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INTRODUCTION
In the 75 years of its existence, ACC has been a pioneer in the manufacture of
cement and concrete and a trendsetter in many areas of cement and concrete
technology including improvements in raw material utilization, process
improvement, energy conservation and development of high performance
concretes.
ACC’s brand name is synonymous with cement and enjoys a high level of
equity in the Indian market. It is the only cement company that figures in the list
of Consumer Super Brands of India.
1
History & Profile of ACC Cement Works
ACC was formed in 1936 when ten existing cement companies came together
under one umbrella in a historic merger – the country’s first notable merger at a
time when the term mergers and acquisitions was not even coined. The history
of ACC spans a wide canvas beginning with the lonely struggle of its pioneer F
E Din Shaw and other Indian entrepreneurs like him who founded the Indian
cement industry. Their efforts to face competition for survival in a small but
aggressive market mingled with the stirring of a country’s nationalist pride that
touched all walks of life – including trade, commerce and business.
The first success came in a move towards cooperation in the country’s young
cement industry and culminated in the historic merger of ten companies to form
a cement giant. These companies belonged to four prominent business groups –
Tatas, Khataus, Killick Nixon and F E Din Shaw groups. ACC was formally
established on August 1, 1936. Sadly, F E Din Shaw, the man recognized as the
founder of ACC, died in January 1936. Just months before his dream could be
realized.
ACC stands out as the most unique and successful merger in Indian business
history, in which the distinct identities of the constituent companies were
melded into a new cohesive organization – one that has survived and retained its
position of leadership in industry. In a sense, the formation of ACC represents a
quest for the synergy of good business practices, values and shared objectives.
The use of the plural in ACC’s full name, The Associated Cement Companies
Limited, itself indicates the company’s origins from a merger. Many years later,
some stockbrokers in the country’s leading stock exchanges still refer to this
company simply as ‘The Merger’
2
objectives and broad policies of the Company - consistent with the primary
objective of enhancing long-term shareholder value.
The Board meets once a month. Two other small groups of directors -
comprising Shareholders'/Investors' Grievance Committee and Audit
Committee of the Board of Directors - also meet once a month on matters
pertaining to the finance and share disciplines. During the last decade, there has
been a streamlining of the senior management structure that is more responsive
to the needs of the Company's prime business. A Managing Committee -
comprising, in addition to the Managing Director and the two executive
directors, the presidents representing multifarious disciplines: finance,
production, marketing, research and consultancy, engineering and human
resources – meets once a week. Besides these bodies, there are senior executives
and other regional managers - based at the Company's corporate office and at its
marketing offices and manufacturing units -who contribute to the development
and operation of the various functions. While these groups form the core
management team that frames and guides corporate policy, ACC is proud of its
manpower strength of about 9,000 people, who comprise experts in various
disciplines assisted by a dedicated workforce of skilled persons. Quite a number
of them have logged many years of service with the organization. They come
from all parts of the country and belong to a variety of ethnic, cultural and
religious backgrounds. Because of such a cosmopolitan make-up, ACC can
rightly be said to embrace within its fold a family that forms a 'mini-India'.
A Strategic Alliance:
The house of Tata was intimately associated with the heritage and history of
ACC, right from its formation in 1936 up to 2000. The Tata group sold all
14.45% of its shareholdings in ACC in three stages to subsidiary companies of
Gujarat Ambuja Cements Ltd. (GACL), who are now the largest single
shareholder in ACC.
This enabled ACC to enter into a strategic alliance with GACL; a company
reputed for its brand image and cost leadership in the cement industry.
3
Holism – A New Partnership:
A new association was forged between ACC and The Holism group of
Switzerland in 2005. In January 2005, Holism announced its plans to enter into
long – term alliances with Ambuja Group by acquiring a majority stake in
Ambuja Cements India Ltd. (ACIL),which at the time held 13.8% of total
equity shares in ACC. Holism simultaneously announced its bid to make an
open offer to ACC shareholders, through Holdcem Cement Pvt. Ltd. and ACIL,
to acquire a majority shareholding in ACC. An open offer was made by
Holdcem Cement Pvt. Ltd. along with ACIL, following which the shareholding
of ACIL increased to 34.69% of Equity share capital of ACC. Consequently,
ACIL has filed declarations indicating their shareholding and declaring itself as
a promoter of ACC.
