CHAPTER-I

INTRODUCTIONRecruitmentRecruitment - Placing the right person in right place at right time. Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment is the discovering of potential applicants for archival or anticipated organizational vacancies. In other words, it is a 'linking activity' bringing together those with jobs and those seeking jobs. The recruitment process begins when you know you need someone new in the Department, either because an existing staff member has left, or because there is new work to be done. It doesn't finish until after the appointment has been made.

SelectionNext recruitment , the logical step in the HR process is selection of qualified and competent people. Selection is the process of picking individuals with requisite qualifications and competence to fill jobs in the organization . Although some selection method can be used with in an organization for promotion or transfer, etc.,

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DEFINITIONS:The term Recruitment applies to attract potential employees to the organization. It is the process of stimulating the people to apply the jobs in the organization. E.B.FLIPPO It is the process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected. K.ASWATHAPPA

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Recruitment:It refers to the process of searching for prospective employees and stimulating them to apply for jobs in an organization. Recruitment refers to the process finding right people for the right job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits. Advertising is commonly part of the recruiting process, and can occur through several means: through online, newspapers, using newspaper dedicated to job advertisement, through professional publication, using advertisements placed in windows, through a job center, through campus graduate recruitment programs, etc. Identify Vacancy Prepare Job Description and person Specification Advertise Managing the Response Short-listing References Arrange Interviews Conduct The Interview Decision Making Convey The Decision Appointment Action

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Recruitment and Selection processIn this information age, the importance of human capital and human asset cannot do ignored; rather it is that line of business that could lead any organization to attain heights. This is the factor that makes difference between one organization and another. Getting the right person at the right place and then retaining him is the main area of concern in todays corporate world. Hence, the emphasis is being laid to device policies and programmes in such a manner that it leads to retention of the desired manpower and thus contributes towards organizational development. Each organization is now thriving to attain the best person i.e. the knowledgeable worker and leverage their wisdom towards the achievement of the organizational objectives. Nobody wants to have the third best or the second best, but to have he best person in the organization it becomes very difficult to retain them. Certain great leaders who have made their mark in corporate world by their actions say that every organization can acquire the same machinery, the same infrastructure etc. but what makes the difference in one organization to another is the manpower it possess which cannot be copied down. Considering the aspect of sourcing, no organization should ever think that once it has acquired the best talent created favorable conditions to retain them they would not require going in for sourcing activities. Hence this should be kept in mind that sourcing is a continuous process, on outgoing one and will have its existence till the organization functions. The talent that we have acquired and retained is through its sourcing only. Unless and until a person is sourced from outside, how will the organization get the best. To have the best it is essential to acquire it from outside. There has been tremendous change in the technology and for the organization to surviving in this changing scenario; it has become very essential that they keep up with the pace with the changes in the technology, the change in the culture etc.

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Taking for example no organization can even think of operating without the use of information technology, now it becomes very difficult and costly affair to train the people within the organization at different level to learn how to make use of this technology. Hence sourcing is done and the best talent is acquired so that the person not only takes case of changing technical needs of the organization but also be able to make other employee learn from him. After having determined the number and kinds of personnel required the human resource and personnel manager proceeds with identification of sources of recruitment and finding suitable candidates for employment. Both internal and external sources of manpower are used depending upon the types of personnel needed. The selection procedure starts with the receipt of applications for various jobs from the interested candidates. Totally unsuitable candidates are rejected at the screening stage. Man power planning gives an assessment of the number and type of people required in the organization. The next task of the personnel manager is to find out capable and suitable persons who may be working in the organization itself while others will have to be sought from outside the organization. It involves persuading and inducing suitable persons to apply for and seek jobs in the organization.

Recruitment refers to the attempt of getting interested applicants and providing a pool of prospective employees so that the management can select the right person for the right job from this pool. Recruitment is a positive process as it attracts suitable applicants to apply for available jobs. The process of recruitment: 1. Identifies the different sources of labour supply 2. Assesses their validity 3. Chooses the most suitable source or sources 4. Invites applications from the perspective candidates for the vacant jobs.

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STEPS ON RECRUITMENT PROCESSAs was 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 comprises five inter-related stages, viz. 1. Planning 2. Strategy development 3. Searching 4. Screening and 5. Evaluation and control.

