A Study on Recruitment and Selection Process At

A STUDY ON

RECRUITMENT AND SELECTION PROCESS

KARNATAKA SOAPS AND DETERGENTS LIMITED

SUBMITTED IN PARTIAL FULFILMENT OF THE REQUIREMENTS OF THE BACHELOR OF BUSINESS ADMINISTRATION IN “HR SPECIALISATION” NEW HORIZON COLLEGE OF MANAGEMENT, BENGALURU (2016-2017) BY ARJUN.R REG NO:14VFC26013 UNDER THE GUIDANCE OF VENKATA NAGA MANJULA.P

NEW HORIZON COLEEGE OF MANAGEMENT STUDIES BENGALURU

COMPANY CERTIFICATE

HOD’s CERTIFICATE

This is to certify that ARJUN.R is a bonafide student of Bachelors of Business Management. The project work entitled “A STUDY ON RECRUITMENT AND SELECTION PROCESS ” AT “KARNATAKA SOAPS AND DETERGENTS LIMITED” is a bonafide work carried out by him in partial fulfillment of the requirements for the award of degree in Business Administration of Bangalore University during the year 2016-2017. It is certified that all corrections/suggestions have been incorporated in the project report and a copy is deposited in the department library. This project work has been approved as it satisfies the academic requirement for the award of Bachelors of Business Management Degree.

DATE: Mrs. Prasanna Prakash

PLACE: Bengaluru. (HOD)

GUIDE CERTIFICATE

This is to certify that the project report entitled “A STUDY ON

RECRUITMENT AND SELECTION PROCESS” AT “KARNATAKA

SOAPS AND DETERGENTS LIMITED” submitted by ARJUN.R to Bangalore University for the award of degree in Business Management is an outcome of genuine research work carried under my guidance and it has not been submitted for award of any other degree, diploma or prize.

DATE Mrs. VENKATA NAGA MANJULA .P

PLACE: Bengaluru.

PRINCIPAL’S CERTIFICATE

This is to certify that ARJUN.R is a bonafide student of this college. The project work entitled “A STUDY ON RECRUITMENT AND SELECTION PROCESS” AT “KARNATAKA SOAPS AND DETERGENTS LIMITED” is a bonafide work carried out by him, in partial fulfillment of the requirements for the award of degree in Business Management of Bangalore University during the year 2016-2017.

DATE: Dr. R. BODHISATVAN

PLACE: Bangalore (PRINCIPAL)

ACKNOWLEDGEMENT

I wish to place on record my deep sense of gratitude to all those who made this project successful and encouraged and guided me. I express my sincere thanks to the institute of new horizon college.

I would like to thank Dr.R. BODHISATVAN, principal, New Horizon College, for giving me the opportunity to prove my calibre by submitting this project report.

I thank Mrs. VENKATA NAGA MANJULA.P, internal guide, new horizon college, for her valuable guidance and help throughout this project.

I extend my thanks to MR. T.Harikrishna company for giving the time and information needed for making this project successful.

Finally, I would like to thank the authors whose ideas and matters have been used again and helped in completing this project in time. Last but not the least, a sincere thanks to my parents and friends with whose support I got an insight.

ARJUN.R (14VFC26013)

STUDENT DECLARATION

I ARJUN.R hereby declare that this project entitled “A STUDY ON RECRUITMENT AND SELECTION PROCESS ” AT “KARNATAKA SOAPS AND DETERGENTS LIMITED” was prepared by me during the year 2016-2017 and was submitted in partial fulfillment of the requirement for the award of degree in Business Administration of Bangalore University.

I also declare that this project report is original and genuine and has not been submitted to any other University for the award of any degree, diploma or other similar titles or purpose.

LIST OF CONTENTS

SL.NO Contents Page No

1. Introduction 1

2. Company Profile 12

3. Research Design 31

4. Data Analysis & Interpretation 38

5. Findings & Summary 79

6. Recommendations & Conclusion 80

7. Bibliography 81

8. Annexure 83

LIST OF TABLES

PAGE SL.NO. TITLE OF THE TABLE NO. 1 Table showing the reason for joining KS&DL 39 Table showing the recruitment process that meet current legal 2 41 requirements Table showing Recruitment Takes Place To fill in vacancies 3 43

Table showing that recruitment programs make the employees 4 comfortable 45

Table showing the position, objectives, requirements and 5 candidate specifications defined by organization in the 47 recruitment process Table showing gender discrimination of employees while 6 recruiting 49

Table showing the joining formalities are time consuming and 7 procedural 51

Table showing the details how the employees came to know 8 about present job 53

Table showing how many years they are working with sandal 9 55 soap factory Table showing the employees satisfaction with selection 10 procedure followed by company 57

Table showing the factors on which the employees are 11 assessed to fit for a job 59

Table showing the company’s timeliness recruitment and 12 selection process 61

Table showing the time taken by the company to respond to 13 the employee’s application 63

Table showing company conducts any campus interview for 14 65 recruitment

Table showing the reason for joining the company 15 67

Table showing information on culture, policy and benefits 16 provided while interviewing the employees 69

Table showing the effectiveness of interviewing process and 17 other selection 71

Table showing that the HR department efficient in selection 18 policy 73

Table showing the induction programme made employees 19 comfortable 75

Table showing the recommendation of the company by the 20 employees to their friends and relatives 77

LIST OF CHARTS

SL. PAGE TITLE OF THE CHARTS NO. NO.

1 Chart showing the reason for joining KS&DL 40

Chart showing recruitment process that meet current legal 2 42 requirements

3 Chart showing how often recruitment takes place in the 44 organization Chart showing the recruitment programs that made employees 4 46 comfortable Chart showing the positions , objectives , requirements and 5 candidate specifications defined by the organization in the 48 recruitment process. Chart showing gender discrimination of employees while 6 recruiting 50

Chart showing the joining formalities are time consuming and 7 procedural 52

Chart showing the details how the employees came to know 8 about the present job 54

Chart showing no of years employees are working with KSDL 9 56

Chart showing the employees satisfaction with selection 10 procedure followed by company 58

Chart showing the factors on which the employees are assessed 11 to fit for a job 60

Chart showing the timeliness recruitment and selection process 12 done by the company 62

Chart showing the time taken by the company to respond to the 13 employee’s application 64

Chart showing company conducts any campus interview for 14 recruitment 66

15 Chart showing the reason for joining this company 68

Chart showing information on culture, policy, and benefits 16 provided while interviewing the employees 70

Chart showing the effectiveness of interviewing process and 17 72 other selection instruments like testing Chart showing that HR department efficient in selection policy 18 74

Chart showing the induction programme made employees 19 comfortable 76

Chart showing the recommendation of the company by the 20 employees to their friends and relatives 78

CHAPTER 1 INTRODUCTION

1. INTRODUCTION

RESOURCE MANAGEMENT

Resource management is the efficient and effective development of an organization's resources when they are needed. Such resources may include financial resources, inventory, human skills, production resources, or information technology . Resource management is a key element to activity resource estimating and project human resource management.

Resource management includes planning, allocating and scheduling of resources to tasks, which typically include manpower, machines, money and materials. Resource management has an impact on schedules and budgets as well as resource leveling and smoothing.