Holism is the world leader in cement as well as being large supplier of concrete,
aggregates and certain construction related services. Holism is also a respected
name in information technology and research and development. The group has
its headquarters in Switzerland with worldwide operations spread across more
than 70 countries. Considering the formidable global presence of Holism and its
excellent reputation, the broad of ACC has welcomed this new associate.
4
THREE
REGION
CONFIGURATION
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North,
South-West
and
East
6
7
Cement Plant Locations
8
New Vision of ACC:
9
Mission of ACC
10
RECRUITMENT & SELECTION – THEORY & PRACTICE
Meaning of Recruitment –
market Recruitment which forms the basis for any organization forms an
important part of HR function. Attracting and retaining the right people is the
cornerstone of an organization’s success. The key to successful recruitment is to
strengthen your relationships with both.
The current and the potential workforce. Rather than maintaing temporary
relationships with those who could fill one particular vacant position, the focus
os keeping long – term relationships with people who have the potential to work
for your organization at some stage.
Recruitment in ACC:
Recruitment:
Potential candidate may come from an internal trawl of the organization or from
the external job market. The latter are reached through channels such as
recruitment advertising, employment agencies, professional associations or
word of mouth. The approach differs according to the organization’s
philosophy:
11
Organizations with a strong culture are likely to seek malleable new
employees at school – leaving or graduate levels. More senior jobs are
filled from the internal job.
Companies looking for the right (best fit for the job) person however may
rule out internal applicants because they do not match the personnel
specification prepared for the job.
Informal recruiting :
Word of mouth applicants are likely to stay longer and may be more suitable
than recruits obtained by advertising. But word of mouth is discriminatory,
since it restricts applications to established communities and excludes recently
arrived minority groups who have not had time to because part of informal
networks.
At senior levels has informal method known as headhunting or executive search
has become common. Specialist consultancies aim to find outstanding people to
fill higher paying jobs. Whether they really are outstanding is questionable.
Formal recruiting
Equal opportunity demands equal access. This can only be achieved through
public and open recruitment. The likelihood of attracting suitable applicants
depends on the detail and specificity of the recruitment advertisement or
literature. Key factors such as salary job title career and travel opportunities
obviously influence response rates.
12
Recruitment Needs Are of Three Types
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantages for the organizations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time.
Recruitment Process
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organizations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time.
The recruitment process begins with the human resource department receiving
requisitions for recruitment from any department of the company. These
contain:
Posts to be filled
Number of persons
Duties to be performed
Qualifications required
RECRUITMENT PROCESS :-
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
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The recruitment process is immediately followed by the selection process i.e.
the final interviews and the decision making, conveying the decision and the
appointment formalities.
STEPS OF RECRUITMENT :-
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A recruitment policy of an organization should be such be such that :
Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources. The sources
within the organization itself (like transfer of employees from one department to
other, promotions) to fill a position are known as the internal sources of
recruitment. Recruitment candidate from all the other sources (like outsourcing
agencies etc.) are known as the external sources of recruitment.
Internal Sources of Recruitment:
Transfers
Promotions
Upgrading
Demotion
Retired employees
Retrenched employees
Dependents and relatives of deceased employees
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Recruitment is mainly carried out by two sources. One is the internal source &
the other is the external source.
Internal sources of recruitment are those options which are available to the
recruiters or the hiring managers within the organization. These are also
considered as the more reliable sources.
a. Internal promotions
b. References
c. Ex-employees
Internal Promotion – Many a time the openings in a particular team can be
filled in by internal promotions or by way of lateral promotions within the
organization. Internal promotion is mostly common in case of senior positions.
Internal promotions also helps to boost and nurture talent within the
organizations & motivates people. It also helps in cutting the recruitment cost of
the company.
Reference – Employee referrals is also one of the famously and commonly used
tools for recruitment by many organizations.
Employee referrals is also a reliable source as they are candidates referred by
the employees.
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Job Portals - Job portals is the latest of the tools used by recruiters to source
candidates matching to their recruitments & with the required skill sets. Job
portals gives a to the recruitrts & hiring managers to a large pool of candidates
throughout the world. The various job portals used by the organizations these
days include, naurki.com, Jobsahead.com, Timesjob.com etc.
Consultants – consultants are a third party recruiter who sources the candidates
for the given openings and screens the profiles & the process it further to HR
department of the organization. Consultants help reduce the burden of the
recruitment team for which they charge consultant fees.