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STEPS IN RECRUITMENT PROCEDURESelecting Qualified personnel

Personnel Human Resource Planning

Recruiting Needed Personnel

Placing New Employees On job

Developing Sources of Potential Employees

Search for Potential Employees

Evaluating Recruiting Effectiveness

Personnel Research Internal Sources Job Posting

Upgrading in same position Transferring to new Job Promoting to higher responsibilities

Personnel Research External Sources Evaluating for selection

Advertising

Job Posting

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STEPS IN SELECTION PROCEDURE:There is no shortcut to an accurate evaluation of a candidate. The hiring procedures are, therefore, generally long and complicated. Many employers make use of such techniques and pseudo-sciences as phrenology, physiognomy, astrology, graphology etc., while coming to hiring decisions. However, in modern times, these are considered to be unreliable measures. Preliminary interview

Receiving applications

Screening applications

Employment tests

Interview

Rejection

Reference checking

Medical examination

FINAL SELECTION

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Every candidate for the job has to clear a number of hurdles before getting selected for the job. If he is not found suitable at any stage, he is not considered for the further stages. Thus, he will be rejected. For instance, if a candidates particulars in the application are not found suitable, he will not be called for the tests. Similarly, if a candidate fails in the tests, he will not be called for the interview. The following is a popular procedure through it may be modified to suit individual situation: 1. 2. Reception or preliminary interview or screening; Application blank---------a fact-finder which helps one in learning about an applicants background and life history; 3. A sell conducted interview to explore the facts and get at the attitudes of the applicant and his family to the job; 4. A physical examination------- health and stamina are vital factors in success; 5. Physiological testing to explore the surface area and get an objective look at a candidates suitability for a job; 6. 7. A reference check; Final selection approval by partner; and communication of the decision to the candidate.

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DIFFERENCE BETWEEN RECRUITMENT AND SELECTIONThis is my view of both the recruitment and selection process. Although both are used interchangeably in today's world there is lots of difference between them. The first step towards employment process is Manpower Planning. You decide upon the required number, the kind of people etc., etc., Then the HR dept has to find the places where required people would be available and also means of attracting them towards the organization before selecting the suitable candidates for jobs. All this process is generally known as recruitment . The function of recruitment comes before the selection process. It includes only finding, developing the sources of prospective employees and attracting them to apply for jobs in an organization, whereas the selection is the process of finding out the most suitable candidate to the job out of the candidates attracted. The selection procedure is the system of functions adopted in a given company to ascertain whether the candidates specifications are matched with the job specifications and requirements or not

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Recruitment Cycle Time

To bring in more effectiveness in the recruitment process, HR would follow a specific project deadline of 38 days (from the day it had received the approved Manpower Requisition) to hire a new employee. Time frame

Phase

Activities

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Role Identification, Job Description, CV Sourcing & Initial HR short-listing Organizing the Written Tests

15 days 5 days

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Organizing the First Technical Interviews Organizing the Final Interviews Sessions to take the final decisions Preparing the Salary Proposal, Negotiate with the selected candidates & offer closure

5 days 4 days 3 days

III

6 days

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GENERALIZED RECRUITMENT PROCESS:

Company Strategies HRP Job Analysis

Job Vacancies at a future date. 1) Type 2) Number of HRs

Recruitment 1) Type 2) Number

Applicants Pool

Screening

Potential Hires

Search for the prospective candidates Source 1) Traditional2) Modern

Stimulate them to apply Techniques 1) Traditional2) Modern

Evaluation & control

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RECRUITMENT TECHNIQUESRecruitment techniques are the means or media by which management contacts stimulate them to apply for 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: 1.Promotions: Most of the internal candidates would be stimulated to take up higher responsibilities and express their willingness to be engaged in the higher-level jobs if the management gives them the assurance that they will be promoted to the next higher level. 2.Transfers: Employees will be stimulated to work in the new sections or places if the management wishes to transfer them to places of their choice. 3.Advertising: It is widely accepted technique of recruitment, though it mostly provides one-way communication. It provides the candidates in different sources, the information about the job and company and stimulates them to apply for the jobs. It includes advertising through different media like newspapers, magazines of all kinds, radio, TV etc. This technique should aim at: a. b. c. Attracting attention of the prospective candidates. Creating and maintaining interest and Stimulating action by the candidates.

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Modern Techniques: 1.

Scouting:

It means sending the representation of the organizations to various sources of recruitment with a view to persuading or stimulating the candidates to apply for jobs. The representatives provide information about the company and exchange information and they clarify the doubts of the candidates. 2.

Salary and Perks:

Companies stimulate the prospective candidates by offering higher-level salary, more perks, quick promotions etc.

3.

ESOPs:

Companies recently started stimulating the employees by offering stock ownership to the employees through their Employees Stock Ownership Programs(ESOPs). HYPOTHESIS

Hypothesis Testing is a statistical methodology that seeks to prove or disprove if acertain belief about a series of data is true. It is a procedure, based on sample evidence and probability theory, used to determine whether the hypothesis is a reasonable statement and should not be rejected, or is unreasonable and should be rejected. A Hypothesis is a statement about the value of a population parameter developed for the purpose of testing. The testing party begins by setting up a null hypothesis, which is typically the original belief that is potentially incorrect given the new data; this represents the statement being tested.

