try to exert control and influence over things. I enjoy organizing things and directing others. Wanted: I feel most I comfortable try to get working clear in well-defined and situations. instructions. AFFECTION: Expressed: I make an effort to get close to people. I am comfortable expressing personal feelings and I try to be supportive of others. Wanted: I want others to act warmly towards me. I enjoyed when people share their feelings with me and when they encourage my efforts. expectations
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FIRO-B : instrument measures how much of these factor we consciously or unconsciously want and how much we consciously or unconsciously give.
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APPLICATIONS OF FIRO-B:
The FIRO-B questionnaire is ideally suited to: Team building and team development- identifying likely sources of compatibility or tension; identifying leadership style; aiding effective decision making; improving
communication, openness and trust; and resolving conflicts.
Individual development- increasing self-awareness and interpersonal effectiveness as part of the coaching process. Career development or personal growth.
Relationship counseling-identifying and resolving possible sources of incompatibility and dissatisfaction.
other
Selection and placement- but only in combination with assessment techniques. It can help to structure
interviews and assess likely team roles or interpersonal behavior.
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BENEFITS OF FIRO-B:
It is unique. Most personality instruments examine in
characteristics but not relation style. It is practical as well as offering insights into interpersonal needs and behaviors; the FIRO-B questionnaire yields practical suggestions for improving relationships or increasing effectiveness. It is based on comprehensive and powerful theory of interpersonal behavior. It has been revised, rewritten and redesigned all materials are now clearer, more comprehensive and easier to use. The current edition is based on British norms, increasing its relevance to European English users. It is detailed norms subdivided by gender, age,
educational level, occupational level and industry sectorgiving precise comparison with the clients scores It helps in defining your leadership style and show and show how might you can develop interpersonal relationships.
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WAYS TO USE FIRO-B:
Team building and team development Leadership development. Resolving conflict Communications workshops Personal development - either one-to-one or in a group Career development / Mentoring
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TYPES OF QUESTIONS ASKED IN FIRO-B TEST:

1)1 try to be with people 1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely 6. Never
3) I let other people decide what to do 1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely 6. Never
3) I join social groups 1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely 6. Never
4) I try to include others in my plans 1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely 6. Never
5) I try to being alone 1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely 6. Never
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6) I try to participate in group activities 1. Usually 2. Often 3. Sometimes 4. Occasionally 5.Rarely 6. Never
7) I am easily led by people 1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely 6. Never
8) I try to have people around me 1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely 6. Never
9) I let other people to decide what to do 1. Most people 2. Many people 3. Some people 4. A few people 5. One or two people 6. Nobody
10) My personal relations with people is cool and distant 1. Most people 2. Many people 3. Some people 4. A few people 5. One or two people 6. Nobody
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11) I try to have close relationship with people 1. Most people 2. Many people 3. Some people 4. A few people 5. One or two people 6. Nobody 12)1 like people to act close towards me 1. Most people 2. Many people 3. Some people 4. A few people 5. One or two people 6. Nobody 13)1 like people to ask me to participate in my discussions 1. Most people 2. Many people 3. Some people 4. A few people 5. One or two people 6. Nobody 14) I try to have other people to do things the way I want them done 1. Most people 2. Many people 3. Some people 4. A few people 5. One or two people 6. Nobody 15)1 like people to invite me to join their activities 1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely 6. Never 16)1 like people to act closely and personal with me 1. Usually 2. Often 3. Sometimes 4. Occasionally 5. Rarely 6. Never
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GRAPHICAL REPRESENTATION OF THE RESULT OF FIRO-B TEST:
Result FIRO-B
18 16 14 12 Score 10 8 6 4 2 0 Inclusion Control Parameter Expressed Wanted Total Affection
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WHY FIRO-B IS INTRODUCED ATIIHL?
REASONS:
To identify the candidate s compatibility with the
organization in terms of Control, Emotions and Inclusion. To reveal how interpersonal relations are effected by personal needs. To measure the candidates hold on his emotion. It clearly defines how person is going to respond in different situations. To know about control factor, candidates flexibility so that he will be controlled by others and attitude which reveals his ability to control others. Others test like Belbin and MBTI were focusing on team roles and individual characteristics but there was no specific measure for control and inclusion. It reveals the how much a person consciously and
unconsciously want from other and how much he give to others.
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NEED FOR THE TEST:
Through FIRO-B we get to know more about candidates Personality Perception Attitude Emotions Control Expectations from others Reactions In different situations Values Response to other
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INTERPRETATION OF FIRO-B TEST:
Interpretation of FIRO-B
INCLUSION Social Orientation Low < 4. Uncomfortable with people. Tends to move EXPRESSED away from them High>7. Comfortable with people. Tends to move towards them Low>5. Selective about with whom he associates Low<3. Leave me alone Low<3. Very selective about whom he enters into deep relationship with WANTED High>8. Strong need to be accepted and wanted High>6. Dependent male tolerant of Female few. High 6. Wants others to initiate close intimate relationship High>5. Can and makes decisions takes responsibility High>6. Tends to become Emotionally involved CONTROL Leadership Behaviour Low.1 Avoids Decisions & Responsibility AFFECTION Depth of Relations Low<3. Cautious in developing deep relations with others
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SURVEY II
Purpose: To get the feedback of FIRO-B 1. Is the FIRO-B test effective? Yes No 2. Does FIRO-B reveal the right picture of candidates
personality? Yes No Upto some extent 3. Did his test really improve the selection criteria at IIHL? Yes No 4. Is this test self-explanatory? Yes No 5. Is there any limitation of this test? Yes No 6. If yes, then what are they? IIMT Management College, Meerut
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Difficult to conduct Difficult to evaluate Difficult to understand Exhaustive paper work Time consuming evaluation 7. Suggestions if any
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CONCLUSION OF SURVEY II:
According to the above survey and interviews with the team head we get to know that:
1. F The FIRO-B test is very much effective in revealing the right personality of an individual.
2. It is very much helpful in judging the control, affection and inclusion of a person towards others and expectations from others. It is easy to conduct and useful in revealing the hidden characteristics of a person.
3. Normally all the test in IIHL Electronics are conducted online so we get the results automatically but problem arises in case of campus & branch recruitment where online tests are not possible and evaluation is done manually. candidates. There we give hardcopy of test to the
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4. The manual evaluation of FIRO-B test is very much lengthy and time consuming. It approximately takes ten minutes in evaluation of one test only.
Hence sometimes because of the lack of time, analysis of FIRO-B is not possible.
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PROBLEMS IN MANUAL EVALUA TION OF FIRO-B IN CAMPUS RECRUITMENT:
Time consuming Exhaustive paper work Lengthy and tiring procedure More HR people required for evaluation Problem in keeping the record
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TO OVERCOME THIS PROBLEM WE REGIS TERED A QIC:
WHAT IS QIC?
QIC (Quarterly Internet Campaign) is mainly used to improve the technology.
To improve the recruitment and minimize the time of evaluation we made software, which will reduce the time of evaluation up to 65%.
It is build on excel sheets to make the software easier to understand and less complicated.
In this initially we showed a comparison between previous processes of manual evaluation of psychometric test with present computerized evaluation.
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Description of the steps in manual and computerized evaluation of test and each step showing the time variance between the two processes.
No more exhaustive paper work is required after using this software.
The whole process of analysis of test is very much time consuming since it takes 3 hours approximately in one campus for FIRO-B evaluation the but by the use of of test
computerized
evaluation
same
number
evaluation we can do just ln I hour 15 minutes.
It is very convenient for interviewer to just check the test scores from computer screen than pile of paper.
This QIC is effective to the organization in terms of time and cost both.
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PREVIOUS PROCESS FOR EVALUATION OF FIROB TEST:
Manual PsychoManual PsychoTest Test
Manual Manual Evaluation Evaluation
Analysing Analysing Result by HR Result by HR
LOI Issued if LOI Issued if Selected Selected
Call for Call for interview interview
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Several steps of the evaluation of the FIRO-B test sheets are:
STEP 1. The process starts from the manual psycho test. A hard copy of psychometric test including BELBIN, MBTI SOCIAL STYLE TEST and FIRO-B is given to the candidates. STEP 2. After the completion of the test, HR people manually evaluates the FIRO-B test sheet .ln the evaluation of the test copy minimum two HR people are required and it takes
approximately 10 minutes for one copy. STEP 3. After analyzing, rating is done by the interviewers and they shortlisted the candidate accordingly. STEP 4. Shortlisted Candidates are called for the final interview, which is taken by HR heads and other departmental heads. STEP 5. LOI (Letter Of Intend) is issued to the candidate if selected.
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PROBLEMS IN MANUAL EVALUATION OF FIRO-B:
There are various problems which HR people face in the manual evaluation of the FIRO-B test. These problems are:
Exhaustive paper work. Time consuming. Difficult to evaluate. Chances of wrong evaluation. Lengthy and tiring procedure. Adverse effect on companys goodwill.
Creates confusion among interviewer and interviewees. Difficult to see the scores of test of respective candidate at the time of interview.
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PRESENT PROCESS FOR EVALUATION OF FIRO-B TEST:
Manual PsychoManual PsychoTest Test
Manual Manual Evaluation Evaluation
Automatic Automatic Calculation of Calculation of Scores Scores
LOI Issued if LOI Issued if Selected Selected
Call for Final Call for Final interview interview
The above process map shows the computerized evaluation or the FIRO-B test.
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It includes several steps which are: Step 1. The process starts from manual psycho test. A hard copy of all the four psychometric tests are given to the candidate.
Step 2. After completion of the test there is an evaluation of the test.
FIRO B COMPUTERIZED ANALYSIS SHEET:
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In the above sheet HR people are required to fill only the scores, which the candidate has marked in the question sheet. After filling the scores of all the 54 questions, there will be an automatic evaluation of the test and finally we get the result. This procedure of computerized evaluation hardly takes 3 minutes.
STEP 3. After filling the scores into excel sheets, they just need to click on the corresponding worksheet, which will automatically show the respective answers of evaluation. It can show the result of 30 candidates simultaneously.
This software is made from the simple excel formulas which is easy to understand and access and there is no need to maintain bulk of papers.
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This computerized sheet is shown below:
FIRO-B RESULT SHEET