Many schools, clleges and universities provide their students with independent
abvice via a careers advisory service which is staffed by professional careers
advisors. The careers advisory service often organises a careers fair or job fair
where a large number of employers visit the campus at once giving students the
opportunity to meet a range of potencial employers.
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CHAPTER-2
OBJECTIVE
Scope
Scope area of my research is very wide because ACC group spread all over the
india. I do my research work on ACC Ltd. Which situated at Barmana Distt
Bilaspur H.P so my research work is limited up to that area only consuming
thirty persons.
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CHAPTER-3
RESEARCH METHODOLOGY
Research Methodology
It is having a very broad concept . it is a way to systematically solve the
research problem. In it we study the various steps that are generally adopted by
a researcher in studying his research problem along with the logic behind them.
It includes the research methods/techniques as well as its methodology.
Thus when we talk of research methodology we not only talk of research
methods but also consider the logic behind the methods we use in the context of
our research study and explain why we not using others. So that research results
are capable of being evaluated either by research himself or by others.
The methods of the research used here is descriptive research includes surveys
and fact finding enquiries of different kind. Basic purpose of this type of
research is that it describes the state of affairs in current scenario. It is being
generally used in social science and business research. This study is also termed
as post facto main characteristic of method are that research has no control over
the variable he can only report what happening.
Here in descriptive research we have prepared questionnaire and done surveys
of different individuals.
Research Design
Research design play very important role in any kind of research. During my
research I work on recruitment and selection of employee in ACC ltd at
barmana. I design my research in the following ways:-
1. Right people for right job.
2. The intent of this policy is to ensure that recruitment and selection
decisions are made fairly.
3. The purpose of this policy is to facilitate the recruitment, selection and
appointment of appropriately skilled and qualified employee who can
contribute positively to the objectives of the company.
Research Sample Size
The sample size of my research work is based on thirty persons.
Research Tools
There are various kind of tools which are used by different researcher
As per their research work. Line chart, bar chart are some of the tools and
technique which are used by research while they analysis their research work.
I used pie chart during the analysis and interpretation of data of the research on
recruitment and selection of employee in ACC Ltd.
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CHAPTER-4
COLLECTION OF DATA
COLLECTION OF DATA
In detailing with any real life problem it is often found that data at hand are
inadequate and hence it becomes necessary to collect data that are appropriate .
The task of data collection begins after a research problem has been defined and
research design has been formulated.
There are several ways of collecting the appropriate data which differ
considerably in the context of monatery cost time and other resources so it
becomes necessary to collect data in a manner which is appropriate.
While deciding about the method of data collection to be used for the study the
researcher should keep in mind two types of data viz
Primary
Secondary
Primary data
data which is collected for the first come for a specific purpose is generally
known as primary data.
For example
Personal interview and mails
Questionnaire
Telephone enquiry
Feedback form
Secondary data
Data which is collected for some other purpose but which can be used either
partially or fully for the present study is known as secondary data.
For Example
Published article
Internet
Annual report of company like annuals report annual H.R report etc.
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Here in my research I have used boththe primary as well as secondary data for
research topic.
Primary data that I have used is the structured questionnaire.
I have designed a structured questionnaire as they are simple to administer and
relatively inexpensive to analyze provision of alternative replies helps to
undetstand the meaning of questions clearly. There were dichotomous as well
as multiple choice questions. The data was collected by conducting personal
interview of respondents with the help of questionnaire.
Along with the primary data obtained through use of questionnaire. I have used
secondary data from various sources like financial web-sites business
magazines, newspaper, journals etc.
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CHAPTER-5
STUDY ON RECRUITMENT
&
SELECTION IN ACC LTD
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The Procedure adopted by ACC Ltd. For Campus Placement is :
Target Good College – ACC Ltd target few goods colleges for its
campus placements. Most of the recruitment done through campus is
for the technical position.
TEST – For campus selection various tests are run by ACC Ltd.
Aptitude Test , Visual Reasoning , Personality Effectiveness Test,
Decision Making Style Test, are few of the Tests Conducted
Interview.
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Campus Placement Of ACC Ltd.