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The alternative hypothesis is the new possibility that will potentially disprove the null hypothesis. If there is sufficient evidence after testing to accept the alternative hypothesis, then it will be considered true; if it is disproved, then the null hypothesis will be accepted.

Hypothesis: By outsourcing the efficiency and the effectiveness of Recruitmentprocess improves.

PURPOSE:Recruitment represents the first contact that a company makes with potential employees. It is through Recruitment that may individuals will come to know a company, and eventually decide whether they wish to work for it. The Recruitment process should inform qualified individuals about employment opportunities, create a positive image of the company, provide enough information about the jobs so that applicants can make comparisons with their qualifications and interests, and generate enthusiasm among the best candidates so that they will apply for the vacant positions .Recruitment leads itself as a potential source of competitive advantage to a firm. An effective approach to Recruitment can help a company successfully for limited human resources. The firm must choose a recruiting approach that produces the best pool of candidates quickly and cost effectively.

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IMPORTANCE:

It is the process of providing a pool of potentially qualified job candidates.

Determine the present and future requirements of the organization in conjunctions with its personnel.

Planning and job- analysis activities. Increase the pool of job candidates at a minimum cost. Help reduce the probability that job applicants Determine the present and increase the pool of job candidates at a minimum cost.

Help reduce the probability that job applicants determine the present skill employees for increase the pool of job candidates at a minimum cost.

Help reduce the probability that job applicants determine the present and future requirements of the organization in conjunctions with its personnel once recruited and selected will leave the organization only after a short period of time.

Help increase the success rate of the selection process by reducing the number of visibly under qualified and over qualified job applicants.

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Meet the organizational legal and ethical obligations regarding the composition of its work force. Begin identifying and preparing potential job applicants who will be appropriate candidates.

Increase organizational and individual effectiveness in the short term and long term.

Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

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FACTORS GOVERNING RECRUITMENT: Recruitment is naturally subject to influence of several factors. These include external as well as internal forces. . RECRUITMENT: External forces Internal forces Supply and demand Unemployment rate Labor market Political- social Sons of soil Image Recruitment policy HRP Size Cost Growth and expansions

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Recruitment policy: Recruitment policy specifies the objectives of Recruitment and provides a frame work for the implementation of Recruitment program. It involves the commitment of resources by filling vacancies. Thus to the ideal, individuals responsible for the Recruitment process must know how many and what type of employees are needed where and how to look for individuals with the appropriate qualifications and interests, what inducements to use for various types of applicant groups, how to distinguish applicants who are unqualified from those who are reasonable chance of success and how to evaluate their work.

SOURCES OF RECRUITMENT: In the Recruitment process we have 2 types of sources is there Internal sources External sources

Internal Recruitment:Internal Recruitment seeks applicants for positions from those who are currently employed. Internal sources include present employees, employee referrals, former employees, and former applicants.

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Employees:This approach can provide quite a large pool of potential organization members. Most of the employees know from their own experiences about the requirements of a job and what sort of persons the company is looking for often employees have friends or acquaintances who meet these requirements.

Former employees:Some times people who have left the company for some reason or the other are willing to come back and work. Individuals who left for other jobs might be wiling to come back for emolument. An advantage with this source is that the performance of these people is already known.

Previous Applicants:Although not truly an internal source these who have previously applied for jobs can be contacted by mail, a quick and in expensive way to fill an unexpected opening. Although walk-ins are likely to be more suitable for filling unskilled and semi-skilled jobs, applicants to previous jobs can fill some professional openings.

Details:The temporary assignment of an employee to a different position or set of duties for a specified period with the employee returning to his/her original position at the end of the detail. Employee does not need to meet the qualification standards in order to be detailed.

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External requirements:Advertisement Employment exchanges Employment consultancy Campus interview Recommendations of labor union Casual applicants Nepotism Deputation Foreign sources Temporary help agencies Word-off mouth Children of present employees Walk-ins, Talk-ins, write- ins E-recruiting Contractors

Advertisement:Describe the qualification, experience and the areas of interest of the advertisers, it is up to the company to invite the advertisements for interview. Experienced advertisements use a four point guide called AIDA to construct their advertisements. First attract attention, develop interest in the job, create desire and then instigate action on the part of an on looker. Most of the opinion that advertisements must follow the information

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Job content :A realistic description of working conditions particularly if they are unusual. Location of the job Compensation, including the fringe benefits. Job specifications Growth prospects To whom are applies Recruitment ads are serving as corporate advertisements.

Employment Consultancy:In addition to the government agencies there are several private employment consultant recommended the candidates for the employment & collecting the nominal fee. These are useful in as much as they have nation wide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. EX: ABC, consultants, Ferguson Associates, human resource consultancy bureau AIMS mgt consultants and the search house are some among the numerous recruiting agencies.

