PART-A PART-A CHAPTER-1 CHAPTER-1 INTRODUCTION INTRODUCTION HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Human resource management deals with the management of people in an Human resource management deals with the management of people in an organization.
organization. It It is is assessed assessed and and accepted accepted that that human human resource resource are are the the mainmain components
components of of an an organization organization and and the the success success or or failure failure of of the the organizationorganization depends
depends on on how how effectively effectively this this component component is is managed. managed. Human Human resourceresource Management is a management func
Management is a management functions that helps the manager‟s totions that helps the manager‟s to recruit, select,recruit, select, train & develop members of an organization. To promote the satisfaction both train & develop members of an organization. To promote the satisfaction both individual and organizational needs goals and objectives.
individual and organizational needs goals and objectives.
The concept of human resource management defined as the planning, The concept of human resource management defined as the planning, compensation, integration, maintenance and separation of human resource to the compensation, integration, maintenance and separation of human resource to the end individual.
end individual.
1.2
1.2 Definition Definition of of HRM:-
HRM:-C
C H H North North cotter: cotter: “ “ personnel personnel managememanagement nt is is an an extension extension of of generalgeneral
management,
management, that that of of promoting promoting and and stimulating stimulating every every employees employees to to make make hishis
fullest
fullest contribution contribution to to the the purposes purposes of of the the businessbusiness”.”.
C H North cotter C H North cotter
HRM is defined as “the management of human resources is v
HRM is defined as “the management of human resources is viewed as a system iniewed as a system in
which participants seeks to attain both individual & group goals.” which participants seeks to attain both individual & group goals.”
Dale Yoder Dale Yoder
1.3 Nature of
1.3 Nature of
HRM:-It tries to secure the
It tries to secure the best from people by winning their wholehearted cooperation.best from people by winning their wholehearted cooperation. It has following features:
It has following features:
Science as well as art
Science as well as art :: human human resource resource management management is is a a science science has has it it containscontains an
an organized organized body body of of knowledge knowledge consist consist of of principle principle and and techniques. techniques. It It is is alsoalso an art handling people is one of the most creative art it involves application of an art handling people is one of the most creative art it involves application of theoretical knowledge through the problem of human resource.
theoretical knowledge through the problem of human resource.
Pervasive force
Pervasive force:: HRM is a comprehensive as well as pervasive in nature. ItHRM is a comprehensive as well as pervasive in nature. It applies in all the functional areas like production, marketing, finance, research etc. applies in all the functional areas like production, marketing, finance, research etc. it permits all the
it permits all the levels of management in an organization.levels of management in an organization.
Staff function
Staff function:: HRM HRM is is a a responsibility responsibility of of all all line line manager manager and and a a function function of of staff
staff manager manager in in an an organization. organization. Human Human resource resource managers managers do do not not producedproduced or
or sell sell goods, goods, but but they they do do contribute contribute to to the the success success and and growth growth of of anan organization
organization
Continuous process
Continuous process:: According to Terry, HRM is not a one short deal. It cannotAccording to Terry, HRM is not a one short deal. It cannot be
be practiced practiced only only by by one one hour hour each each day day or or one one day day in in a a week. week. It It requires requires aa constant alertness and awareness of human relations and their importance in every constant alertness and awareness of human relations and their importance in every day operations.
day operations.
Future oriented:
Future oriented: Effective HRM helps an organization to meet its goals in theEffective HRM helps an organization to meet its goals in the future.
1.3 Nature of
1.3 Nature of
HRM:-It tries to secure the
It tries to secure the best from people by winning their wholehearted cooperation.best from people by winning their wholehearted cooperation. It has following features:
It has following features:
Science as well as art
Science as well as art :: human human resource resource management management is is a a science science has has it it containscontains an
an organized organized body body of of knowledge knowledge consist consist of of principle principle and and techniques. techniques. It It is is alsoalso an art handling people is one of the most creative art it involves application of an art handling people is one of the most creative art it involves application of theoretical knowledge through the problem of human resource.
theoretical knowledge through the problem of human resource.
Pervasive force
Pervasive force:: HRM is a comprehensive as well as pervasive in nature. ItHRM is a comprehensive as well as pervasive in nature. It applies in all the functional areas like production, marketing, finance, research etc. applies in all the functional areas like production, marketing, finance, research etc. it permits all the
it permits all the levels of management in an organization.levels of management in an organization.
Staff function
Staff function:: HRM HRM is is a a responsibility responsibility of of all all line line manager manager and and a a function function of of staff
staff manager manager in in an an organization. organization. Human Human resource resource managers managers do do not not producedproduced or
or sell sell goods, goods, but but they they do do contribute contribute to to the the success success and and growth growth of of anan organization
organization
Continuous process
Continuous process:: According to Terry, HRM is not a one short deal. It cannotAccording to Terry, HRM is not a one short deal. It cannot be
be practiced practiced only only by by one one hour hour each each day day or or one one day day in in a a week. week. It It requires requires aa constant alertness and awareness of human relations and their importance in every constant alertness and awareness of human relations and their importance in every day operations.
day operations.
Future oriented:
Future oriented: Effective HRM helps an organization to meet its goals in theEffective HRM helps an organization to meet its goals in the future.
1.4 Scope of HRM: 1.4 Scope of HRM:
The Indian Institute of Personal Management has specified the scope of HRM. The Indian Institute of Personal Management has specified the scope of HRM. HRM
HRM is indeed very vast. All major activities in the working life of a worker fromis indeed very vast. All major activities in the working life of a worker from the time of his or her entry into the organization until he or she leaves- come under the time of his or her entry into the organization until he or she leaves- come under the purview of HRM.
the purview of HRM.
Personal aspect:
Personal aspect: This is concerned with manpower planning, recruitment,This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, and selection, placement, transfer, promotion, training and development, and retrenchment, remuneration, incentives, productivity, etc.
retrenchment, remuneration, incentives, productivity, etc.
Welfare aspect:
Welfare aspect: It deals with the working condition and amenities such asIt deals with the working condition and amenities such as canteen, rest, and lunch room, housing, transport, medical assistance, education, canteen, rest, and lunch room, housing, transport, medical assistance, education, health and safety, recreation facility, etc.
health and safety, recreation facility, etc.