Target college
↓
Pre placement
Talk (ppt)
↓
Reject ← Evaluation → Select
Test
↓
Technical
Reject← interview →Select
↓
Reject ← HR Interview → Select/Offered
↓
Join
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Campus Placement Process Flow :-
Ones the CV’s are scanned, the relevant CV’s are then forwarded for
the Technical round of Interview.
HR Interview
After the candidate is short listed by technical panel he undergoes an
interview and Evaluation by HR recruiter on the following grounds:
a. Behavioral competencies
b. Overall suitability against requirement
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Offer
The recruitment & selection process ends with the candidate joining
the organization.
External Factors
Supply and demand
Labour market
Image/goodwill
Political-social-legal Environment
Unemployment rate
Competitors
Internal Factors
Recruitment policy
Human resource planning
Size of the firm
Cost of the Recruitment
Growth and expansion
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Recent Trends in Recruitment
Outsourcing
Recruitment Vs Selection
Both recruitment and selection are the two phases of the
employment process. The differences between the two are:
1. Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the
organization WHEREAS selection involves the series of steps by
which the candidate are screened for choosing the most suitable
persons for vacant posts.
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2. The basic purpose of recruitment is to create a talent pool of
candidates to enable the selection of best candidates for the
organization by attracting more and more employees to apply in
the organization WHEREAS the basic of selection process is to
choose the right candidate to fill the various positions in the
organization.
3. Recruitment is a positive process i.e. encouraging more and more
employees to apply WHEREAS selection is a negative process as it
involves rejection of the unsuitable candidates.
4. Recruitment is concerned with tapping the sources of human
resources WHEREAS selection is concerned with selecting the
most suitable candidate through various interviews and tests.
5. There is no contract of recruitment established in recruitment
WHEREAS selection result in a contract of service between the
employer and the selected employee known by previous job.
Recruitment Strategies
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The Major Challenges Faced By The HR in Recruitment Are:-
Selection
Selection is the process of carefully screening the candidates to choose the most
suitable person for the job vacancies to be filled. Under it qualifications,
training, experience, and background of applicant are evaluated in the light of
job requirement. It divides the candidates into two categories namely.
a. Those who employed
b. Those who are to be rejected.
The main objectives of selection are to hire people having competence and
commitment. This objective is often defeated because of certain barriers. The
impediments, which check effectiveness of selection, are perception, fairness,
validity, rehabilitee and pressure.
Reliability:
A reliable method is one that will produce consistent result when repeated in
similar situations. Like a validated test, a reliable test may fail to predict job
performance with precision.
Selection Procedure
Preliminary Screening
Application Blank
Employment tests
Selection interview
Medical or physical Examination
Checking reference
Final approval
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Preliminary Screening:
Application Blank:
The candidate are required to give full information about their age,
qualification, experience, family background, aptitude and interests act in the
application blank. The application blank. The application blank provides a
written record about the candidate. The application form should be designed to
obtain all relevant information about the candidates. All applications received
from the candidates are carefully scrutinized. After the scrutiny more suitable
candidates among the applicants are short listed for written tests and others are
rejected.
Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become
popular screening devices. These tests are based on the assumption that human
traits and work behaviors can be predicted by sampling however tests are not
fully reliable and they also involve time and money. Test is more useful in
identifying and eliminating unsuitable candidates therefore should be used only
as supplements rather than an independent technique of selection. The main
types of tests are:
Intelligence tests
Aptitude test
Interest Tests
Personality Test
Selection Interview:
It involves a face-to-face conversation between the employer and the candidate;
the selector asks a job related and general questions. The way in which a
candidate responds to the question is evaluated. The objectives of the interview
are as following:
To find out the candidate’s overall suitability for the job.
To cross check the information obtained through application blank and
tests, and
To give an accurate picture of the job and the company.
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Interview is the most widely used step in employee selection. However,
interview suffers from several drawback:
Firstly, it is a time consuming and expensive device. Secondly, it can test only
the personality of the candidate and not his skill for the job. Thirdly, the
interviewer may not be an expert and may fill to extract all relevant information
from the candidate. Forthly, the personal judgement or bias of the interviewer
may make the result of the interviews inaccurate. Interview should be properly
conducted in a proper physical environment. The interview room should be free
from noise and interruptions. The environment should be confident and quite.
People generally talk freely and frankly when there is privacy and comfort.
Therefore, candidates should be put at eace. The interviewer should pay full
attention to what the candidates have to say.