STEP 4. HR head takes the final interview of the short listed candidate.
STEP 5. An LOI is issued if the candidate is selected.
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BENEFITS OF COMPUTERIZED EVALUATION OF THE FIRO-B TEST:
Easy evaluation. Accurate result. Less consumption of time. Less chance of errors. No exhaustive paper work required. Builds Companys goodwill. Make these tests more efficient. No need to maintain files to keep the record. We can keep the record of 30 candidates at one sheet only.
As the software is made on excel sheets hence there is no complicated coding .so it is easier to detect the error and rectify it.
Evaluation can be easily done by a single person.
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TIME SAVED AFTER COMPUTERIZED EVALUATION:
The above sheet shows that the total time saved after the computerized evaluation of the FIRO-B test is 3105-min. i.e. 52 hours (approximately).
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GRAPHICAL REPRESENTATION OF THE TIME SAVED AFTER COMPUTERIZED EVALUATION:

84 hrs
52 hrs
52
32 hrs
Time Saved = 52 hrs.
The over all calculation shows that the procedure of manual evaluation of the FIRO-B test of only one candidate takes 7.2 minutes which is very much lengthy and tiring procedure. There should be at least two HR people required for the evaluation. One for telling the scores verbally and one for marking the scores on the assessment sheet.
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But in the case of the computerized evaluation of the test of one candidate, the total time consumed is only 3 min. which is very much less and the process of evaluation is very much easy also. Only one HR people can also do this evaluation. Hence the total time, which we are saving after the
implementation of the technique of computerized evaluation, is approximately 52 hours.
GRAPHICAL
REPRESENTATION
OF
THE
MONEY
SAVED AFTER COMPUTERIZED EVALUATION:
Rs . 24000
Rs. 15000
Rs . 9000
Money saved Rs. 15000 per annum.
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The above graph is showing that the cost included in the manual evaluation was Rs. 24000 approx. but the cost of comp7uterized evaluation is just Rs. 9000 approx. Hence we are saving Rs. 15000. Result: Hence the computerized evaluation of the test is effective in terms of time and cost both.
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ANALYSIS SHEET OF MBTI
Above is the analysis sheet of MBTI test. In this HR people feed the score given by the candidate and it automatically give the result. This is also very much effective and time saving.
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RESULT SHEET OF MBTI:
Above is the result sheet of the MBTI test, which gives the description of the personality traits of the candidate.
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SUGGESTIONS ABOUT PSYCHOMETRIC TESTS:

TEAM HEADS CANDIDATES
SUGGESTIONS OF CANDIDA TES: It helps the candidate to be more confident and comfortable with organization by solving these general questions. It gives a picture of organizations work culture, which sincerely consider the employees attitude, thinking, perception, control etc. Four psychometric tests are too lengthy and time consuming. Asking the same thing in different manner in questions creates frustration among candidates.
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SUGGESTIONS OF THE TEAM HEAD:
All the four psychometric tests are very much effective in revealing the overall personality of the candidate, which help the organisation in judging the right candidate to the right job. There should be a specific time limit of completing these tests. The completion time of these tests should be I hrs 30 min. The concept of the psychometric tests should be made clear to other departmental heads for the better use of these tests. All the tests should not be circulated to every candidate. There should be a specific test for a specific position. Questions in these tests are repeated to check the
consistency of a person.
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RECOMMENDATION
These test results should be discussed with the selected candidates after the interview so that they will get to know the area where they need to improve. As discussed above all the four tests are made to reveal the personality traits for different designations or positions hence we should not give all the four tests to all the candidates to make the whole process less tiring. HR people should be more particular about the time limit of the test. HR head should clear the objective of these psychometric tests to other departmental heads also so that they can consider the effectiveness of these tests seriously at the time of interview.
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BIBLIOGRAPHY
Organisation Behaviour (9th Edition) - L.M. Prasad Industrial Relation Recruitment Literature India Today News Paper o Times Of India o Hindustan Times www.google.com
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CONTENTS

Suggestions Recommendations Bibliography

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

HARSHIT TANDON MBA IV SEM.

IIMT Management College, Meerut

IIMT Management College, Meerut

INDIA INTERNATIONAL HOUSE LTD. COMPANY PROFILE

IIMT Management College, Meerut

President Mr. Sudish Kumar Gupta

MD Mr. Abhishek Gupta

GM Quality Assurance Mr. K.G. Rastogi

GM Operations Mr. Brajesh pachori

GM Human Resources Mr. Kumar

GM Purchasing Ms. Shewta Joshi

GM Accounts Ms. Sunta Gupta

GM R&D Mr. Pradeep Tiwari

IIMT Management College, Meerut

INDIA INTERNATIONAL HOUSE LIMITED

To U.S.A., Canada, U.K., Australia, Germany, South Africa and Asia.

IIMT Management College, Meerut

FACTORIES - ALL WITHIN 10 KM IN DELHI

IIMT Management College, Meerut

WHY CHOOSE INDIA INTERNATIONAL HOUSE?

IIMT Management College, Meerut

IIH CORE COMPETENCIES

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

PRODUCTION PROCESSES OFFERED

IIMT Management College, Meerut

IIMT Management College, Meerut

INDIA INTERNATIONAL HOUSE LTD. ANALYSIS

IIMT Management College, Meerut

IIMT Management College, Meerut

Care you products...

IIMT Management College, Meerut

Cleaning and Caring for Stainless Steel

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

IIMT Management College, Meerut

List of different roles of an individual and their observed contributions:

a. Shaping roles, boundaries, responsibilities, tasks and

IIMT Management College, Meerut

VI. TEAM WORKER:

VII. RESOURCE INVESTIGA TOR:

IIMT Management College, Meerut

VIII COMPLETE FINISHER

IIMT Management College, Meerut

IIMT Management College, Meerut

Introverted Characteristics Amount of private time to recharge batteries

the Motivated internally, mind is sometimes so active it is

outside world Usually open to and