Placement Training Report On “RECRUITMENT AND SELECTION PROCESS WITH SPECIAL REFERENCE TO MANJILAS GROUP OF COMPANIES, THRISSUR” SUBMITTED TO SCHOOL OF DISTANCE EDUCATION UNVIERSITY OF CALICUT As a part of the partial fulfillment of the requirement For the award of the degree of MASTER OF COMMERCE Submitted By Ms. NIMA SURESH Reg. No: THANDCM318 Enroll No: 1300489
SCHOOL OF DISTANCE EDUCATION CALICUT UNIVERSITY 2015 DECLARATION
I, NIMA SURESH, student of M.Com, School of Distance Education,
University Of Calicut, do hereby declare that the Placement Training Report titled “RECRUITMENT AND SELECTION PROCESS WITH
SPECIAL REFERENCE TO MANJILAS GROUP OF
COMPANIES,THRISSUR”, submitted in partial fulfillment for the award of the degree of Master of Commerce program under the guidance and supervision of Prof. Biju John. M , is my original work and not submitted for the award of any other degree, diploma or fellowship under a similar title to any other University.
Place : NIMA
SURESH
Date : Signature ACKNOWLEDGEMENT
First of all, I am Thankful to God almighty for all his blessings throughout my life with a light and that helped me do this project in a better manner. I wish to express my deep sense of gratitude to Prof. Biju John. M, Associate
Professor in Commerce and Coordinator; School of Distance Education,
University of Calicut, for his valuable support and providing with all possible opportunities for the preparation of this Report. I am also grateful to Prof.
Johny, for his valuable advice and guidance throughout the course.
I would like to express my heartfelt thanks to the Management, Mrs. Sreedevi
Suresh, Manager – HR, Manjilas Group for her guidance and directions throughout this training, entire staff members of Human Resource
Department, Administrative Department and other staff members of Manjilas
Group Of Companies, Thrissur, for giving me a privilege to conduct the
Placement Training Report work in their esteemed Organization. I am also thankful to my family members and friends for their constant support and encouragement.
TABLE OF CONTENTS
Chapter No. Description Page No. 1 INTRODUCTION 1.1 Introduction to the Study 1 – 3 1.2 Objectives of the study 3 – 12 1.3 Scope of Study 12 1.4 Research Methodology 12 – 13 1.5 Limitation of the Study 13 – 14 1.6 Company Profile 14 – 19 2 DEPARTMENT AND PRODUCTS 20 – 27 3 STUDY OF THE TOPIC WITH SPECIAL REFERENCE TO MANJILAS GROUP OF 28 – 33 COMPANIES 4 REVIEW OF LITERATURE 34 – 78 5 DATA ANALYSIS AND 79 – 83 INTERPRETATION 6 FINDINGS, SUGGESSTIONS AND 84 – 86 CONCLUSION 7 BIBLIOGRAPHY 87 8 LIST OF CHARTS AND TABLES 88 CHAPTER-1
INTRODUCTION Page 1
1.1. INTRODUCTION TO THE STUDY
“Human Resource should be defined not by what it does, but by what it delivers.”
David Ulrich
Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organization, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom to align the recruitment processes for the benefit of the organization. The HR professionals – handling the recruitment function of the organization- are constantly facing new challenges. The biggest challenge for such professionals is to source or recruit the best people or potential candidate for the organization.
In the last few years, the job market has undergone some fundamental changes in terms of technologies, sources of recruitment, competition in the market etc.
In an already saturated job market, where the practices like poaching and raiding are gaining momentum, HR professionals are constantly facing new challenges in one of their most important function- recruitment. They have to face and conquer various challenges to find the best candidates for their organizations.
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The major challenges faced by the HR in recruitment are:
Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process
• Lack of motivation – Recruitment is considered to be a thankless job.
Even if the organization is achieving results, HR department or
professionals are not thanked for recruiting the right employees and
performers.
• Process analysis – The immediacy and speed of the recruitment process
are the main concerns of the HR in recruitment. The process should be
flexible, adaptive and responsive to the immediate requirements. The
recruitment process should also be cost effective.
• Strategic prioritization – The emerging new systems are both an
opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes
in the market has become a challenge for the recruitment professionals.
Human resources have become viewed as more critical to organizational success and many organizations have realized that it is the people in an organization that
Page 3 can provide a competitive advantage and the people as human resources contribute to and affect the competitive success of the organization.
Recruitment and selection is the process of identifying the need for a job, defining the requirements of the position and the job holder, advertising the position and choosing the most appropriate person for the job. Recruiting employees with the correct skills can add value to a business and recruiting workers at a wage or salary that the business can afford, will reduce costs.
Employees should therefore be carefully selected, managed and retained, just like any other resource.
For every organization it is important to have a right person on a right job.
Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. With reference to this context, this project is been prepared to put a light on
Recruitment and Selection process.
1.2. OBJECTIVES OF THE STUDY
Every organization has some objectives and every part of it should contribute directly or indirectly to the attainment of objectives. In order to achieve
Page 4 organizational objectives integration of employer's interest and employee interest is necessary. To integrate them right form of recruitment strategies are implemented i.e. recruitment. Selection, motivation, compensation, health etc. managers have to study the behavior and attitude of employees and how they can retain the motivated employees in the organization. In my study I have tried to know the recruitment and selection strategies in organization. The objectives which have been kept in mind are as follows:
• To study about the recruitment and selection process followed at
Manjilas Group of Companies. • To know the job satisfaction levels of employee recruited.
• To enable an organization to maintain an inventory of the quality
employees by the best sources of recruitment and selection strategies in
the organization.
• To examine the recruitment and retention process of employees in the
related unit.
• To find the draw backs in the Recruitment & selection strategy of
company.
• To suggest the measures for establishing and better Recruitment and selection Strategy.
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Objectives of the Recruitment
• To attract with multi-dimensional skills and experience that suit the present and future organizational strategies. • To induct outsiders with new perspectives to lead the company. • To infuse fresh blood at all levels of the organization. • To develop an organizational culture that attracts competent people to the company.