Candidates who are found suitable after interview are called for physical
examination.a panel of doctors to insure that they are healthy and physically fit
for the job does a medical check up of such candidates selected do not suffer
from any serious which may create problems in future.
Checking Reference:
Generally every candidates if required to state in the application from the name
and address of at least two responsible persons who know him.the reference
may not give their frank opinion unless promises made that in all information
will be kept strictly confidential. Moreover the information given by them may
be biased in the form of candidate.
Final Approval:
The candidate who are found suitable after the medical check-up and
background investigation are formally appointed by issuing appointment letter
to them. They are asked to join duty by the specified date.
No selection procedure is full proof and the best way judge a person is by
observing him working on the job. Candidate who gives satisfactory during the
probationary period are made permanent.
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CHAPTER – 6
DATA ANALYSIS
AND
INTERPRETATION
Analysis of Data
The data after collection has to be processed and analyzed in accordance with
the outline laid down for the purpose at the time of developing the research
plan.
Here the data I have collected through survey it neds editing, coding, classifying
and tabulation.
There are many steps involved in processing and analyses of data. These are as
follows:
1. Totaling of all the survey conducted for temporary, permanent and staff
employee separately.
2. Calculating the number of employees giving the same answer for the
question having different options available for questions (separatly for
temporaries, permanents and staff)
3. Calculating the percentage of each question having different answers
provided by different employees.
4. Now prepare the pie chart for these questions for the all questions
included in survey having dichotomous as well as multiple choice
questions separately (for temporaries, permanents and staff)
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Manpower Planning:
Analysis
Manpower forcing
Yes
No
Interpretation
100% people said that the company makes forecast of future manpower
forecasting.
35
2. If yes then please specify the time period (s) for which the estimates
are made ?
Analysis
0-2 Years
2-3 Years
3-4 Years
4 & Above Years
Interpretation
20% people said that the company specify 0-2 year for making estimation
of forecasting.
30% people said that the company specifies 2-3 years for making
estimation.
30% people said that the company specifies 3-4 years for making the
estimation of forecasting.
20% people said that the company specifies 4& above time period for
making forecasting.
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3. What do you suggest should be the basis of forecasting?
Analysis
BASIC FORCASTING
Interpretation
20% people said that their company forecast on the bases of total cost of
the project.
40% people said that the company forecast on the bases of past
experience.
30% people said that the company forecast on the bases of the different
phases of the project.
10% people said that the company forecast on the bases on of the above.
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Recruitment Policy
Analysis
Yes
No
Interpretation
38
5. Do you think the present recruitment policy is helpful in achieving
the goals of the company ?
Analysis
RECRUITMENT POLICY
Yes
No
To some extent
Interpretation
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6. Does the company’s recruitment policy enable to identify the
following areas ?
Analysis
Recruitment Policy
Interpretation
20% people said that the company’s recruitment policy enables to
identify the recruitment needs of the company.
30% people said that the companies recruitment policy enables to identify
the preferred sources of recruitment.
30% people said that the company’s recruitment policy enable to identify
the appropriate criteria for selection.
20% people said that the company’s recruitment policy enable to identify
the identification of cost of recruitment.
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Sources of Recruitment
Analysis
Sources of Recruitment
Internally
Externally
Both
Interpretation
20% people said that the company recruits the employee from the internal
sources.
60% people said that the company recruits the employee from the
external sources.
20% people said that the company recruits the employee from the both
sources.
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8. Which of the following external sources you choose for the
recruitment of the employees?
Analysis
EXTERNAL SOURCES
Interpretation
20% people said that the company uses the employee exchange
consultants.
20% people said that the company uses private employment agencies.
10% people said that the company uses the advertisement method.
40% people said that the company uses the internet method.
10% people said that the company uses the any other way.
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Latest Technique of Recruitment
Analysis
S.No Opinion No. of Respondent Percentage
1. Yes 30 100%
2. No 0 0%
Yes
No
Interpretation
100% people said that the company uses the latest method of recruitment.
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10. If yes then the company use own web site for this purpose.
Analysis
USE ON WEBSITE
Yes
No
Interpretation
90% people said that the company uses his own web site for recruitment.
10% people said that the company not uses his own web site.
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11. Does your company hire the service portal ?
Analysis
Yes
No
Interpretation
60% people said that the company hire service portal.
40% people said that the company not hire the service portal.
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12. Is Internet recruitment is effective in your opinion ?