Industrial relations aspect: This covers union
Industrial relations aspect: This covers union – – management relations, joinmanagement relations, join consultation, collective bargaining, grievance and disciplinary procedures, consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc
settlement of disputes, etc
1.5. Objective of HRM:
1.5. Objective of HRM:
It is a process of bringing people &
It is a process of bringing people & organizations together so that the goals of organizations together so that the goals of eacheach are met;
are met;
The principal objectives of HRM may be listed thus The principal objectives of HRM may be listed thus
Development of individual or groups.Development of individual or groups.
To help the organization reach its goals.To help the organization reach its goals.
To provide the organization with To provide the organization with well-trained and well-motivated employees.well-trained and well-motivated employees.
Recognition Recognition individual individual needs needs and and group group goals.goals.
To increase to To increase to the fullest the ethe fullest the employee‟s job satisfaction.mployee‟s job satisfaction.
Integration of individuals and Integration of individuals and groups.groups.
Industrial Peace.Industrial Peace.
Better Quality of Working Condition of employeesBetter Quality of Working Condition of employees
1.6 Importance of 1.6 Importance of
HRM:-Human resource is through the combined concerted efforts of people and its Human resource is through the combined concerted efforts of people and its people to realize their resp
people to realize their respective goals thus:ective goals thus:
Corporate level Corporate level
good
good human human resource resource practices practices can can help help in in attracting attracting and and retainingretaining best
best people in the people in the organization .it organization .it will will need need in in short short medium and longmedium and long run.
run. HRM HRM can can help help an an enterprises enterprises in in achieving achieving its its goals goals moremore efficiently
efficiently And And effectively effectively in in the the following following ways.ways.
Professional Professional
Effective management of hrs help to improve the quality of work Effective management of hrs help to improve the quality of work life.
life. It It contributes contributes to to professional professional growth growth in in the the following following ways.ways. Allocating work property and scientifically.
Allocating work property and scientifically.
Social level
Social level
Multiplies employment opportunities .Scarce talent is put to best use. Multiplies employment opportunities .Scarce talent is put to best use. Provides suitable employment that gives social and psychological Provides suitable employment that gives social and psychological satisfaction
Individual’slevel
It promotes team work and team spirit among employees. It offers excellent growth opportunities to the people who have the potential to rise. It allows people to work with commitment.
National level
Human resource and their management play an important role in development of a nation. People with right skills, proper attitudes and appropriate values helps the nation to get ahead and complete with the best in the world leading to better standards of the living and better employment.
i)Organization functions:
Human resources planning Employee relations
Selection
Training & development
Appraisal, placement & assessment
ii) Personnel functions:
Training & development Appraisal & placement Compensation
iii) Societal functions:
Legal compliance Benefits
Union management relation.
HRM HELPS IN
Attract and retain talent
Train people for challenging roles Develop skills an d competencies Promote team spirit
Increase productivity Improve job satisfaction
HIERARCHY OF HUMAN RESOURCE MANAGEMENT
GENERAL MANAGER HUMAN
RESOURCE
HUMAN RESOURCE MANAGER
MANAGER EMPLOYEE RELATION
EXECUTIVE HUMAN RESOURCE
ASSOCIATE HR
Good HR practice helpsPART- B
INDUSTRY PROFILE
OVERVIEW OF GLASS INDUSTRY
Glass is one of the most useful materials in our daily lives. There is a special relationship between glass and building glass is a magical material which has so many different properties and uses, that it has presented many new possibilities and designs. The type of glass presently manufactured in India is float glass and sheet glass.
The glass industry in India is worth around rs5, 500 corer. Which has which has which has shown good growth in the past few quarters drive by an uptick in demand from user-industries such as infrastructure, construction, automobiles, food processing beverages, pharmaceuticals and cosmetics ,among others. The glass industry is diversifying into interior decoration, furniture, murals and other value additions to keep the show going .the growth of the industry is dependent on construction and architecture activities..
However, the automobile sector is still is still a big user of flat glass .the construction sector is the largest consumer of float glass. Around 60% of the total production is used by the construction sector, the glass sector has been growing at 10-12per cent a year over the past five years real estate is the biggest consumer of flat glass for windows, doors, partition and a host of other applications.
Global demand for flat glass will rise 5.5 percent annually through 2012 spurred by a healthy building construction environment and rapid growth in newer flat
Developing countries in Asia (especially china and India), Latin America. eastern Europe and the Africa/Mideast region will show the strongest advances. The global market for flat glass is dominated by Europe, china and north America. These three region account for more than two-third of global market demand .emerging markets, like India, with extremely low per capita consumption of glass present a potential growth opportunity. Some of the top players in this sector are
asahi India glass ,NSG group, saint-goblin, guardian industries and Hindustan national glass.
With stability on the cost side and good outlook on the demand side. The glass segment has good prospects. Robust growth in automobiles. Infrastructure. Liquor& other beverages. Boom in building and construction will see the glass industry at its best in the coming year
At the 61st annual session of the all India glass manufacturers‟‟ federation, held in
new Delhi last September, retiring president, sanjay so many reviewed key issues facing the local glass industry, in the presence of DR Ajay dua, secretary (IPP), ministry of commerce and industries, government of India , a summary of Sanjay
somany‟s presentation is given below, together with details of federation‟s newly
elected officers.
Despite the uncertainties associated with two consecutive coalition governments. The Indian economy has undergone rapid and all-encompassing change, clearly indicating the strengths of Indian democracy. Economic policy changes have eased out Indian enterprise from governmental control towards globalization of the economy. These measures have borne fruit and the economy is on a steady progressive path.
In spite of petroleum price hikes. Inflation is under control and the national economy is expected to grow by around 7% the balance of payments continues to be favourable and India has comfortable foreign exchange reserves.
Promoting the industry
Since its inception in 1944, the all India glass manufacturers‟ federation has been
promoting the cause of all segments of the local glass industry. Sustained efforts are being made by members of the federation to promote the industry. Sustained efforts are being made by members of federation to promote the industry‟s growth
and development.
Diversified capabilities
The Indian glass industry has a rich history. From mouth blown and hand working processes. It has taken to automation in a big way. Although traditional manufacturing processes have not been abandoned. Mouth blown and handcrafted glassware have a dominant role in decorative and table glassware, products which are exported in large quantities
The majority of raw materials required by the industry are available locally, providing excellent scope for growth and development
Exports
Dramatically increased levels of glass and glass ware exports have been recorded in recent years , from US $35 million in 1993-94 to US$200 million in 2002-03 and us$227 million in 2003-204 (all figures are approximate currency conversions: Ed). In the last 12months, increasing production costs have slowed the rate of growth, however, to a level of us $234 million.