RECRUITMENT

Recruitment is a core function of human resource management. Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles or unpaid trainee roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies to support all aspects of recruitment have become widespread.

Recruitment is concerned with reaching out, attracting, and ensuring a supply of qualified personnel and making out selection of requisite manpower both in their quantitative and qualitative aspect. It is the development and maintenance of adequate manpower resources. This is the first stage of the process of selection and is completed with placement.

CHARACTERISTICS OF RECRUITMENT

1. Drive/passion :-

Liking the job you are applying for is paramount and something recruiters are always looking for. Show and prove your drive for the role and/or the field you are applying for. Always be prepared to pitch yourself, this shows your drive in the role you are applying for.

2. Communication skills:-

People often make the mistake by thinking this skill is related to how good they are able to talk about their background and expertise. This is important, but as least as important is it that you listen well to questions that are asked. Make sure you answer to the point and ask questions if you want questions to be clarified. This shows your interest in the role and the ability to communicate clearly. This also helps you building trust with the recruiter every time you speak to him/her.

3. Confidence:- Recruiters are looking for the best candidate for the job. So if you don’t think you are the best candidate why should the recruiter? Show with confidence, without being arrogant (think about building trust), why you are the right person for the job. Confidence also shows in your answers to difficult questions. Be confident enough to explain why some experiences went wrong and how you learnt from them. If you don’t have a direct explanation on a question, it is better to ask for a second to think instead of a random answer.

4. Vision:- The main reason to hire graduates for many companies is that graduates are perceived to be flexible. The organisation will train and up skill you in the direction best suitable for the organisation. However the most intense learning path is realised when you also know where you want to go. Companies are often happy to accommodate you to support with training and development, but if you don’t have a clear vision on what you want to achieve for yourself and what value you bring to the company, recruiters can decide you are not the right candidate as they are afraid you aren’t going to stay in the company. 3

5. Business awareness:-

For every job you apply you will get challenged on your knowledge and interest for the market and business they are in. All companies add value in different ways in their respective markets. So make sure you are aware of what a company is doing, what their goal is and why and how they exist and how you can add value for the company in the role you are applying for.

STEPS IN RECRUITMENT PROCESS

As mentioned earlier, recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants.

The process comprised five interrelated stages, they are :-

1. Planning. 2. Strategy development. 3. Searching. 4. Screening. 5. Evaluation and control.

According to Famularo, personal recruitment process involved five elements, they are:-

1. BA recruitment policy. 2. A recruitment organization. 3. A forecast of man power. 4. A method of assessing the recruitment program. 5. The development of source of recruitment and the different technique used for utilizing these resources.

FACTORS AFFECTING RECRUITMENT

Factors governing recruitment may broadly be divided as internal and external factors, they are :-

INTERNAL

1. Recruitment policy of the organization. 2. Human resource planning strategy of the company. 3. Size of the organization and the number of employees employed. 4. Cost involved in recruiting employee. 5. Growth and expansion plan of the organization.

EXTERNAL

1. Supply and demand of the particular skills in the labour market. 2. Political and legal consideration from the government of India. 3. Companies image perception of the job seekers about company.

Methods of recruitment :

A] Direct method

B] Indirect method

C] Third party sources

A] Direct method:

i] Campus interview

ii] Placement officers of the colleges will contact the organization

iii] Internet services.

B] Indirect method:

i] Newspaper

ii] Magazines

iii] Journals

iv] Special brochures brought out by the organizations

C] Third party sources: i] Commercial

ii] Private employment agencies iii] State agencies iv] Placement offices of educational institutions v] Recruiting firm

Recruitment techniques:

A recruitment technique are the means or the means or media by which management contacts prospective employees or provides necessary information or exchange ideas in order to stimulate them to apply jobs.

Management uses different types of techniques to stimulate internal and external candidates. These techniques are classified as traditional techniques and modern techniques.

Traditional techniques include - Promotions, Transfers and advertising Modern techniques includes - Scouting, Salary and perks and Employee stock ownership program [ESOPS]

Purpose & importance of recruitment

The purpose and importance of recruitment are given below:

a] Attract and encourage more and more candidates to apply in the organization.

b] Create a talent pool of candidates to enable to selection of best candidates of organization.

c] Determine present and future requirements of the organizations in conjunction with its personnel planning and job analysis activities. d] Recruitment is the process which links the employees with the employers. e] Increase the pool of job candidates at minimum cost. f] Help increase the success rate of selection process by decreasing number of visibly under qualification or overQualified job applicants.

Recruitment Policy of a company:

In today’s rapidly changing business environment, a will defined recruitment policy is necessary for the organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at right place quickly .Creating a suitable recruitment policy is the first step in the efficient hiring process . A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a frame work for implementation of recruitment programmers. And procedures by filling up vacancies with best qualified people.

Recent Trends in Recruitment:

The following trends are being seen in recruitment:

 Outsourcing : In India, HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of candidates according to needs of organization and creating a suitable pool of talent for the final selection by the organization. Out sourcing firm develop their human resource pool by thy employing people for them and make available personnel to various companies as per their needs, In turn the outsourcing firms or the intermediaries charge the organization for their services.

Advantages of outsourcing are:

1. Company need not plan for human resources much in advance. 2. Value creation, operational flexibility and competitive advantage. 3. Turning the management focus to strategic level process of HRM. 4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates. 5. Company can save a lot of its resources and time.

 Poaching/ Raiding:

“Buying talent “(rather than developing it) is the latest mantra being followed by the organization today. Poaching means employing a competent and experienced person already working with another reputed company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen and the unethical practice and not openly talks about . Indian software and retail sector are the sectors facing the most severe brunt of poaching today. It has become challenge for human 8

resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.

 E – Recruitment:

Many big organization use internet as a source of recruitment. E- Recruitments the use of technology to assist the recruitment process. They advertise job vacancies through World Wide Web. The job seekers send their application or curriculum vitae i.e., CV through email using the internet .Alternatively job seekers place their CV’s in world wide web , which can be drawn by prospective employees depending upon their requirements.

Advantages of E-Recruitment are: Low cost No intermediaries Reduction in time for recruitment Recruitment of right type of people Efficiency of recruitment process

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

The Recruitment process is immediately followed by the selection process i.e., the final interview and the decision making, conveying the decision and appointment formalities. 9

SELECTION

After interview selection is a step which has been follow by all organization, recruitment function helps the organization to develop a pool of prospective human resources. It is difficult for HR manager to employ the suitable people out of pool. Infect many organization face critical problems in choosing the people. Selection techniques and methods reduce the complexities in choosing the right candidate for the job.

Meaning:

Searching for prospective employees and stimulating them to apply for jobs in an organization, the management has to perform the function of selecting the right employees at right time , this process is called selection.

Induction

After selection of employees, the first step is to orient them to organizational life. Induction or orientation program of an organizational is a process to guide and counsel the employees to familiarize them with the job and the organization. This process helps an organization to clarify the terms and conditions of employment, specific job requirements and also to inculcate confidence in the minds of new entrants. The job of recruitment does not end by signing on the dotted line. The real effort actually begins after that.