Campus Interview:Sometimes some firms can conduct interviews at factory rates in some days. EX:Military recruitments is open to all IIMS, IITS are on the top of the list of avenues for recruiters. In fact in some companies, consultancies come to colleges to recruit the qualified applicants for the company. Economic front have thrown open new opportunities in the home country quality of life in India has improved considerably. Highly difficult for foreign students to secure work permits in the US sentiment and love for the mother country compels them to return to India.

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Recommendations of Labor Union:Firms with closed or union offices must look to their recruitment today 1/5 of the labour force organized into the union

Casual applicants:Sometimes the applicants may submit their application at the gate or through mail.

Nepotism:The hiring of relatives will be an inevitable component of recruitment program in family owned business.

Deputation:Since the person posses certain abilities useful to other he is deputed for a specific job.

E-Recruiting:Most of the companies see only this one, because now a days technology is developed o that every one is sending a mail to companies to get the jobs. It is easy to refer the jobs applicant details to the company through E-Recruiting.

Contractors:These are useful to recruit casual workers. The names of the workers are not entered in the company records. And to this extent, difficulties experienced in maintaining permanent workers are avoided.

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CONCLUSION:If job seeker (or) present employee, who want to change his/her job into other company, recruitment is the only way to get the job through any source. Recruitment helps the company in talking skilled candidates and there are many more benefits with this process. The employer will have a chance to get the most suitable person for his work. And the job seekers also have a chance to select among the most suitable job role and the organization for their capability. The most significant among all is the process is that much transparent, that the possibility of the fraud and bribe is very less and for the good results of the Recruitment policy, we have to utilize the upcoming technologies in the recruitment field. This will lead to the most resource full and cost effective process of recruitment. And also we have to take the awareness in the people and society about the process of recruitment. By easing the process of recruitment we have chance off reducing the big problem of our society THEUNEMPLOYMENT.

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CHAPTER II

OBJECTIVES AND METHODOLOGYOBJECTIVE OF THE STUDY1) To attract people with multi-dimensional skills and experiences that suits the present and future organization strategies.

2) To develop an organizational culture that attracts competent people to the company.

3) To search or hunt / head pouch people whose skills fit the company s values.

4) To seek out non-conventional development grounds of talent.

SCOPE OF THE STUDY

The scope of services, depending upon your requirement, may include but not limited to searching candidates from your internal database, job boards, posting open positions ads on job boards, CV/Resume screening, response handling, research for passive candidates, corporate intelligence research, database maintenance, skills testing, research and monitoring open positions of other companies on their web sites or job boards to help you analyze market trends and recruiting market.

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NEED OF THE STUDY

The present topic is important from the following points:

1) It covers personnel functions and human resource functions help the management to access the development in those departments.

2) It helps the academicians in marking further decisions for empirical study.

3) This study useful to the society to know about organizational activities towards society.

4) It is helpful to the government in getting information regarding personnel practices in the organizations and useful as source for their policy making.

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METHODOLOGY

METHODOLOGY OF DATA COLLECTION Collecting data:It becomes necessary to collect data that are appropriate. There are several ways of collecting appropriate data, which differ considerably in the context of money, cost, time and other resources at the disposal of the researcher.

Types of Data:

Primary data Secondary data

1.Primary data: Researcher originates primary data for the specific purpose of addressing the problem at hand. Methods of Collecting Primary data: i) By Observation: Observation involves recording of behavioral patterns of pupil, objects and events in a systematic manner.

Types of observation:a) Structured or unstructured b) Disguised vs. undisguised c) Natural vs. contrived

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ii) Through Personal interview:Personal interview method requires a person known as the interviewer asking questions generally in a face-to-face contact to the other person or persons.

Types of personal interview:a) In home b) Mall-intercept c) Computer assisted

iii) Through Telephonic interview:This method of collecting information consists in contacting respondents on telephone itself.

Types of telephonic interview:a) Traditional b) SMS c) Computer assisted

iv) Through mailing questionnaires:In this method a questionnaire is sent to the persons concerned with a request to answer the questions and return the questionnaire. a questionnaire consists of a number of questions printed or typed in a definite order on a form or set of forms.

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v) Through schedules:It is very much like the questionnaire, with little difference which lies in the fact that schedules (preformed containing a set of questions are being filled in by the enumerators who are specially appointed for the purpose.

2.Secondary data:Secondary data means data that are already available i.e., they refer to the data which have already been collected and analyzed by someone else.

Methods of Collecting Secondary data:I) Internal: a) Ready to use b) Requires further processing ii) External: a) Published material b) Computerized databases c) Syndicated services d) Off-line

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Sample size:It refers to the number of items to be selected from the universe to constitute a sample. The size of the sample should neither be excessively large nor too small it should be optimum. Optimum sample is one, which fulfills the requirements of efficiency, representative ness, reliability, and flexibility. The size of the sample in this study is 100

Types of Sampling: 1) Probability sampling:"A probability sample is a sample selected such that each item or person in the population being studied has a known likelihood of being included in the sample."