Products to achieve strong export growth in 2004-05 were glass fibre; ophthalmic lenses glass lamp ware, container, bangles, table/kitchenware, mirrors, glass beads and false pearls, export.
New AIGMF officers
Elected to replace Sanjay as president of the AIGMF for the current term of office is PK Kheruka, vice chairman and managing director of borosil glass works ltd, Mumbai. His successor as senior vice president is Satish Kumar jhunjhunwala of Shree Gobinddeo glass works ltd, Kolkata. Newly elected to the role of vice president is Mukul so many from Hindustan national glass & industries ltd. Honorary general secretary is SC bansat of adarsh kanch udyog (p) ltd, Firozabad and honorary treasurer, Shantanu chand, the mahalakshmi glass works pvt ltd .Mumbai.
The Indian glass industry is poised at an interesting point. Product of world-class quality is easily available in India. The pricing is also competitive.
Indian architects and designers have shown awareness of the design possibilities with glass and have responded enthusiastically. The overall market growth is healthy, but some of challenges are
There is the challenge of excess capacity. Whether in upstream or downstream there is excess capacity and this has meant that the profitability of the manufacturers has been under pressure.
There is also a continuous upward spiral in the cost of inputs and energy. This has meant that the cost have been going up faster then the revenues.
There is also a tremendous pace of new capacity creation in downstream-while the real capacity utilization has been poor.
All the above taken together means that, while the demand side is not seen to be a major problem, profitability will be under considerable pressure-both in the upstream as well as the downstream .further capacity addition will have to be evaluated carefully as the latest entrants usually do so with the highest cost structure it would be interesting to seen how the industry copes with these opportunities and challenges in the next few years. Unlike in the past glass plays a very significant role in the building and construction industry today. How has quality and customer perception of Glass changed?
Glass is becoming an increasing popular building material the world over. And India is no exception. Part of the reason for the increasing popularity is its transparency. Glass helps people to see through, to stay in touch and to communicate. It connotes openness: an important trend in contemporary architecture. and today there is no much more possible with glass because of technological advantages. In terms of enhanced strength increased safety, superior acoustics, exceptional energy control. Excellent day lighting etc., that it is but natural that architectures front glass has always scored high in terms of embellishing to the beauty of any architectural creation.
Glass reduces the weight on the foundation and makes for a lighter building. It can reduce the weight on the foundation by 12times when used instead of a brick wall. It reduces maintenance costs and makes for a comfortable
environment.
It optimizes the use of natural lights, thereby not only making it more comfortable for occupants but also reducing the use of electricity.
Today glass solutions offer a wide range of energy control possibilities- one can cut the heat coming into the buildings in warm climates or reduce the heat seeping out in cold climates or even do both in places with extremes of temperature between summer and winter.
PART-C
INTRODUCTION TO THE TOPIC
Recruitment is a process of finding and attracting potential candidates for the job available. Recruitment is a set of activities an organization uses to attract job candidates who have the abilities and attitude needed to help the organisation
achieve its objectives. There are three stages of recruitment process from job applicants. Recruitment is a continuous process because of staff departure, changes in business requirement, change in business location and promotion. It also contains addresses of various and top placement consultants and the pricelist of advertisements in the magazine.
RECRUITMENT:
It attracts candidates who have the abilities and attitude needed to help the organization to achieve its objectives.
DEFINITIONS:
“Recruitment is the process of search for prospective employees and stimulating and encouraging them to applied for jobs in the an organization”.
--FLIPPO
“Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an
SELECTION
“Selection is the process of choosing the best from the suitable candidates and rejecting the others”. To select means to choose .Selection is the process of picking individuals who have relevant qualifications to fill the jobs in an
organization.
Purpose of selection: The purpose of selection is to pick up the most suitable candidate who would best to meet the requirements of the job and the organization- in other words, to find out which job applicant will be successful, if hired. The needs of job are matched with the profile of the candidates. The most suitable person is then picked up after eliminating the less suitable applicants through successive stages of the selection process.
RECRUITMENT V/S SELECTION
Recruitment is identification of sources from where the candidates can be employed and motivates them to offer for the employment whereas Selection is choosing the most suitable person for employment.
Recruitment and Selection can be simply defined as matching the skills a potential employee has to offer with the needs of the job for which he is required.
Recruitment and Selection: Since success of any organization depends on the achievements of corporate objectives, the right kind of manpower with high competitive spirit and dedication towards the organization is required.
Such manpower is obtained only through right choice among people. Being such a vital aspect, it is still treated as task that has got over as quickly as possible. Recruitment and selection are closely connected function of an organization. Both the activities aim at obtaining suitably qualified employees.
Recruitment is referred to all activities directed towards locating potentials employees. It is also taken as an attraction of applicants from suitable candidates. The process of recruitment starts after job analysis, through which organization decides what kind of skills, knowledge‟s, and abilities are needed for the position.
Recruitment process flow chart (internal)
NO
YES
Updating existing manpower monthly
Discussion with manufacturing Head & PI. HR Head
Collect job description from the manager concerned.
Final discussion & decision on executing recruitment plan
Update manpower requirement
Information to employee referral and to the recruitment agencies
Collect screen caves Start
SELECTION PROCESS
Yes No
Selected candidate
Organisation department
interview & second round, short list the final round.
Make offer to the selected candidate
Conduct final interview & Second round, shortlist the final round.