In other words “It is a welcoming process, the idea is to welcome a new comer, make him feel at home and generate in him a feeling that his own job”

Objectives of Induction:

To introduce new employees with organizational environment, exposing them to the mission, history and traditions of the organization. To create a positive attitude in the minds of new employees. To create proper awareness in the new employees, enabling them to understand the business of the organization. To provide opportunity to interact with other fellow workers and with other managerial employees of the organization.

A good induction programmed should contain the following areas which are conveniently distributed under organization’s point of view and employee’s point of view.

Steps and techniques of induction programmer:-

a. General orientation b. Specific orientation c. Follow-up orientation

CHAPTER 2 COMPANY PROFILE

History of Soap Industry:

The early days of civilization shows us that mankind was aware of the importance of cleanliness and hygienic. The great bath of Indus valley civilization is testimony for this. The roam were known to be considerable users for the soaps. During the period roman enterprise "stale wine" was collected as a source of ammonium carbonate for cleaning purpose. The mankind knew about soap 2000 years back i.e. in 70 A.D, when Mr. Piliny and leader accidently discovered soap when roasted meal overflowed on ashes. It was in 1831 A.D, that for the first time detergent was discovered by Mr. Fremy when he supplanted olive oil and almond oil, the consumption of soap in the world in 1884 A.D, was said to be 2 lakhs tones per annum, and it was in this year Mr. W.H Lever entered the field of soaps by making in a big way.

Soaps is a lamp like product, had foaming and cleaning character. Soap is a product that many people might take for granted or consider rather than ordinary, but for some, lathering up can be treasured part of morning or nightly routing. Scented or unscented, in bars, gets and liquids, soap is a part of our daily lives. Since then in 1972 AD at first commercial batch of soap was made and marketed by M.S Bristol soap was then taken to London.

Lance Household penetration of soap is 98% people belonging to different income level use different brands, which fall under different segments, but all income levels use soap, making it the second largest category in India and detergents being number one. Rural demand is growing at an increasing rate compare to urban because rural consumers in India constitute about 60-70% of the population.

Soap Industry in India:

Northwest soap company established the first soap industry in 1897 at Merut. Following the Swedish movement in 1905 onwards few more factories movement in 1905 onwards few more factories were setup.

Soap industries in India began with MIS Godrej, setting up their manufacturing unit during 1918 at Mumbai and MIS Government soap factory in Bangalore. During the year 1930,MIS TATA oil mills company set up Hindustan Lever Limited setup their manufacturing unit at Mumbai and Calcutta. The industry continued to flourish very well unit 1967-1968, when the industry stagnated due to informal price control. The industry soon recovered and experienced a sharp up swing during 1974.

In India, the per capita consumption of soap is 500 Gm. compared to 1200 Gm. in countries like Brazil. In case of detergents the per capita consumption is 1.60 Kg in Europe and 18.5 Kg in Australia.

In the organized sector, 88 units are manufacturing soaps with an installed capacity of 705 963 (46 units only) tons per year production of soap in their sector was of the order of 3,53,232 tons during 1994-95 and 3,88,087 tons during 1995-96. There are 33 units in the organized sector for manufacturing of detergents with an installed capacity of 5,09,020 (22 units only) tons per annum.

COMPANY PROFILE OF KARNATAKA SOAPS AND DETERGENTS LTD

Soap is one of the commodities, which has become an indispensable part of life of the modern fantasy world. Since it is non- durable consumer goods, there is a large market for it. The whole soap industry is experiencing changes due to innumerable reason such as government relations, environment, toxicological allergy problems, increase in cost of raw material etc.

The change in technology and even existing desire by the individuals and the organization to produce a better product at a mere economical rate has also acted as catalyst for the dynamic process of change. More and more soap manufacturers are trying to capture a commanding market share by introducing and maintaining acceptable products. The soap industry in India faces a cutthroat competition, while multinational companies dominate the market.

The company will be celebrating its 100 years on 10th May 2016. It has planned a great celebration to commemorate the Centennial year, including plans to introduce a "Mysore Sandal Centennial" Soap to mark the occasion. Karnataka Soaps has planned to have a great event on 10th May 2016 to commemorate the 100th year.

Development in Manufacturing of Soap:

The credit of making soap affordable to common man goes to Nicolas Leblance, a French scientist, The early settlers in North America made their own soap by pouring hot water over wood ash to make an alkali called potash. The potash was boiled with animal fats in large. Iron Kettlers to make soap. But it was crude to look at and it had a bad odor. It was in this century development in soap making led to the making of soap with fragrance, mildness and color.

Mr. Twitched developed a process called "Fat splitting in the year 1890 AD. In 1899 again it was Mr. Twitched who took out an American plant claiming manufacturing of sodium salt of petroleum sulphonates. In 1930 Mr.Reychler , a Belgium scientist produced for the first time sodium Cheryl sulphonated which had similar properties to that of soap . Soap cannot be in acid solution and it forms precipitate with the calcium and magnesium in hard water. Hence,although soap is good all round detergent .During the middle ages soaps were made in various countries such as Italy, France , Spain and England etc. .

THE INDIAN SOAP INDUSTRY SCENARIO:

The Indian soap industry has been dominated by handful of companies such as:

Hindustan Unilever Limited. Tata Oil Mills (taken over by HLL) Godrej Soap Private Limited.

Recent entrants include:-

Colgate Palmolive Ltd., Proctor and Gamble Ltd., Nirma Soap Works., Wipro Ltd.,

The Indian soaps industry continued to flourish very well until 1967-68, but begun to stagnate. Soon it started to recover and experienced a short upswing in 1974. This increased in demand can be attributed to :

Growth of population. Income and consumption increase. Increase in urbanization. Growth in degree of personal hygiene.

Soap manufacturers are classified as, organized and un organized. KSDL is under organized sector.

HISTORY OF KS & DL:

India is a rich land of forest, ivory, silk, sandal, precious gems are magical charms of centuries. The most enchanting perfumes of the world got their exotic spell with a twist of sandal. The world's richest sandalwood resources is form one isolated stretch of forest land in South India that is Karnataka.

The origin of sandalwood and its oil in Karnataka, which is used in making of Mysore sandal soaps, is well known as Fragrant Ambassador of India& Sandalwood oil is in fact known as "Liquid Gold".

By the inspiration of his Highness Maharaja of Mysore late Jayachamarajendra Wodeyar, the trading of sandalwood logs started which was first exported to Europe and new destinations, but with commencement of First world war India faced severe crisis on the business of sandalwood.

This situation gave rise to start of an industry, which produces value added product i.e., of sandalwood oil. His Highness Maharaja of Mysore created this situation as an 17

opportunity by sowing the seed of the Government Sandalwood Oil Factory, which is the present KS and DL. The project was shaped with the engineering skills and expertise of the top level. Late Sri M.Visvesvaraya, the great engineer who was the man behind the project.

Today's famous Mysore sandal soap credit goes to late Sri Sosale Garalpuri Shastri who incorporated the process of soap making using sandalwood oil. He was an eminent scientist inthe field working at the Tata institute, Bangalore. He was sent to England to master the fine aspect of soap manufacturing.