Analysis
INTERNAL RECRUITMENT
Yes
No
Interpretation
46
Recruitment of Summer / In Plant Trainees
Analysis
Yes
No
Interpretation
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CHAPTER – 7
LIMITATIONS
Limitations
As nothing is perfect except the effort. This study too has its limitations that
limit the applicability and validity of the study. The limitations that limit the
effectiveness of the research are like:
Time – Foremost of all constraints was the limited time. The time to do the
research was limited. So , present study is the result of what ever efforts I could
put in within the time limit.
Biasness- the study sought the optinions of the respondents and opinions have
all the chances to be biased.
Significance of Study –
1. The scope of the study is very wide.
2. Different -2 researchers have given their points on this problem.
3. It helps in reducing the turnover of employees in the organization.
48
4. With the help of this study it is very easy to know the perception of
employees regarding satisfaction by the organizations system.
5. After going through the factors regarding satisfaction it seems to look
after its development for the overall development of the organization.
6. This is also helpful for the organization as well as for the betterment of
the employees in the organization.
Based on the survey analysis and suggestion from the respondents, the
following are the proposed recommendation to improve the existing system and
practices of recruitment and selection procedures:
Recruitment Policy
A part from the director of the company, the operational head should have the
authority for sanctioning the vacancy of a right to recruit the candidates as per
the decisions.
Internet Recruitment
Advertisement of job on internet should be an accessible to maximum job
seekers. Service portal like monster.com, jobsahead.com, naukri.com etc should
be used.
Sources of Recruitment
Company must recruit the individuals through valuable sources of recruitment.
Selection Policy
Test develop by the company for the purpose of selection of the candidates
should not be of complex nature.
There must be proper communication between the interviewer and interviewee
at the time of interview.
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The reference procedure if adopting should be analyzed properly before
recruitment them.
Suggestions
Suggestion received from the respondents of the questionnaires:
The following are the suggestions received from the respondents of the
questionnaire. These suggestions are based on their awareness regarding the
recruitment and selection procedure.
Selection Process
During the selection process not only the experienced candidates but also the
fresh candidate should be selected so as to avail the innovation and enthusiasm
of new candidates. These candidates should be kept on the job for some time
period; if suitable they should be required. During the selection process, the
candidates should be made relaxed and at ease.
Interview
The interview should not be boring monotonous. It should be made interesting.
There must be proper communication between the interviewer and the
interviewee any the time of interview.
Fair selection
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The attainment of goals and objective of any organization depend on the type
and quality of its manpower. To have right type of men at right job and at right
time , the recruitment and selection procedure should be fair and impartial.
Internet Recruitment
51
Conclusion
Based on the analysis through the questionnaire responses the following is the
conclusion of the study.
The organization follows the rules and regulation involved in their recruitment
and selection procedure of the organization. However, there is some scope for
improvement with regard to following:
1. The managers are fully satisfied with the existing recruitment and
selection procedure.
2. The recruitment and selection procedure should not be lengthy.
3. To some extent a clear picture of required candidates should be made in
order to search for appropriate candidates.
4. The recruitment and selection procedure should be impartial.
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Appendix / Annexure
53
Questionnaire
MANPOWER PLANNING :
2. If yes , then please specify the time period(s) for which the estimates are
made ?
a. 0-2 years
b. 2-3 years
c. 3-4 years
d. 4 & above years
Recruitment Policy:
a. Yes b. No
54
a. Recruitment needs of the organization
b. Preferred sources of recruitment
c. Appropriate criteria for selection
d. Identification of the cost of recruitment
SOURCES OF RECRUITMENT:
a. Internally
b. Externally
c. Both
8. Which of the following external source you choose for the recruitment of
the employees?
a. Employee exchanges Consultants
b. Private employee Agencies
c. Campus Requirements
d. Advertisements
e. Any other………..
10. If yes, then the company use owns web site or this purpose.
a. Yes
b. No
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RECRUITMENT OF SUMMER / IN PLANT TRAINEES :
a. Yes
b. No
c. To some extent
Selection Policy
14.Which type of technique is used for selecting the employees?
a. Interview
b. Reference
c. Test
d. Any other…..
56
BIBLIOGRAPHY
1. Books :
2. ACC Ltd.
http://www.acclimited.com/profile
http://www.acclimited.com/management
www.google.com
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