Send for pre-em lo ment medical
Arrange for joining formalities Issue of appointment order Conduct Reference check End Induction training Deployment to the concerned De artment
Sources of Recruitment:
Before an organization activity begins recruiting applicants, it should consider the most likely source of the type of employee it needs. Some companies try to develop new sources, while most only try to tackle the existing sources they have. These sources, accordingly, may be termed as internal and external.
i) Internal sources: Whenever any vacancy occurs, somebody from within the organization is upgraded, transferred, promoted or sometimes demoted. This source also includes personnel who were once on the pay-roll of the company but who plan to return or whom the company would like to rehire, such as those on leave of absence, those who quit voluntarily, or those on production lay-offs.
a) Employee Referrals
Employee Referrals can be a good source of internal recruitment. Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company furnishing letters of introduction and even encouraging them to apply.
b) Candidate referrals:
Candidate referrals are another important source of recruitment .Candidates are made to compulsorily give 2 numbers who are looking out for jobs.
c) Pervious Applicants:
Those who have previously applied for jobs can contacted by mail, a quick and inexpensive way to fill an unexpected opening. Although Walk-ins‟ are likely
to be more suitable for filling unskilled and semi-skilled jobs, applicants to previous jobs can fill some professional openings.
ii) External Sources: a) Advertisements:
These constitute a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Advertising in newspaper,
Internet and magazines is the most frequently used method when qualified or experienced personnel are not available from other sources.
b) Employment Exchanges:
They have been set up all over the country in deference to the provisions of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 the Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filled.
c) Campus Recruitment:
Colleges, universities, research laboratories, sports fields and institutes are fertile ground for recruiters. Campus recruitment is a direct recruitment.
d) Walk-ins, Write-ins and Talk-ins:
The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to
meet future needs. From employees‟ viewpoint,
Walk-ins are preferable as they are free from hassles associated with other methods of recruitment.
Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing.
Talk-ins is becoming popular nowadays. Job aspirants are required to meet the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter.
e) Contractors:
Contractors are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided.
f) Displaced Persons:
Sitting and implementation of a project in an area would result in displacement of several hundred inhabitants. Rehabilitating the displaced people is a social responsibility of business. Such people are a source of recruitment, not only for the project, which causes the displacement, but also for other companies located elsewhere. The government mandates rehabilitation of displaced persons.
g) Radio and Television:
Government departments use radio and television but sparingly, and that too, only. Companies in the private sector are hesitant to use the media because of high costs and because they fear that such advertising will make the companies look desperate and damage their conservative image. Radio and television can be used to reach certain types of job applicants such as skilled workers.
h) Acquisitions and Mergers:
Another method of staffing organizations is a result of the merger of acquisition process. When organizations combine into one, they have to handle a large pool of employees, some of whom may no longer be necessary in the new organization.
i) Competitors:
Rival firms can be a source of recruitment. Popularly called „poaching‟ or „raiding‟, this method involves identifying the right people in rival companies,
offering them better terms and luring them away. Firms poach on right people in rival companies by offering better terms and lure them away.
j) E-Recruiting:
Perhaps no method has ever had as revolutionary an effect on recruitment practices as the Internet. It involves screening candidates electronically, directing potential hires to a special website for online skill assessment, conducting background checks over the internet, interviewing candidates via
SELECTION PROCESS:
Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment and different jobs within the same organization. Selection procedure for senior levels will be long-drawn .but it is simple and short while hiring for entry levels.
a)Preliminary interview:
The preliminary interview‟s purpose is more or less the same as scrutiny of
applications. Scrutiny enables the HR specialists to eliminate unqualified job seekers based on the information supplied in their application forms. It also helps in rejecting the misfits for the reasons, which do not appear in the application
forms. Preliminary interview is also called “courtesy interview” as it builds a good
public relation.
b) Selection Test:
Job seekers who pass the screening and the preliminary interview are called for the further tests. Different types of tests may be administered depending on the job requirements. Different types of tests are as follows.
c) Intelligence tests:
The basic objective of intelligence tests is to pick up employees who are alert and quick at learning things so that they can be offered adequate training to improve their skills for the benefit of the organization. Intelligence tests do not measure any single trait, but rather several abilities such as vocabulary, verbal fluency, memory, flow of thought, numerical ability, perception, spatial visualization, etc.
c) Aptitude tests:
Aptitude tests measure an individual‟s potential to learn certain skills-clerical, technical, mechanical, mathematical, etc. These tests indicate whether or not an individual has the ability to learn a given job quickly and effectively. That is why the aptitude test is administered in combination with other tests, like intelligence and personality tests.
d) Personality tests:
Of all the tests required for selection, personality tests have generated lot of heat and controversy. The definitions of personality, methods of measuring personality factors and the relationship between personality factors and actual job criteria have been the subject of much discussion. Personality tests are used to
measure basic aspects of an applicant‟s personality such as motivation, emotional balance, self-confidence, interpersonal behaviour, introversion, etc.
e) Achievement tests:
These are designed to measure what the applicant can do on the job currently, i.e., whether the tested actually knows what he or she claims to know. A
typing test shows typing proficiency, a shorthand test measures the tester‟s ability
to take dictation and transcribe, etc.
f) Interest tests:
These tests are used to measure an individual‟s activity prefer ences. These tests are particularly useful for student considering many careers or employees deciding upon career changes.
g)Simulation tests:
Simulation exercise is a test which duplicates many of the activities and problems that an employee faces while at work. Such exercises are commonly
used for hiring managers at various levels in an organization.
h)Employment Interview:
Interview is a formal, in depth conversation conducted to evaluate the
applicant‟s acceptability. Interview can be adopted to unskilled, skilled, managerial and professional employees.
It allows a two-way exchange of information, the interviewers learn about the
applicant and the applicant‟s leans about the employer.
The different types of interviews are as follows:
i) One-to-one interview: This consist of participants i.e. the interviewer and interviewee.
ii) Sequential interview: It involves a series of interview, usually utilizing the strength and knowledge base of each interviewer, so that each interviewer can ask question in relation to his or her subject area of each candidates.
iii) Stress interview: It attempts to learn how the applicant will respond to pressure. This technique is more relevant in job involving stress.
iv) Reference and Background interview:
In this stage many employers request names, addresses, & telephone numbers or the reference for the purpose of verifying information and perhaps gaining additional background information of an applicant.
Although listed on the application form references are not usually checked until an applicant has successfully completed the interview stage of the selection process.
v) Selection decision: In this stage the final selection decision has to be made from the pool of individuals who pass the tests, interviews and the reference checks. The views of line managers will be generally considered in the final selection because they are responsible for the performance of new employee.
vi) Physical examination: In this stage the candidates are required to undergo a physical fitness test. A job offer is often contingent upon the candidate being declared fit after the physical examination. The results of the medical fitness test are recorded in a statement and are preserved in the personnel records.
vii) Job offer: Job offer is made through a letter of appointment. Such a letter generally contains a date by which the appointee must report on duty.
The appointee must be given reasonable time for reporting. This is particularly necessary when he/she is already in
Employment; in that case the appointee is required to obtain a relieving certificate from the previous employer.
viii) Contracts of Employment: After the job offer, has been made and the candidates accept the offer, certain documents need to be executed by the employer and the candidate. One such document is the attestation form. This contains certain vital details about the candidate, which are authenticated and attested by him/her. Attestation form will be valid record for future reference.
ix) Evaluation of Selection Program me: The selection program can be evaluated by a periodic audit. People who work independent of the HR department must conduct audit.