The Maharaja of Mysore & Diwan Sir. M.Visvesvaraya established the Government Soap Factory during the year 1918. The factory was started as a very small unit near K.R circle, Bangalore with the capacity of 100 tons P,A. In November 1918 the Mysore Sandal Soap was put into the market after sincere effort and experiments were undertaken to evolve a soap perfume blend using sandalwood oil as the main base to manufacture toilet soap. The factory shifted its operation area to Rajajinagar industrial area of 39 acres covering Soaps, Detergents and Fatty Acid divisions), on the Bangalore - Pune Highway, easily accessible by transport service and communication. Another sandal wood oil division was established during the year 1944 at Shimoga, which stopped its operations in the year 2000 for want of Natural Sandalwood.

This factory started at a moderate scale in the year 1916. The first product was washing soap in addition to the toilet soap in the year 1918. The toilet soap of the company was made up of sandal wood oil.

In 1950 Government decided to expand the factory in two stages. The first stage of expansion was done to increase the output to 700 tons per year and was completed in the year1952 in the old premises.

The next stage of expansion was implemented in 1954 to meet growing demand for Mysore sandal soap and for this purpose Government of India sanctioned license to manufacture 1500 tons of soaps and 75 tons of glycerin per year. The expansion project worth of Rs. 21 lakhs includes the shifting of the newly laid industrial suburban of Bangalore.

The factory started functioning in this view premise [i.e., present one] from July 1 st 1957. From this year on wards till date the factory had never looked back, it has achieved growth and development in production scales and profits. 18

The industry has two more division one a Shimoga and another at Mysore where Sandal wood oil is extracted. The Mysore division started functioning from 1917 and only during 1984 manufacturing of perfumed and premiere quality Agarbathies at was started. Right from the first log of sandalwood that rolled into the boiler room in 1916, the company has been single- minded pursuit of excellence. The project took shape with the engineering skills and expertise of excellence. The project took shape with the engineering skills and expertise of top level team under the leadership of SirM.Visvesvaraya, Prof: Watson and Dr. Sudbrough. This soap factory was started as a small unit and now it has grown up to a large size.

Development of the Organization:

The Government Soap Factory has made spectacular progress during the years gone by. Its production has developed on both volume and variety. When the Mysore Sandal Soap was introduced in the market, it caught the public eye on account of its intrinsic superior quality and perfume.

The factory slowly and steadily developed recording all improvements in production sales and profit. Modernization was given a practical shape in1963-64. This factory is also exporting products to Malaysia, Middle East, Africa, USAand other 20 countries. The exports of the factory have been steadily rising. Exports of the factory have been executed through Mysore Sandal Sales International Limited. The factory has received an export award for the year 1975 – 1976. The factory has also negotiated and finalized a collaboration draft agreement with Malaysia. The company also provided technical knowhow. Although the progress achieved so far has been spectacular the management does not believe in settling on its laurels, conscious efforts are made to improve the organization still further and pass performance warrants. It is very clear that the government soap factory is making profit every year. There has been phenomenal and spectacular growth and development of the factory in the new setup. The production rose from 600 tons to 2300 tons. The sales also progressed from Rs. 33 lakhs to Rs.1.7crores while net profit risen to Rs.15 lakhs to Rs.45 lakhs during 1956 – 1967.

In 1965, the factory gave an undertaking to the Government of India to export its products to earn necessaryforeign exchange. This could be used to import machinery from other countries.In retrospect it may be said that the soap industry has always looked upon “Mysore Sandal Soap” as something of an ideal to aim and achieve. Many factories both in 19

India as well abroad have succeeded. This is a tribute to those who pioneered the excellence of Mysore Sandal Soap. The factory is playing a notable part and also contributing to the industrial development in Karnataka.

Being a Government undertaking the main objective of the firm is to provide quality goods to the consumer at reasonable prices. The factory has got more than 60 years of experience in this field.

RENAMING:

On 1st October 1980, the Government soap factory was renamed as “Karnataka Soaps and Detergents” the company was registered as a public limited company.

Today company produces varieties of products in the toilets soaps, detergents and cosmetics.

OBJECTIVES OF KS & DL:

 To serve the national economy.  To attain self -reliance.  To promote and uphold its image as symbol of traditional products.  To promote purity and quality products and thus enhance age old – charm of sandal wood oil.  To build upon the reputation of Mysore Sandal wood soap based on pure sandal oil.  To maintain the brand loyalty of its customers.  To supply the products mentioned above at most reasonable and competitive rate.

VISION STATEMENTS:

 Keeping pace with globalization, global trends and the state’s policy for using technology in every aspect of governance.  Ensuring global presence of Mysore Sandal products while leveling its unique strengths to take advantage scenario by intelligent and selective diversification. 20

 Secure all assistance and prime status from Government of India, all technology alliances.  Further, ensure Karnataka’s pre-eminent status as a proponent and provider of technology services to the world, nation, other status public and private sector.  Making available technology products and services at the most affordable price to the people at large, in keeping with the policy of a welfare status.  Making all out efforts to achieve reasonable profits.  Most importantly to earn the invaluable foreign exchange, both to the state and to the country.

COMPETITORS OF KS & DL PRODUCTE AND SERVICES:

KS & DL is facing cut – throat competition in national and international markets. Some of its competitors are:-

. M/S. Hindustan Unilever Ltd., . M/S. Godrej Soaps Private Ltd., . M/S. Proctor & Gamble . M/S. Wipro . M/S. Nirma Soaps Private Ltd., . M/S. Jyothi Laboratories

KS & DL has the following department:

 Finance and accounts  Human resources development & administration  Research & development  Quality assurance  Material & stores  Production & maintenance  Marketing & business group  Projects & management information services 21

HRD DEPARTMENTS:

1. Importance of HRD Department: Management of human resources. Co-operation. Assisting the management in HR matters. Development of work force. Work together to achieve organizational goals. Profit and growth.

2. Key functions of the word:  Recruitment and selection.  Training and development.  Promotion and transfer.  Wages & salary administration.  Performance appraisal.  Industrial relation.  Disciplinary action.  Welfare measures

TRADE MARK OF KS&DL:

The “SHARABHA”

The carving on the cover is the sharabha, the trade mark of KS & DL.

The sharabha is a mythological creation from the “puranas” which has a body of a lion and a head of a elephant, which embodies the combined virtues of wisdom and strength. It is adopted as an official emblem of KS & DL to symbolize the philosophy of the company.

The sharabha thus symbolized a power that removes imperfections and impurities. The maharaja of Mysore as is official emblem adopted it. And soon took its pride of place as the symbol of the Government soap factory of quality that reflects a standard of excellence of Karnataka Soaps and Detergents Limited.

SLOGANS “NATURAL PRODUCTS WITH EXOITIC FRAGRANCE”

KS & DL has a long tradition of maintaining the highest quality standard, right from the selection of raw materials to processing and packing of the end product. The reason why its products are much in demand globally and are exported regularly to UAE, Saudi-Arabia, Kuwait, Qatar, South America. The entire toilet soaps of KS & DL are made from raw materials of vegetable origin and are totally free from animal fats.

POLICY OF KS & DL:

 Seek purchase of goods and services from environment responsible suppliers.  Communicate its environment policy and the best practices to all its employee’s implication.  Set targets and monitor progress through internal and external audits.  Strive to design and develop products, which have friendly environment impact during manufacturing.  Reuse and recycle materials wherever possible and minimize energy consumption and waste.