Types of Probability sampling: a) Simple Random Sample:A sample formulated so that each item or person in the population has the same chance of being included. b) Systematic Random Sampling: The items or individuals of the population are arranged in some order. A random starting point is selected and then every kith member of the population is selected for the sample. 1in-L samples. A sample has to be taken by moving systematically through the population. One might randomly select one the first 200 population units and then systematically sample every 200th population unit thereafter.

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c) Stratified Random Sampling:A population is first divided into subgroups, called strata, and a sample is selected from each stratum. Simple random samples form non-overlapping subpopulations or strata. Could be (1) Partitioned (Divided) Population, (2) Non-overlapping subpopulations, or (3) (Strata) Difference between groups to compare differences

d) Cluster Sampling:A population is first divided into primary units then samples are selected from the primary units. Random samples or clusters of units. e) Multistage Sampling: This combines 2 or more methods of probability sampling 2) Non- probability sampling: Major difference between the probability and non-probability would be the extent of bias in selecting the sample is not known in non-probability sampling technique. sampling: Types of Non probability a) Quota sampling: This is similar to stratified random sampling. The major difference is that random selection of members is not strictly adherent to

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b) Judgment sampling:This method relies only on the judgment of researcher as to who should be in a sample.

c) Convenience sampling:It involves picking any available set of respondents convenient for the researcher to use.

d) Snow ball sampling:This is used when population being sought is a small one and chances of finding them by traditional means are low.

Why Sample? Sample if: 1. It is physical impossible to check all items in the population. 2. The cost of studying all the items in a population is too high. 3. The sample results are usually adequate. 4. Contacting the whole population is too time-consuming. The destructive nature of certain tests profits testing all element in the population

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LIMITATIONS OF THE STUDY:All the research analysis is extremely crucial. However at times, some researchers face same or other limitations. This research is also tied up with in the boundaries. 1. The project is based on survey on human resource department of SEW infrastructure pvt ltd. Due to time constraint, the study is restricted to only one company.

2. Data collected may be biased as it is obtained from informal interviews and questionnaires from executives. 3. Follow-up action was a big trouble as some of the candidates did not cooperate with us. 4. Many candidates did not stand up to their word, as such by not attending to the interviews scheduled to their convenience. 5 The study has been confined to the city of Hyderabad

6 Due to time limitations and limited no of the employees in the organization sample was taken to generalize the findings of the study

7 Also the respondents might hesitate to answer without any bias because they feel that the information collected from them can be made public.

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CHAPTER-III

INDUSTRY PROFILEInfrastructure Industry profile Infrastructure Industry in India have been experiencing a rapid growth in its differentsectors with the development of urbanization and increasing involvement of foreign investments in this field. The Indian government has taken initiatives to develop the infrastructure sector, with major emphasis on construction, engineering, IT, entertainment, textiles, food, and utility to name some.

Reports of different segments in Infrastructure Industry:The section of the construction industry of Infrastructure Industry in India reported an estimated growth of 6.78% year-on-year in 2006. The industry in India is highly fragmented and has about 300,000 construction companies operating nationwide. The government has allowed 100% foreign equity in the construction industry. Among the major infrastructure projects are the US$7-8bn India-Iran gas pipeline, the US$2.8bn construction of two power plants, and the US$2.3bn power project in Tamil Nadu.

Heavy Engineering Industry :is one of the largest segments of Infrastructure Industry in India. It includes a whole range of industries such as Heavy Electricity Machinery, Turbines, Generators, Transformers, Switchgears, Textile Machinery etc. all of which are essential infrastructure for the development of industrial sector in India. For proper industrial development the utility commodities like the switchgear and control gear, MCBs, air circuit breakers, switches, rewireable fuses and HRC fuses with their respective fuse bases, holders and starters are produced. Construction machinery, equipment for irrigation projects, diesel engines, tractors, and transport vehicles, cotton textile and sugar mill machinery are other manufactured objects of great demand of the

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Infrastructure Industry.Some major areas where these are in use are the multi-crore projections for power generation like nuclear power stations, petrochemical complexes, and chemical plants integrated steel plants, non-ferrous metal units etc. In India BHEL is the largest engineering and manufacturing enterprise in the energy related infrastructure sector, manufacturing over 180 products under 30major product groups and catering the core sectors of the Indian Economy.