MODERN METHODS OF RECRUITMENT i) Walk – In:
The busy organization do not find time to perform the various functions of recruitment .Therefore ,they potential candidates to attend or an interview directly on a specified data, time and at a specified place. The suitable candidates from among the interviews will be selected for appointment after screening the candidates through test and interviews.
ii) consult-in:
The busy and dynamic companies encourage the potential job seekers to approach them personally and consult them regarding the jobs. The companies select the suitable candidates from such candidates through the selection process.
iii) Head hunting:
The company‟s request the professional organisation to search for the best candidates particularly for the senior executive positions. The professional organizations search for the most suitable candidates and advice the company regarding the filling up of the positions. Head hunters are also called search consultants.
iv) Body shopping:
Professional organizations and the hi-tech training institutes develop the pool of human resources for the possible employment. The prospective employers contact these organizations to recruit the candidates. otherwise, the organizations themselves approach the prospective employees place their human resources. These professional and training institutions are called body shoppers and these activities are known as body shopping.
V) Business alliances:
Business alliances like acquisitions, mergers and take over help in getting human resources. In addition, the companies do also have alliances in sharing their human resources on ad-hoc basis.
vi) Tele-recruitment:
The technological revolution in tale communication helped the organisation to use internet as a source of and conditions, better than the current employer of the candidate.
Viii) Outsourcing:
In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel recruitment. Organizations advertise the job vacancies through internet. The job seekers send their applications through e-mail; alternatively, job seekers place their caves on the Internet, which can be drawn by the prospective employers depending upon their requirements.
Vii) Poaching/Raiding:
Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry.
A Company can attract talent from another firm another firm by offering attractive pay packages and other terms from outsourcing firms.
The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs.
CHAPTER-2 RESEARCH DESIGN
MEANING OF RESEARCH DESIGN
“A research design is the arrangement of conditions for the collection and analysis
of data in a manner that aims to combine relevance to research purpose with
economy in procedure.”
2.1 TITLE OF THE STUDY
“A study on “RECRUITMENT AND SELECTION” at impact safety glass
private ltd Avalahalli.
2.2 STATEMENT OF THE PROBLEM
Recruitment and Selection of employees is one major challenge faced by every organization. For any organization, recruitment holds a very significant part of the manpower planning process.
Recruitment holds a very critical position for the simple reason that one wrong recruitment could have a wrong effect in the organization. Recruitment should be made by the appropriate source, so that the organization may choose those who are found most suitable for the position vacant.
It becomes essential to understand the Recruitment and Selection for any
company. Hence I have selected the topic “Recruitment and Selection” at impact safety glass to know whether the effective recruitment helps in the over all development of the organization.
2.3 OBJECTIVE OF THE STUDY
To gain the practical knowledge of an organization.
To know how far human resource department is needed is assisting recruitment and selection process in organisation
To study the various sources and types of recruitment and selection.
To know the extents to which the organisational needs or achieved through recruitment and selection process.
2.4 SCOPE OF THE STUDY
The scope of the study is restricted to the boundaries of impact safety glass. As Recruitment and Selection plays a major role in enhancing productivity, the study was conducted to find out the degree to which they are effective. Growth of every company is closely linked to employee development within the organization where each employee plays a vital role in the success of the company. The study aims to provide solutions for the better source of recruitment.
2.5 OPEATIONAL DEFINITION OF THE CONCEPT
Recruitment is the process of searching for prospective employees and stimulating them to apply for the job in an organization
Selection
The process of choosing the most suitable candidate for a job from among the available applicants is called selection. It is the process of ascertaining the qualifications, experience, skill knowledge, etc., of an applicant with the purpose of determining his suitability for a job.After recruitment, selection procedure has to be implemented. Selection process relates to the securing of relevant information about an applicant.
Job satisfaction
Job satisfaction is the satisfaction which one gets from his work or by performing it.
Work performance
It refers to the degree of accomplish after task it indicates how well an individual is fulfilling the job demands.
Training
It refers to the act of increasing the knowledge and skill upon employee for doing a particular job.
Total quality management (TQM)
It means involvement of various department and specialist it varied allegiances and assumptions in achieving quality.
2.6 SAMPLING Sampling technique
The sampling technique used for this study is simple random sampling.
Universe of the Study consists all the permanent and contract employees of the impact safety glass.
Sample Size
The sample size consists of 50 respondents who are from different departments of the impact safety glass.
2.7 METHODOLOGY
Research methodology is way of systematically solving the research problem. It may be understood as a source of studying how research is done scientifically. The study is based on both descriptive cum case study.
2.8 SOURCES FOR DATA COLLECTION:
Data has been collected from both primary and secondary data. The methods through which data collected are stated below:
1. Collection of Primary Data:
. For the purpose of gathering primary data, a structured questionnaire was used and also personal interview of respondents were conducted. Information collected through structured questionnaire getting filled by the employees.
Having discussions with different department managers of the organization to get
the general information about the organization‟s activities and functions.
2. Collection of Secondary Data:
Some of the documents provided by the company are referred for the purpose of secondary data and also various books, internet information; articles are referred for gathering secondary data. Have gone through the information given in the form of literature by the organization. Some of the documents provided by the
organization include annual report, company magazine, company‟s subsidiary
rules, reports and other relevant document. By referring text books, journals, newspapers, magazines of college library, websites, etc.
2.9 Plan of Analysis
The Primary data collected have been analyzed by using some of the statistical techniques and tools like percentages and mean, wherever require the primary data have been presented in tables, charts, Graphs, diagrams.
2.10 PERIOD OF STUDY
The project entitled “Recruitment and Selection” has been referred for a period
of 6 weeks.
2.11 LIMITATIONS OF THE STUDY
The time provided by the organization to conduct our study was limited, so it was not sufficient for us to collect more information about the topic.
Due to busy schedule of personal officers they did not provide much information require to my study.
The personal interviews are not idealistic and Informative.The Company doesn‟t leak out some necessary data and information, as they fear about
OVER VIEW OF THE CHAPTER SCHEME
CHAPTER-1 INTRODUCTION
In this chapter, we look into the general background of the study, introduction to HRM and introduction to recruitment & Selection is included in this chapter.