MILE STONES OF THE COMPANY:

 1961 – Mysore Sandal Wood Oil Factory started at Mysore.  1981 – Government Soap Factory was started by Maharaja of Mysore with the capacity of 112MTs/Annum near Cubbon Park, Bangalore and the MYSORE SANDAL SOAP was introduced into the market for the first time.  1932 – Toilet soap production capacity was enhanced to 750MTs/Annum.  1944 – The second Sandalwood Oil extraction plant was started in Shimoga.  1954 – Foundation stone was laid by Sir M.Vishveswaraiya for establishment of new manufacturing facilities at Rajajinagar, Industrial Area, Bangalore.  1957 – Factory was shifted to new premises at Rajajinagar from Cubbon Park.  1965 – It was new revolution time for govt soap factory; it started to export its product.  1967 – Celebrated its Golden Jubilee.  1970 – Production capacity was increased to 6000MTs/Annum.  1974 – Mysore Sales International Limited was appointed as the sole selling agent for marketing its products.  1975 – Synthetic Detergent Plant for manufacturing of detergent cakes and detergent powder was installed with Italian technology.

 1980 – Government Soap Factory was converted into a Public Sector Enterprises and the company was introduced on 9th July 1980 and renamed as KARNATAKA SOAPS & DETERGENTS LIMITED.  1981 – Fatty Acid unit was established to utilize indigenously available minor seeds oil as the raw material for soap manufacturing and to produce Glycerin and Stearic acid.  1984 – Expanded the production capacity with modern manufacturing facilities, which was available at the time to produce 26000MTs/Annum of Toilet Soaps with different variants.  1987 – KS &DL took over marketing activity from M/s. Mysore Sales International Limited (MSIL), and started up its own marketing networks by opening 6 branches across India.  1992 – During this period Liberalization lot of competitors penetrated in Indian Market, KS & DL was registered with Board for Industries and Financial Reconstruction (BIFR), New Delhi as the company was suffering with heavy losses.  1996 – The company was back to track and started to make profits, by strict measures on cost, productivity and sales.  1999 – The company was certified with ISO 9001:2000 certified by BSI for

their successful implement for the Quality Management System and they

Launched Mysore Sandal Gold Soap and Mysore Sandal Baby Soap.  2000 – The company certified with ISO 14000:2004 BSI for their successful implementation of Environment Management System.  2003 – The company came out of BIFR, as they wiped out entire carry forward losses of Rs. 98 crores, and got recognized that, the only state Public Sector to make continuous profit.  2008 – Company has introduced Hand Wash Liquids under trade name of Herbal Hand Wash and Rose Hand Wash. Company has also introduced liquid Detergent under the trade name of KLEENOL with different variants for floor wash, dish wash and Automobile Wash.  2009 – The company had re launched Talcum powder with variety with new outlook for containers.  2010 – ISO Certificate was upgraded to 9000:2008 and received Chief Minister’s Ratna Award.

 2011 – On the occasion of 150th Birth Anniversary of Sir M.Vishveswaraiya; KS& DL launched Mysore Sandal soap.  2012 – KS & DL launched Mysore Sandal Millennium, India’s First super premium soap. It is priced at Rs.720 per piece of 150 gms. “Mysore Sandal Millennium is the first expensive soap was manufactured and sold in India.  2013 – They reached highest sales turnover and profits (322 crores in FY2013) on 22nd of August “National Award for excellence Cost Manufacturing” Karnataka Soap and Detergent Ltd., was the winner in the public manufacturing (Medium Organization) category.

PRESENT STATUS OF THE COMPANY:

The company is mainly depended on southern market. The product availability in retail outlets particularly for Mysore sandal soap is almost comparable to any other similar industries products in the premium segment in the south. Whereas in other parts like eastern and northern markets penetration of KS & DL product is relatively poor, which depends on the company’s distribution structure, stock list and field personnel strength. With increased trust on distribution, the company does not for see any problems to achieve the projected sales through the re distribution package. Further, the policy of Indian Government also sees the public sector enterprises either the industry in a large way they buy making the product available to the consumer at the reasonable price.

Being located in the center of the southern part of Indian the Government Soap Factory claims preferential treatment for the expansion programme in view of ability of exotic natural sandal wood oil. AN ISO 9002 COMPANY:

KS & DL with the tradition of excellence of over 8 decades is committed to customer delight, through total quality management and continuous improvement through the involvement of all employees. KS & DL has got ISO 9002 certificate.

To improve the quality management system and to facilitate TQM in the process of soaps and detergent, the management took decisions to obtain ISO 9002 by end of March 1999. Accordingly action plan was drawn and committee was set up for the purpose during October 1998 with a mission statement.

The company gives initial training including conducting employee’s awareness program, document quality manual and quality system procurement. In this direction company obtained the guidance from consultancies, Bangalore and Bureau of Indian Standards, Bangalore. Accordingly, company standards registered for ISO 9002 by the

end of March to The Bureau of Indian Standards obtained the certificate by the end of March 1999 itself.

This is to project in the national and international market and also to improve quality of products offered to the consumers with the assurance of quality in the message. The company got itself upgraded to ISO 9001 – 2004, quality system in the year 2004-05.

ISO- 14001:

The company is located in the heart of Bangalore city. The management of the company took a decision to get the ISO-14001 and become model to other public sectors for the techniques used and also to other Government units to spread the message of maintenance of environment.

ISO 14001 and ISO – 9001 will facilitate to improve the corporate brands in the global market and it will help the company improve the profits, year on long term basis. The environment management system adopted in the company through this motive as follows:

Conservation of energy Conservation of surroundings Conservation of resources

Equipped with latest technology and backed up by full-fledged quality control millennium. The company is developing new products to meet the changing preferences of its customers. KS&DL AT GLANCE:

Incorporated name : Karnataka Soap and Detergents Limited

Address : Karnataka Soaps and Detergent Ltd., Bangalore – Pune Highway Post box No. 5331, Rajajinagar Bangalore – 560055 Ph.: 080 – 22164800[Connected to all departments]

E-mail: Mysore Sandal @vsnl.com Website: http://ksdl.karnataka.gov.in/

Year of establishment : 1918 Constitution : wholly owned by Govt. of Karnataka Undertaking.

Management : Govt of Karnataka nominates / appoints board of directors. Chairman & MD.

Renamed : 1980

Trade mark : The trade mark is sharabha. It is the Body of lion with the head of elephant means blending the intelligence of lion and strength of elephant. Production range : Toilet soaps, bar soaps, detergent Cake, powder, cosmetics, baby Products, Sandalwood oil.

Process knowhow : The facility is a pioneer in the Manufacturers of various soaps and technology imported from Italy.

Capacity of the unit : Licensed capacity is 26000 metric tons of soaps & 10000M.Tons of detergent per annum.