India Infrastructure Growth :In the last decade or so, India Infrastructure Growth has been propelled specially in transport sector with adequate intervention of Central and State Governments aided by a host of private investments from within and outside the country. Development of Urban Infrastructure in India has been fairly insignificant in the last few decades barring a few large projects in a handful of cities. According the India Infrastructure Report 2006, prepared by Mr. Anupam Rastogi of 3iNetwork (IDFC, IIM, Ahmedabad and IIT, Kanpur), while city mass transport systems and airports have found place in developmental plans. On the contrary, essential services such as roads, drinking water, sewage management, drainage and primary health, have barely been considered as a subject of Infrastructure Development in India. While efforts are being made to develop urban infrastructure in a sustainable manner, Government wants the Urban Local Bodies to share the burden of planning and development of urban infrastructure. The burning example which can be put forward in this regard is the flooding in Mumbai in the last three years that had aroused a conflict between the Brihanmumbai Municipal Corporation (BMC) and the Government of Maharashtra. The Government is now putting in place a policy framework under the Jawaharlal Nehru National Urban Renewal Mission, which, would allow large infrastructure projects to come up on Public-Private Partnership (PPP) basis. The partnerships would be backed by the proposed India Infrastructure Finance Company (IIFC) and the Viability Gap Fund Scheme (VGFS) which hold the promise of faster

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financial closure of infrastructure projects without overburdening the nation's public finances. In order to manage a complex PPP Programme, the Government is leaning heavily on the project appraisal and skills to prioritize financial institutions that are also partners in lending to infrastructure projects. The IIFC, and the scheme to support PPP in infrastructure can be hoped to go a long way in construction of large infrastructure projects in the country. Thus, India Infrastructure Growth is on the right track to aid development of allied sectors.

Infrastructure Government:Infrastructure Government: The government on 7th October 2006, had pegged investment requirements for the country's infrastructure sector at Rs1,450,000 crore ($320 billion) against the earlier estimate of Rs700,000 crore ($150 billion). India should double gross capital formation in the infrastructure sector to eight per cent by 2012 to sustain the current pace of economic growth of over eight per cent, prime minister Manmohan Singh said. Emphasizing the importance of public works in speeding up economic expansion and cutting poverty, the prime minister said better infrastructure in neighboring China has helped the country attract $60 billion of foreign direct investment in 2005 alone, compared with India's $50 billion since 1991. He was inaugurating a conference on 'Building Infrastructure' in New Delhi. China began opening its economy in 1978, 13 years before India, Manmohan pointed out, adding that this country too wanted more investments in roads, ports and factories to generate employment, accelerate growth and improve the lives of a third of its 1.1 billion people who live below the poverty line. Pegging resource requirements for the Infrastructure Government sector even higher at $363 billion over the next five years, finance minister P Chidambaram called for massive investments by the private sector to support of the government's efforts in this crucial area

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"India's economy is expected to grow at rates above eight per cent in the 11th plan," he told participants of the conference, adding that unless investment grows at the same pace, it would not be possible to sustain the pace of economic growth. "The infrastructure deficiency is visible because of high growth," he said. The country, he added, can absorb as much as $150 billion in direct investment from overseas to upgrade its roads, ports, power plants and airports. Chidambaram said the rapid pace of economic growth has exposed the infrastructure deficiencies in the country. It is particularly obvious in congested highways, ports and airports, he added. Infrastructure Government had long been in the domain of public sector, which resulted in inadequate development. Hence, there was a need for private participation in the sector. He said the country needed investments to the tune of Rs1,100,000 crore for infrastructure development in the Tenth Plan alone while it would require Rs2,200,000 crore for investments in national highways, airports and ports by the year 2012.

Marketing Infrastructure:Marketing Infrastructure is required to ensure free flow of the farm produce and its efficient marketing. Since the technologies on the production front has changed the supply scenario, adequate Marketing Infrastructure is needed to handle the huge quantity of farm produce and make the same available to all the consumers both inside and outside the country in an acceptable form. The Marketing Infrastructural Facilities are as follows: Main Trading Facilities: Common covered auction halls, retail shops, common drying yards, traders' models coffee, auction hall and godown, and common open auction platforms. Ancillary Trading Facilities: Storage godowns, cold storage, weighing equipment and facilities, processing units, grading equipment, and pledge finance. Farmers Facilities: Farmer's rest house, agricultural inputs shops, tea shops, and dormitory accommodation.

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Administrative Facilities: Banks, post office, security posts, police posts. There is a huge network of well planned regulated markets that is spread throughout the country. These regulated markets have shop cum godowns, covered auction platforms cattle shade, farmer?s rest house, banking and postal services, well designed market yard, security, input shops, and various other amenities. All regulated markets are well connected with production points by link roads. Some of the markets have the most modern electronic market intelligence system in the form of 'Agmarknet', to facilitate the understanding of market sentiments by the market users. These regulated markets are developed and maintained by the respective state marketing boards. Departments to provide credit facility to the farmers and pledge loan service are also available in some of the regulated markets.