CHAPTER-2 RESEARCH DESIGN
Introduction, Title of the study, statement of problem, objectives of the study, scope of the study, operational definition of concepts, methodology, reference period, limitations, plan of analysis.
CHAPTER-3 COMPANY PROFILE
In this chapter details about the Impact safety glasses, its origin, history and its growth and its future plans is included.
CHAPTER-4 DATA ANALYTSIS AND INTERPRETATION
It consists of the analysis & interpretation of data collected using different statistical tool.
CHAPTER-5 SUMMARY OF FINDINGS AND CONCLUSIONS CHAPTER-6 RECOMMENDATIONS AND SUGGESTIONS APPENDISES AND ANNEXURES
CHAPTER-3
COMPANY PROFILECompany name: - impact safety glass works (p) ltd
Business type:- manufacturer product/service laminated safety, tempered& bullet proof glass for automobiles and various types of architectural glasses and mirrors
Address:- Avalahalli, bangalore560 049Karnataka, India #23, old madras road, Number of employees: -above 630
Founder :- late sri Yogesh dutt (1973-2007) Year established: -1987
Legal representative/business:
Owner: - Mr R.K. Dutt- president and managing director Technical department: -20engineers
Surface of factories, warehouses and offices: 55000sq.mts. Built-up area: 25000 sq.mtr
Head office in Bangalore and 4 retail out lets
Sales office in Chennai, Pune, Delhi and Kolkata exports: US, UK, EU, Middle East &SAARC countries
Investment in 2007:- new plant for automotive bent tempering capability of manufacturing jumbo sizes
IMPACT SAFETY GLASS today is at the thresh-hold of being a global leader in glass processing in automotive as well as architectural.
In last 5years we have back-ward integrated to set up a most modern Hi-=Tech plant which is completely robotized and CNC operative with the needs of any
global customer par excellence.
We are servicing architectural, automotive, especially and extensive dealer net work, processing 20000sq.mt of glass per month.
To the above feats we are the first company in India to exports tempered glass to Belgium, Germany, Dubai and Srilanka.
Company have forward integrated to give complete solution in frameless facades and have a dedicated and globally trained team to design, manufacture and install frameless facades.
Vision
As an Indian company to become the most efficient and trusted glass company in the world, continuously reinvesting in people, processes and plant
Mission
Strive to be the lowest cost manufacturer globally, relentlessly eliminating waste.
Creating and lasting customer satisfaction with the goal of building relationships for life.
International Tie-ups in technology, manufacturing, R&D and processing We have International Tie-ups in technology, manufacturing, R&D and processing We have technical tie-ups with global l
technical tie-ups with global leader and manufacturing processes are in accordanceeader and manufacturing processes are in accordance
to their standards to offer
Products:-Types of glass Types of glass 1. Performance glasses 1. Performance glasses 2. Safety glasses 2. Safety glasses 3. Aesthetics glasses 3. Aesthetics glasses
Impact recruitment process Impact recruitment process Recruitment:
-Recruitment: - “it is a process of searching and encouraging them to apply to jobs“it is a process of searching and encouraging them to apply to jobs in organization”
in organization”..
- Floppy - Floppy
1 Man power planning: 1 Man power planning:
The first and foremost thing considered before recruitment in autoclave is man The first and foremost thing considered before recruitment in autoclave is man power planning by the of department i.e. head
power planning by the of department i.e. head of human resource department. Theof human resource department. The head of department will conduce on recruitment quartile
head of department will conduce on recruitment quartile .Quarterly the department.Quarterly the department decides that the position is vacant and how to recruit HR. After come to decides that the position is vacant and how to recruit HR. After come to
conclusion by head of department HOD‟s and discuss regarding vacant
conclusion by head of department HOD‟s and discuss regarding vacant position, position, and recruiting the candidate for various department places. And decides to and recruiting the candidate for various department places. And decides to
employee‟s promotions and transfer
employee‟s promotions and transfer should be given based on that employee. Andshould be given based on that employee. And after discussion is concerned with the job itself and not done and why. It is a after discussion is concerned with the job itself and not done and why. It is a statement describing the job in such term as its little, location, duties, working statement describing the job in such term as its little, location, duties, working conditions and hazards.
Impact safety glass company job description format: Impact safety glass company job description format: a) Job description: a) Job description: Title : Title : Department : Department : Date : Date : Approvals : Approvals : Supervisor‟
Supervisor‟s s titletitle :: Salary : Salary : Grade
Grade level level ::
b) Job summary:
b) Job summary:
Job profile
Job profile:: planning implementing and controlling HR program line withplanning implementing and controlling HR program line with
company/corporate policy. Ensure congenial work atmosphere and develop company/corporate policy. Ensure congenial work atmosphere and develop Competitive work culture in the company. Ensure 100% statutory compliance with Competitive work culture in the company. Ensure 100% statutory compliance with regard to labour laws.
regard to labour laws.
c) Job specification c) Job specification
Qualification:
Qualification: P.G P.G in in H.R.MH.R.M
Relevant experience: - 8+ years in HR and administrative Relevant experience: - 8+ years in HR and administrative Excellent verbal communication skills.
Excellent verbal communication skills. Excellent technical, conceptual skills. Excellent technical, conceptual skills. Ability 6 to motivate team efforts to a
2. Competency listing: 2. Competency listing:
Competency listing or mapping is in which the company will fix an target to Competency listing or mapping is in which the company will fix an target to which type employee is required for the company work condition i.e qualified, which type employee is required for the company work condition i.e qualified, technical skill, managerial sk
technical skill, managerial skill and other requiremill and other requirements of the companyents of the company. . And theAnd the company will select the candidate based on the competency listing or mapping of company will select the candidate based on the competency listing or mapping of the company. So before recruitment and selection the companies first prepare the the company. So before recruitment and selection the companies first prepare the competency listing.
competency listing.
3. Qualification required and desired:
3. Qualification required and desired:
The company recruits the persons, whose qualification is diploma, ITI, any The company recruits the persons, whose qualification is diploma, ITI, any Bachelor degree and post graduate, all with skill and talented candidates.
Bachelor degree and post graduate, all with skill and talented candidates.