Plants : At Bangalore Soap plant Detergent plant Fatty acid plant At Mysore Sandalwood oil At Shimoga Duty paid godown PRODUCT MANUFACTURED BY KS&DL TOILET SOAPS

NAME OF THE PRODUCT UNIT OF GRAMS Mysore sandal soap 75, 125 Mysore Sandal classic soap 75 28

Mysore Sandal gold soap 75, 125 Mysore Sandal baby soap 75 Mysore special Sandal 75 Mysore rose soap 100 Mysore Sandal herbal care 100, 125 Mysore Jasmine soap 100 Wave soap 100 Mysore Lavender soap 150 Mysore Sandal bath tablet 150 Mysore Sandal classic bath tablet 150 Mysore Jasmine bath tablet 150 Mysore special Sandal tablet 150 Mysore Sandal rose tablet 150 Mysore Sandal guest tablet 175

GIFT RANGE SBT SJR 06 IN 01

GOLD SIXER

OTHERS Washing half bar Washing sandal baby wash

DETERGENTS

NAME OF THE PRODUCT UNITS IN GRAMS Mysore detergent powder 1000 Mysore detergent powder 500 Mysore detergent cake 125 Mysore detergent cake 250 TALCUM POWDER

NAME OF THE PRODUCT UNITS IN GRAMS Mysore Sandal talc 20, 50, 100, 300 Mysore Sandal baby talc 100, 200, 400

CHAPTER 3 RESEARCH DESIGN

RESEARCH DESIGN

TITLE OF THE STUDY:

"A STUDY ON RECRUITMENT AND SELECTION PROGRAMME AT KARNATAKA SOAPS AND DETERGENTS LIMITED, BANGALORE, KARNATAKA"

STATEMENT OF THE PROBLEM:

This research study has been undertaken to be topic "RECRUITMENT AND SELECTION" conducted on behalf of KS&DL, to impact the specific skills and learning process design to help employee's growth.

Thus the present study is conducted to analyze the employees satisfaction and reaction towards job satisfaction offered and to evaluate the responses and recommendation the same to the management at KS&DL

OBJECTIVES OF THE STUDY:

The various objectives of the study are:

1. To know how recruitment needs are identified.

2. To know how effectively the recruitment programs are carried out

3. To know what changes have the recruitment program has bought in the employees.

4. To suggest programmatic measures to enhance the performance of the executives and non-executives in the modern organization.

SCOPE OF THE STUDY:

The scope of the study is confined to studying the recruitment program impaired by KS&DL, Bangalore to its employees and its effectives in recruitment strategy adopted by the company.

LIMITATIONS OF THE STUDY :

Any research study will be restricted in scope by certain inherent limitations that are participated by the choice of the research design, sampling procedure and respondent selection. This study has the following instructions.

1. As the project is prepared for academic purpose only , it suffers from the limitation of time and finance. Due to analytical study in all strategies adopted by the organization was not possible.

2. The study has to be completed within a short span of time . I.e. 4 weeks.

3. The report also suffers from the limitation of the exhaustive as for as information access is concerned.

4. The result of the study was based on present condition.

5. The study is based on the Employees Job satisfaction conducted to the employees in KS&DL.

METHODOLOGY OF THE STUDY :

In order to study the effectiveness of recruitment and selection program at "KARNATAKA SOAPS & DETERGENTS LIMITED" first hand information is collected by distributing the questionnaire of the employees of the organization of various departments. The recommendations of employees of the organization take suggestions.

Research methodology:

Fundamental to the success of any formal research project is a sound research design. A good research design has the characteristics, problem definition, specific methods of data collected accurately and economically. 33

A RESEARCH DESIGN I purely and simply the frame work of plan for a study that guides the collection and analysis of data. It is a blueprint that is followed in completing.

It resembles the architect's blueprint (map) for constructing a house it may be worthwhile to mention here that a research design is nothing more than the framework for the study ensures that: (1) the study will be relevant to the problem, and (2) the study will employ economical procedures.

Methodology is the backbone of the project work. It includes sample, sample size, and methods of data collection tools used for studying the problem.

Source of Data Primary Data and Secondary Data Research Type Descriptive Research Data collection technique Questionnaire (Structured, Multiple Choice Close ended questions) Sampling Technique Convenience Sampling Data Analysis Statistical Tool used: Percentage Analysis Sample Unit Employees Working in Karnataka Soaps & Detergents Limited Bangalore. Total Sample Size 50 Employees

The researcher has adopted descriptive research in this context. The descriptive research portrays accurately the characteristics of a particular individual, situation or a group.

The descriptive research includes surveys and fact-findings enquiries of different kinds. The major purpose of descriptive research is description of the state affair as it exists at present. The major characteristic of this method is the researcher has no control over the 34

variables, he can only report in order to ascertain and be able to describe the characteristics of the variables of interest in a situation.

SAMPLE DESIGN:

A sampling design is definite plan for obtaining a sample from a given population. It refers to the technique or the procedure the researches would adopt in selecting items for the samples. Sample design may as well lay down number of item to be included in the sample. Under samplings design the researcher has adopted random samplings.

RANDOM SAMPLINGS:

Under this sampling design, every item of the universe has equal chance of inclusion in the sample. Here it is blind chance alone that determiner whether one item or the other is selected. The results obtained from the random sampling can be assured of probability. Random w\sampling form a finite population refers to those methods of sample population an equalprobability of being picked up and each item in the entire population to have a equal population to havea equal chance included in the sample.

SAMPLE SIZE:

The size of the respondent covered for the study was 60 employees Karnataka soaps & detergents limited.

SAMPLE TECHNIQUE:

The choice of the appropriate sampling design is or generally importance in the execution of a sample survey and if generally made keeping in view the objective and scope and the investigation and the type of the universe to be sample. There are two main categories under which sampling method can be put: Probability Sampling. Non probability Sampling.

Here the sampling technique adopted is non-probability sampling technique

COLLECTION OF DATA:

MEANING: The data collection is the data constitute the foundation on which the super structure of statistical analysis is built. T the results obtained from the analysis are properly interpreted and policy decisions are taken. Hence if the data are accurate and in adequate, the whole analysis may be faulty and the decision will be misleading.

METHODS OF THE DATA COLLECTION:

There are two types of data collections, they are: Primary data collection Secondary data collection

Primary data collection:

The primary data are those, which are collected afresh and for the first time and thus happen to be original in character. The researcher has got the primary data through questionnaire survey' s the data which are collected are the first hand data; through the analysis and interpretation would be taken part.

QUESTIONNAIRE SURVEY:

These are the most commonly used research method. Questionnaires are extremely flexible and can be used to gather information on almost any topic from large or small number of people. The commonest type of questionnaire are those, which have wat are known as closed questions. Hera the respondents were asked questions and the required to answer by choosing between a number of alternatives. 36

SECONDARY DATA COLLECTION:

The secondary data, on the other hand, those which have already been collected by someone else and which have already been passed through the statistical process. The researcher has to decide which sort of data he would be using for his study and accordingly he will have to select on or the other methods of data collections. The researcher had collected the secondary data from the company's records. Products, internet, previous project reports.

CHAPTER 4 ANALYSIS OF DATA AND INTERPRETATION

Table 1:

Reason for joining KS&DL

Particulars No of Respondents Percentage Organization 30 26% Recognition Wages and salary 45 39% Work quality 25 22% management Career opportunity 15 13% Total 115 100%

Analysis:

From the above table we can interpret that out of 115 respondents about 26% respondents agree that organization recognition and 39% wages and salary level and 22% work quality environment 13% career opportunity are the reasons for joining KS&DL.