India Infrastructure News:India Infrastructure News: The India Infrastructure News is that ADB is supporting an investment program that was requested by the Government of India to help improve the delivery of basic services in the state of Jammu and Kashmir to help sustain economic growth in the region through better urban infrastructure services and management. "The program will expand water supply, sanitation, waste management, urban transport, and other municipal functions in Jammu, Srinagar and other vital towns and commercial centers of the state of Jammu and Kashmir," said Alex Jorgensen, ADB's Principal Urban Development Specialist in the India Resident Mission. "The proposed investment program will improve public health, the living environment and employment opportunities for the 2.4 million people living in Srinagar, Jammu, and other participating towns of commercial importance," Mr. Jorgensen said. "It will also improve the capacity of participating institutions to manage sector reforms and deliver better services." ADB is helping to fund the program through a $300 million loan facility to cover the bulk of the $485 million program cost. The funding under the investment program will be available in stages, through four successive loans, until December 2015. Depending on the speed of reforms and the capacity of the State to implement the works, the proposed number of

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individual loans under the program could be increased to five or six. ADB funding will come from ordinary capital resources. However, the basic urban services in the main towns are dilapidated and inadequate due in part to the influx of migrants from rural areas and lack of investment in maintenance and expansion. Data from the Government of India and the state of Jammu and Kashmir show that in terms of access to basic urban services, Jammu and Kashmir lags behind most of the other states due to limited investment and funding. According to the 2001 census of India (India Infrastructure News), nearly 30% of the population of Jammu and Srinagar lives in slums with poor services, particularly sanitation. Piped water is available to most of the population of the two towns, but is limited to one to two hours daily in many areas, at low pressure. About 40% of the solid waste in Jammu and 30% in Srinagar remain uncollected and disposed of indiscriminately into local drains, streams and rivers. "The planned and sustainable growth of the urban centers, particularly the two principal cities of Srinagar and Jammu, where the bulk of trade and commerce takes place, is an essential part of the economic strategy of the state of Jammu and Kashmir," he said. According to an India Infrastructure News, Ansal Properties & Infrastructure Limited, a leading real estate developer in India had announced their foray into the hospitality sector by floating a new SPV alongwith Ambience Hospitality Management Pvt. Ltd., owned by Mr. Vipin Luthra of The Palms- Town & Country Club and Geoffrey's restaurants.

Ansal API will hold 80% equity in the proposed SPV and the balance 20% will be held by Ambience Hospitality Management Pvt. Ltd. The SPV plans to set up 30 hotels over next 10years with an investment of Rs.2000crs.

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CHAPTER-IV COMPANY PROFILE About SEW (company profile) In the year 1960, Sri.Vallurupalli nageswararao, founded southern engineering works (SEW) in Vijayawada, A.P India to pursue civil engineering construction activities. One of the first projects SEW worked on was the prestigious Nagarjuna sagar Dam in Andhra Pradesh. During the period of expansion other partners Mr. y. Purnachandra Rao and Mr. Y.M.G. Naageswara Rao joined the company and contributed to the growth of the organization. In the year 1967, the seventh year since founding, SEW was awarded a Gold medal by he prime minister of India for the record set for the progress of masonry work in a single day at the Nagarjuna Sagar Dam. With the experienced gained at the Nagarjuna Sagar Dam the company participated in the building of other major dams, Tawa, Bargi, Bansagar, Hasdeo Bango, in Madhya Pradesh and the Srisailam Dam in Andhra Pradesh. SEW attained specialization in the construction of high dams due to the experience gained in the opportunities available in the beginning years of its founding. In the year 2001 the company was converted to a Public Limited Company with the name SEW Construction Ltd, Over the years, SEW CONSTRUCTIONS LTD, has diversified into construction of Lined Irrigation Canals

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Hydel Thermal and Gas Based Power Industrial Commercial and Residential Building Barrages Wiers and Aueducts Road and Bridges Fabrication and Erection of Gates Water Supply Projects E.P.C. Contracts for Hydel Power In the year 2008 the company was renamed as SEW INFRASTRUCTURE LTD. to differentiate our self from the real estate construction companies and to highlight our commitment to infrastructure building. We derive our strength from its share holders and employees and the company accords top most priority for their growth. Our company is backed by a group of talented. Committed and loyal employees, contracts and suppliers. We continue to aim towards being a leader in the construction industry with strong client relationships, a dedicated and satisfied workforce with an impeccable reputation to be the top quality provider in our industry.

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FOUNDERS OF SEWSri. Y.M.G. Nageswara Rao Sri. Vallurupalli Nageswara Rao Chairman (Emeritus) Philanthropist - Educationist - Community Leader

Late Sri. Y. Purnachandra Rao

MANAGEMENT TEAM

BOARD OF DIRECTORS:

Mr. Vallurupalli Rajashekar Managing Director Mr. Y. Balakrishna Rao Director Mr. Y. Gangadhara Rao Director Mr. M. Thirpath Reddy Director Mr. S. Anil Kumar Director

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Mr. Vallurupalli Raj Kumar Director Mr. C. Venkata Ratnam Director Mr. Rahul Yadav Director

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VISION"To be a leader in the construction industry setting standards in technology, quality & deliverables while ensuring growth of employees and creating value to share holders.