4. Reporting level:
4. Reporting level:
After planning, designing and discussion about the recruitment next the company After planning, designing and discussion about the recruitment next the company prepare
prepare an an report report in in order order to to recruitment recruitment of of candidate. candidate. The The report report is is consists consists of of requisites, qualification, skills and the recruitment process of autoliv and report requisites, qualification, skills and the recruitment process of autoliv and report that into the sources from where they will pick the candidates. Based on that the that into the sources from where they will pick the candidates. Based on that the eligible candidate will get attracted towards the job.
eligible candidate will get attracted towards the job.
5. External agencies:
5. External agencies:
The after will recruit
The after will recruit people from the external agencies i.e. manpower requirementpeople from the external agencies i.e. manpower requirement agencies/website add. The web site adds will be given regarding recruitment of the agencies/website add. The web site adds will be given regarding recruitment of the candidates.
candidates.
6. Internal sourcing
6. Internal sourcing
The after recruit people not only from external but from internal source also they The after recruit people not only from external but from internal source also they will recruit the people i.e. as
a) Company data bank
The management can collect the bio-data of candidates from different source like employment exchange, educational training institutes, candidates etc. And feed them in a computer.
b) Employee referral schemes
Present employees are well aware of the qualifications, attitudes, experience and emotions of the friends and relatives. They are also aware of the job requirement and organization culture of their company.
7. Campus selection:
In campus selection they may get in experienced candidates of different types from various educational institutions like collage and universities importing education in science, commerce, arts, engineering and technology, management studies etc... And trained candidates in different disciplines like vocational, engineering. From the training institutes.
Selection process of impact safety glass pvt ltd
After recruiting the candidate next step is to selection of best candidate among them. The selection process in after is an under.
A) Written test:
For selection of best candidate among the recruited candidate the company will Conduct the written test in order to test the knowledge of candidate. In various Disciplines, general knowledge and English knowledge
Impact safety pvt ltd conduct 3 type of test
1. General knowledge test
General knowledge tests for two test the general knowledge of the candidate the knowledge about the other than job.
2. Aptitide test
This test measure weather on individual has the capacity or latest ability to learn a given job if given adequate training.
3. Technical test
Technical test which is related the technical test for testing the technical Knowledge of the candidate which is very essential to the impact safety glass company.
B) Preliminary and technical interview panel
After written test, the next step is to select the candidate is interview. In
Impact Safety Company they will conduct preliminary and technical interview for Selection the candidates.
Preliminary interview and technical interview is confected by HR and HODS and Unit head, each member ask question in the particular area that is assigned to him. After interview of the candidates the panel members evaluate the performance of The candidates and select the best candidates in that.
C) Medical test
The candidate one select and prior to appointment may have to undergo some medical test as required by the company doctor. For the out stations candidates the prescribed medical reports should be appoint in the job.
D) Recruitment for formalities and induction
Recruitment formalities is the joining formalities is the after getting appointment later the person should submit the appointment from and the various Documents relating to the person age proof, medical report, office letter, birth date Proof and others.
Induction
Induction is conducting in impact safety glass company is arranged for the new Entrance by HR as per the induction schedule prepared in consultation with the Concern department head all the department will be covered during the induction. The candidates is support to cover the maximum subject work area in each
Allocated department within the time limit specified there in the induction is conducted fourteen days for fresher and for the present or experienced persons Seven days. At the end of training candidate has to submit the induction report which will be finally verified by the induction process owner based on the outcome of the review, the candidate is apprised and misconceptions if any are clarified and corrected
E)Placement of candidate in department
Placement of candidates to the right department based on their performance and Skill is on important thing either right job right person
International standards Sl.
no
Company‟s country Core competencies
1 Tamglas glass engineering Oy Finland Tempered glass and laminated glass 2 Peter lisec Ges,M.B.H Austria Double glazing CNC cutting
3 Z.bavelloni S.P.A Italy Edge finishing of glass 4 Forvet S.P.A Italy Holing. Counter sinking 5 TMB GMBH Germany Heat soaking Test
6 Johnsons Matthew B.V. Netherlan d
Ceramatics Screen painting 7 Ceredec GMBH Germany Ceramatics Screen painting 8 Siglam Ges.M.B.H Austria Bullet proof. glasses
9 Hoaf B.V Netherlan d
Bend glasses
10 MAB Benelux Belgium Frameless Door Fitting 11 Casma S.P.A Italy Frameless Door Fitting 12 Sadev Architectural glass
system
France Spider and point glazing system 13 Glastech L.L.C Dubai Designing frameless facades 14 Chemetall GMBH Germany UV cure Lamination
15 Pankoke GMBH Germany Glass handling system 16 DuPont USA PVB Lamination
17 Versalite ltd U.K Transfers, light walls 18 Fratelli pezza S.P.A Italy Sand blasting
19 BP photovoltaic USA Active glazing 20 Ctrulzi Italy Glass washing
Our glasses companies to all global standards: ASTM Std c-1048 JIS Std R 3206 1989 BIS Std 858 IS:2553 Part 1992 DIN Std 12349
Initiatives to certify our products with ISO9001-2000,now we are going for TS 16949 and [E] mark are under process.
Product portfolio
we have covered all facades of glass processing extensively of our products are: Atul – Temp Horizontally Tempered thickness 3mm to 19mm maximum size5.1m×2.4m.
Atul – Temp heat strengthened glasses Proe Heat strengthening. Atul – Temp heat soaked glasses.
Atul – Temp bullet proof glasses Atul – Temp fire resistant glasses Atul – Temp bend tempered glasses Atul – Temp bend glasses size3.7m×2m Atul – Temp screen printing glasses. Atul – Temp spandrel glasses
Atul – Temp solar water heater glasses. Atul – Temp photovoltaic glasses. Impact- safety laminated glasses
Impact-safety bend laminates.
Impact-thermo double glazed and triple glazed glasses. Impact- safe thermo bend laminated double glazed. Impact- safe automotive laminated wind shields. Impact bevelled mirrors.
Largest importer of reflective glasses from glaverbel (Belgium). Vistcon ford (USA), Taiwan glass(Taiwan), Solaris glass blocks(Germany)etc.