Graph1: Chart showing reason for joining KS&DL

No of Respondents

13% Organization Recognition 26% Wages and salary 22%

Work quality management

39% Career opportunity

Interpretation: From the above inference we can conclude that 26% of respondents choose for Organization recognition.

Table 2

Recruitment process that meet current legal requirements

Particulars No. of Respondents Percentage Yes 93 81% No 22 19% Total 115 100%

Analysis: From the above table we can interpret that out of 115 respondent about 93 people agree that recruitment and 22 people disagree the statement.

Graph 2

Chart showing Recruitment process that meet current legal requirements

No of respondents

19%

Yes No 81%

Interpretation: Among the 115 respondents majority that is 81% agree that recruitment process meet current legal requirement.

Table 3

RECUITMENT TAKES PLACE TO FILL IN VACANCIES

Basis NO OF PERCENTAGE RESPONDENTS Annually 64 56% Quarterly 0 0% Half yearly 22 19% Based on need 29 25% Total 115 100%

Analysis: From the above table we can see that out of 115 respondents 64 say recruitment process takes place annually, 22 say half yearly and 29 say its based on need.

GRAPH 3 Chart showing how often recruitment takes place in the organization

No of respondents

25% Annually 56% Quaterly 19% Half yearly Based on need

Interpretation: From the above chart we can conclude that majority of them that is 56% say that recruitment takes place annually

Table 4

Basis No of respondents Percentage Yes 97 84% No 18 16% Total 115 100%

Analysis: From the above table we can analyze that 84% of the employees feel more comfortable with the recruitment programs conducted by the company.

Graph 4 Chart showing the recruitment programs that made employees comfortable

No of respondents

16%

Yes No 84%

Interpretation: From the above chart we can infer that the recruitment programs made more comfortable to the employees

Table 5 Table showing the position, objectives, requirements and candidate specifications defined by organization in the recruitment process.

Basis No of respondents Percentage Yes 75 65% No 40 35% Total 115 100%

Analysis: From the above table we can analyze that 65% of employees have got the clear definition of positions, objectives, requirements and candidates specifications in the recruitment process from the organization but 35% of them are unaware of that information while recruiting.

Graph 5 Chart showing the positions , objectives , requirements and candidate specifications defined by the organization in the recruitment process.

no of respondents

35%

yes 65% no

Interpretation: From the above table we can analyze that 65% of employees have got the clear definition of position , objectives , requirements and candidate specification in the recruitment process from the organization but 35% of them are unaware of that information while recruiting.

Table 6 Table showing gender discrimination of employees while recruiting

Basis No of Respondents Percentage YES 9 8% NO 106 92% Total 115 100%

Analysis: From the above table we can analyze that 92% of the employees did not had any gender discrimination while recruiting but 8% of them had gender discrimination while recruiting.

Graph 6 Chart showing gender discrimination of employees while recruiting

No of respondent

Yes No 92%

Interpretation From the above chart we can infer that majority of the employees did not had any gender discrimination while recruiting.

Table 7 Table showing the joining formalities are time consuming and procedural

Basis No of respondents Percentage YES 76 66% NO 39 34% TOTAL 115 100%

Analysis: From the above table we can analyze that 66% of employees feel that the company’s joining formalities are time consuming and procedural but the remaining 34% of the employees feel otherwise .

Graph 7 Chart showing the joining formalities are time consuming and procedural

No of respondents

34%

Yes 66% No

Interpretation: From the above graph we can analyze that 66% of employees feel that the company’s joining formalities are time consuming and procedural but the remaining 34% of the employees feel otherwise .

Table 8

Table showing the details how the employees came to know about present job

Basis No of respondents Percentage News paper 51 44% Internet 43 37% Friends\relatives 17 15% Other 04 4% total 115 100%

Analysis From the above table we can analyze that majority of 43% employees came to know about the present job by newspaper.

Graph 8

Chart showing the details how the employees came to know about the present job

No of respondents

15% 44% Newspaper Internet 37% Friends/Relatives Others

Interpretation From the above chart we can infer that the majority employees came to know about the present job by newspaper.

Table 9 Table showing how many years they are working with sandal soap factory

Basis No of respondents Percentage 0-5 years 34 30% 5-10 years 25 22% 10-15 years 27 23% More than 15 29 25% years Total 115 100%

Analysis From the above table we can analyze that majority of 78% of employees are working with KSDL more than 15 years.

Graph 9 Chart showing no of years employees are working with KSDL

No of respondents

More than 0-5 years 15 years 30% 25%

10-15 years 23% 5-10 years 22%

Interpretation From the above chart we can infer that majority of employees are working with KSDL less than 5 years.

Table 10 Table showing the employees satisfaction with selection procedure followed by company

Basis No of respondents Percentage Satisfied 86 75% Dissatisfied 29 25% Total 115 100%

Analysis From the above table we can analyze that 75% of the employees are satisfied with selection procedure followed by the company but 25% of them are not satisfied.

Graph 10 Chart showing the employees satisfaction with selection procedure followed by company

No of respondents

25%

Satisfied

75% Dissatisfied

Interpretation From the above chart we can infer that majority of the employees are satisfied with selection procedure followed by company.

Table 11 Table showing the factors on which the employees are assessed to fit for a job

Basis No of respondents Percentage Education 64 56% Career 8 7% expectation Experience 11 9% All the above 32 28%

Analysis From the above table we can analyze that 56% of the employees are assessed based on their education to fit for a job , 9% of the employees are assessed based on their experience 7% of the employees are assessed based on their career expectation and 28% of employees are assessed based on all the above criteria.

Chart 11 Chart showing the factors on which the employees are assessed to fit for a job

No of respondents

28% Education

56% career expectation 9% Experience 7% All of the above

Interpretation From the above chart we can interpret that majority of the employees are assessed based on all the above criteria to fit for a job.

Table 12 Table showing the company’s timeliness recruitment and selection process Basis No of respondents Percentage Yes 67 58% No 48 42% Total 115 100

Analysis From the above table we can analyze that 42% of the employees stated that the company is not doing timeliness recruitment and selection process but 58% of them stated otherwise .

Graph 12 Chart showing the timeliness recruitment and selection process done by the company

No of respondents

42%

58% Yes No

Interpretation From the above chart we can infer that majority of the employees feel that the company is doing timeliness recruitment and selection process.

Table 13 Table showing the time taken by the company to respond to the employee’s application

Basis No of respondents Percentage less than 5 days 0 0% 5-10 days 7 6% 10-15 days 83 72% More than 15 25 22% days Total 115 100%

Analysis From the above table we can analyze that 72% of the employees stated that the company took 10-15 days to respond to the employee’s application.

Chart 13 Chart showing the time taken by the company to respond to the employee’s application

No of respondents

0% 6% 22% less than 5 days 5-10 days 10-15 days 72% More than 15 days

Interpretation From the above chart we can infer that the company took 10-15 days to respond to the employee’s application.

Table 14 Table showing company conducts any campus interview for recruitment

Basis No of respondents Percentage Yes 0 0% No 115 100% Total 115 100%

Analysis From the above table we can analyze that 100% of the employees stated that the company does not conduct any campus interview for recruitment

Chart 14 Chart showing company conducts any campus interview for recruitment

no of respondents

yes no

Interpretation From the above chart we can infer that the company does not conduct any campus interview for recruitment.

Table 15 Table showing the reason for joining the company Basis No of respondents Percentage Image of company 14 10% Work 10 7% environment Better 45 33% opportunity Salary 69 50% Total 115 100%

Analysis From the above table we can analyze that 10% of employees promoted the image of company to apply for this company 7% for work environment 33% for better opportunity 50% for good salary

Graph 15 Chart showing the reason for joining this company

No of respondents

10% 7% 50% Image of company Work environment 33% Better opportunity Salary

Interpretation From the above chart we can infer that majority of the employees have promoted the salary, better opportunity and other criteria to apply for this company.

Table 16 Table showing information on culture, policy and benefits provided while interviewing the employees

Basis No of respondents Percentage Yes 97 84% No 18 16% Total 115 100%

Analysis From the above table we can analyze that 84% of the employees are provided information on culture, policy, and benefits of the company during interview but 16 % of them say otherwise.

Chart 16 Chart showing information on culture, policy, and benefits provided while interviewing the employees

no of respondents

16%

Yes No 84%

Interpretation From the above chart we can infer that majority of the employees are provided information on culture , policy and benefits of the company during interview

Table 17 Table showing the effectiveness of interviewing process and other selection instruments like testing

Basis No of respondents Percentage Poor 16 14% Adequate 63 23% Excellent 36 63% Total 115 100%

Analysis From the above table we can analyze that 63% of employees feel that the effectiveness of interviewing and selection process is excellent , 14% of them feel adequate, 23% of them feel poor.

Graph 17 Chart showing the effectiveness of interviewing process and other selection instruments like testing

no of respondents

14% 31%

Poor Adequate 55% Excellent

Interpretation From the above chart we can infer that majority of the employees feel that the effectiveness of interviewing and selection process is excellent.

Table 18 Table showing that the HR department efficient in selection policy

Basis No of respondents Percentage Yes 104 77% No 11 23% Total 115 100%

Analysis From the above table we can analyze that majority 77% of the employees stated HR department efficient In selection policy .

Graph 18 Chart showing that HR department efficient in selection policy

no of respondents

10%

Yes No 90%

Interpretation From the above chart we can infer that majority of the employees have stated that HR department efficient in selection policy.

Table 19 Table showing the induction programme made employees comfortable

Basis No of respondents Percentage Yes 92 80% No 23 20% Total 115 100%

Analysis From the above table we can analyze that 90 % of the employees feel more comfortable with the induction programme conducted by the company and remaining 10% of them feel otherwise.

Graph 19 Chart showing the induction programme made employees comfortable

No of respondents

20%

Yes No 80%

Interpretation From the above chart we can infer that majority of the employees feel more comfortable with the induction programme conducted by the company.

Table 20 Table showing the recommendation of the company by the employees to their friends and relatives

Basis No of respondents Percentage Yes 82 71% No 33 29% Total 115 100%

Analysis From the above table we can analyze that 63% of the employees would recommend this company to their friends and relatives but 37% of them do otherwise.

Chart 20 Chart showing the recommendation of the company by the employees to their friends and relatives

No of respondents

29%

Yes 71% No

Interpretation From the above chart we can infer that majority of the employees would recommend this company to their friends and relatives.

CHAPTER 5 SUMMARY AND FINDINGS

SUMMARY OF FINDINGS AND CONCLUSION

FINDINGS

1. Majority of the employees are satisfied with the process of recruitment at KS&DL. 2. A major part of employees agree that the organization has effective recruitment department in the organization that fulfils the employee’s needs in desired manner. 3. A majority of employees are satisfied with the venue and timing of recruitment program. 4. Majority of employees had agreed that the recruitment involves both internal and external process. 5. Most of the employees feel that recruitment helps them for their better performance. 6. A major part of employees are recruited by Human Resources Department. 7. Many employees agree with flexible working practices. 8. A majority of employees prefer internal recruitment process. 9. No. of employees have agreed that practice for recruitment meets organizational requirement. 10. Few of employees agreed that KS & DL can have better recruitment team. 11. Few members agrees the procedure in line about discipline and grievances handling, where rest of them disagree and can’t say.

CONCLUSIONS

After conducting the entire research, I came to conclusion that KS & DL recruitment process has the qualities of a perfect recruitment process. But the hypothesis proves to be false, as majority of employees prefer off recruitment process.

BIBILIOGRAPHY

AUTHOR BOOK SHASHI K GUPTA AND ROSY HUMAN RESOURCE JOSHI MANAGEMENT P.SUBBAROA HRD REDDY AND APPANNAIAH HUMAN RESOURCE MANAGEMENT

WEBSITE

 http://ksdl.karnataka.gov.in/  http://202.138.105.9/mysoresandal/aboutus.php

ANNEXURE

Annexure

QUESTIONNAIRE

Dear Sir/Madam

I am Arjun.R studying in final year Bachelor of Business Administration [BBA] In New Horizon College.

As a part of my curriculum I am doing a project entitled “A STUDY ON RECRUITMENT AND SELECTION PROCESS” In KS&DL.

I hereby request you to spare few minutes for filling up my questionnaire and your valuable inputs will be appreciated and kept confidential.

Thank you

Personal details

Name:

Age:

Gender:

Department:

Designation:

Experience:

1. What made you to join KSDL? a] organization recognition [ ] b] wages and salary level [ ] c] Work quality and management [ ] d] career opportunity [ ]

2. Do you have recruitment process that meet current legal requirements? a] yes b] no

3. How often recruitment takes place to fill in vacancy? a] annually b] quarterly c] half yearly d] based on need.

4. Does the recruitment programs made you feel more comfortable? a] yes b] no

5. Does the organization clearly define the position, objectives, requirements and candidate?

Specifications in the recruitment process? a] yes b] no

6. Do you have gender discrimination for recruitment? a] yes b] no

7. Are you aware of recruitment and selection process in the company? a] yes b] no

8. How u came to know about your present job? a] newspaper b] Internet c] friends/ relatives d] other

9. Since how many years have you been working with Mysore sandal soap factory? a] 0-15 yrs. b] 5-10 yrs. c] 10-15 yrs. d] More than 15 yrs.

10. Are you satisfied with selection procedure? a] highly satisfied b] satisfied c] average 85

11. On what factor you are assessed to fit for a job? a] education b] career expectation c] experience d] all the above

12. Is your company doing timeless recruitment and selection process? a] yes b] no

13. How much time did the company take to respond to your application? a] less than 5 days b] 5-10 days c] 11-15 days d] more than 15 days

14. Is this company conduct any campus interview for recruitment and selection process? a] yes b]no

15. What promoted you to apply for this company? a] Image of company b] work environment c] better opportunities d] salaries

16. Did the interview provide adequate information on culture , policy and benefits of company? a] yes b] no

17. Rate the effectiveness of the interviewing process and other selection instrument such as testing? a] poor b] adequate c] excellent

18. Does the HR department efficient in selection policy of the employees? a] yes b] no

19. Does the induction programme made you feel more comfortable? a] yes b] no

20. Would you recommend this company to your friends and relatives? a] yes b] no