Partial lists of clients:-1. Architectural
SL.no Project value
1. International tech-park, Bangalore Rs.1.5 Cr 2 GE technology Canter, Bangalore Rs.2.0 Cr 3. HCL, perot system , Bangalore Rs.0.8 Cr 4. Infosys technology, Bangalore Rs.2.0 Cr 5. City bank, Mumbai Rs.0 .5Cr 6. TATA housing, Mumbai Rs.0 .5Cr 7. Lupin laboratories, pune Rs.0.8 Cr 8. Dabur housing, Delhi Rs.0.6 Cr 9. Embassy Heights, Bangalore Rs.1.2Cr 10. Leela palace, Bangalore Rs.0 .5Cr
2. Automotive .
SL.NO COMPANY 1. TELCO, pune
2. BAJAJ TEMPO, pune 3. ICF, Chennai
4. L&T Komatsu Bangalore 5. Ashok Leyland, Chennai
6. HINDUSTAN Motors, Calcutta 7. KSRTC
3. Specialty
SL.NO COMPANY
1. TATA BP solar India ltd., Bangalore 2. HCL systems
3. APW systems
4. SEIMENS photo voltaic 5. Indian furniture products 6. Hiral ship building
Exports
SL.NO COMPANY PLACE 1. Glasses tech Dubai
2. ASB Germany
3. Euro glass Belgium 4. Lebrobel N.V Belgium 5. A.T.cooray Srilanka 6. Ashoka glass Srilanka
International tie- ups in technology, manufacturing R&D and processing
1 Tamglas glass engineering OY Finland Prol: tempered glass and laminated glass
2 Peter lisec ges .M.B.G Austria Double glazing CNC cutting , robotized loader
3 Z. bavelloni S.P.A Italy Edge finishing of glass 4 Forvet S.P.A Italy Holing, counter sinking 5 TMB GMBH Germany Heat soaking test
6 Johnsons Matthey B.V Netherlands Ceramics screen painting 7 Ceredec GMBH Germany Ceramics screen painting 8 Siglam ges .M.B.H Austria Bullet prop glass
9 Hoaf B.V Netherlands Bend glass
10 MAB Benelux Belgium Frameless door fitting 11 Casma S.P.A Italy Frameless door fitting
12 Sadev architectural glass system France Spider and point glazing system 13 Glastech L.L.C Dubai Designing frameless facades
14 Chemetall GMBH Germany UV Cure lamination and crystal guard self cleaning glass
15 Pankoke GMBH Germany Glass handling system 16 DuPont USA PVB lamination
17 Versatile ltd UK Transfer light walls 18 Fratelli pezza S.P.A Italy Sand blasung
19 BP photovoltaic USA Active glazing 20 Ctrulzi Italy Glass washing
CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
TABLE-1
Table showing the age wise distribution of the respondents
AGE GROUPS NO, OF RESPONDENTS %OF RESPONDENTS
18-25YEARS 7 15% 25-35 35 70% 35-45 5 10% 45ABOVE 2 5% TOTAL 50 100% Analysis
From the above table it is clear that 15% of respondents are belonging to 18-25 years age group .70% of the respondents are belong to 25-35 years age group. 10% of the respondents are belong 35-45 years age group. And 10% of respondents are belong to 45&above 5%.
GRAPH-1
Graph showing the age wise distribution of the respondents
INTERPRETATION
By The Above Graph respondents Will Prefer More Recruitment Between The Age Group Of 25-35 And 18-25 Respectively.
18-25YEARS 25-35 35-45 45ABOVE 15%
70%
10%
5%
AGE WISE DISTRIBUTION
TABLE-2
Table showing the sex wise distribution of the respondents
CATEGORY NO OF RESPONDENTS PERCENTAGE
Male 43 85%
Female 7 15%
Total 50 100%
Analysis
From the above table it is clear that 85% of respondent of male, 15% female of respondent.
GRAPH-2
Graph showing the sex wise distribution of the respondents
INTERPRETATION
From the above graph the majority of the male respondents are more than female respondents
85% 15%
SEX WISE DISTRIBUTION
Male FemaleTABLE-3
Table showing the qualification of the respondents
ANALYSIS
From the above table and graph it is clearly seen that among 25respondents50% are sslc among 10respondents20% are diploma, among 12 respondents24% are degree, and out of 3 respondents 6%means the educational qualification of respondent is excellent.
QUALIFICATION NO OF RESPONDENTS PERCENTAGE
S S L C 25 50%
Diploma 10 20%
Degree 12 24%
Post degree 3 6%
GRAPH-3
Graph showing the qualification of the respondents
INTERPRETATION
By The above Graph number of respondents give preference to sslc.
50%
20% 24%
6%
TABLE-4
Table showing the nature of the job performed by the respondents
ANALYSIS
From the above table and graph it is clearly seen that among 40respondents80% are helper among 3respondents6%% are supervisor, among 2 respondents4% are junior staff, and out of 5 respondents 10% officer/ engineer, means the job performed by the respondents.
Nature of the job No of respondents % of respondents
Helper 40 80%
Supervisor 3 6%
Junior staff 2 4%
Officer/ engineer 5 10%
GRAPH-4
Graph showing the nature of the job performed by the respondents
INTERPRETATION
By the above graph respondents will prefer more job performed between the age group of helper and officer/ engineer respectively.
Helper Supervisor Junior staff Officer/ engineer 80%
6% 4% 10%
TABLE 5
Table showing the Income level of the respondents.
INCOME EARNED NO OF RESPONDENTS %OF RESPONDENTS
BELOW 5000 25 50%
5000-10000 10 20%
10000-15000 15 30%
TOTAL 50 100%
Analysis
From the above table it is clear that, out of 50respondents 100% of respondents are earning .Below 5000, 50% of respondents are earning 5000-10000, 20% of respondents are earning above 10000-15000, 30% of the Income level of the respondents.
GRAPH-5
Graph showing the Income level of the respondents.
INTERPRETATION
By The above Graph number of respondents give preference to below- 5000 income level. BELOW 5000 5000-10000 10000-15000 50% 20% 30% INCOME LEVEL
TABLE-6
Table showing the experience data of the respondents.
Work experience No of respondents %of respondents 6months to 1 year 10 20% 1year to 2 year 5 10% 3years above 35 70% Total 50 100% Analysis
From the above table is it clears that, out of 6months to 1year , 10of the respondents 20% are belong to 1year to 2years , 5of the respondents10, are belong to 3years above, and 35 of the respondents70%.
Which also, means that apart from having quality education they are very experienced and hence the views given by them are of high importance?.
GRAPH-6
Graph showing the Experience data of the respondents.
INTERPRETATION
By The above Graph number of respondents give preference to 3years above work experience. 0% 10% 20% 30% 40% 50% 60% 70% 80%
6months to 1 year 1year to 2 year 3years above