CORE VALUESWe actively demonstrate our Core Values at all times because we are a customer and employee engaged organization delivering maximum value to our stakeholders.

We always Do what we say We do our BEST to EXCEL in everything We RESPECT and COLLABORATE with each other to succeed We continually CHANGE and INNOVATE to IMPROVE We strive to ENRICH our STAKEHOLDERS and COMMUNITY

NEWS & EVENTS:May 12, 2009 SEW to work on the APGENCO Nagarjuna Sagar Tail Pond project : The Nagarjuna Sagar Tail Pond project work was awarded to SEW today. This involves the excavation in right flank area from Ch.140.90m to Ch.292.90m downstream from the dam axis at an average cost of INR 36.64 million. This project was awarded by APGENCO.

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March 18, 2009 SEW takes up Guwahati - Lumding Project The scope of work includes the construction of minor bridges including protection work, Retaining Wall, Toe wall between Railway Km 20.00 to Km 30.50 between New Guwahati and Digaru (Phase-1) in Guwahati-Lumding section at an average cost of INR 51.7 million.

February 16, 2009 Dummugudem Project Circle appoints SEW to execute the Dummugudem - Nagarjuna Sagar Tail pond link canal project The project includes tunneling for a length of 36.32KM, Construction of Surge Pools, Draft tubes, Pump house, etc at a cost of INR 9990 million.

January 07, 2009 SEW commences the construction of New Umtru Project (2X20MW) The work includes hydromechanical works for New Umtru Project (2X20MW). This contract was awarded by Meghalaya State Electricity Board at an estimated cost of INR 108.5 million.

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SEWS STRENGTH:Dependability is a cherished quality amidst uncertainties. SEW Infrastructure Ltd., earned high accolades for competence, dedication and quality. Having gained experience of handling men and machinery, a fast pace for an impressive growth is now set. Specialising in the development of sustainable infrastructure, SEW diversified into allied strategic business areas, which are wide ranging and impressive by any standards. A total commitment to quality and time has earned SEW the reputation of a highly dependable company. Strong Technical and Management team to identify, develop and execute all range of infrastructure projects Experienced and well equipped state of the art in house Design facility to execute EPC projects We RESPECT and COLLABORATE with each other to succeed Meeting and exceeding customer expectations of project completion dates and quality Proven qualification credentials to take up big size projects Capability in bringing together Joint Venture Partners to take up mega projects of value more than 1000 crores

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CLIENTS OF SEWAD Hydro Power Limited, Bhilwara Group Aditya Hospitals (P) Ltd Andhra Pradesh State Electricity Board Andhra Pradesh State Road Transport Corporation BSES-Andhra Power Ltd Bharat Heavy Electricals Ltd Bharat Oman Refinery Ltd Chattisgarh State Electricity Board DANS Energy Private Ltd GATI Infrastructure Ltd GMR Jadcherla Expressways Private Ltd GMR Projects Private Ltd GMR Hyderabad international airport Ltd Ginni Global Ltd Guntur Vikas (P) Ltd HEG Ltd.(Manideep) Indore Municipal Corporation Institute of Management Technology Irrigation & CAD Department, Government of Andhra Pradesh Irrigation Deparment, Govt of Chhattisgarh Irrigation Department,Govt of Madhya Pradesh JSW Energy (Ratnagiri) Ltd Karnataka Neeravari Nigam Ltd Krishna Valley Development Corporation, Govt. of Maharashtra Larsen & Toubro, ECC Division Madhya Pradesh State Electricity Board Malana Power Company Ltd Meghalaya State Electricity Board Mumbai Metro One Private Ltd

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Nagpur Municipal Corporation Narmada Valley Development Corporation, Govt. of Madhya Pradesh National Buildings Construction Corporation Ltd National Highways Authority of India Prasad & Company (Project works) Ltd Public Health Engineering Department, Govt. of Madhya Pradesh Rashtriya Ispat Nigam Ltd (Visakhapatnam Steel Plant) Reliance Innoventures Private Limited Shree Maheshwar Hydel Power Corporation Ltd Shree Ram Urban Infrastructure Ltd South Eastern Coal Fields Ltd Southwest Infrastructure Pvt. Ltd State Electricity Board, Government of Meghalaya Tapi Irrigation Development Corporation, Govt. of Maharashtra Teesta Urja Ltd Utility Energytech Engineers Private Ltd VA Tech Escher Wyss Flovel Ltd Vallurupalli Rattayya & Seethamma Charitable Trust Visakhapatnam Municipal Corporation Water Resources Department, Govt. of Chhattisgarh Water Resources Department, Govt. of Madhya Pradesh

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AWARDS & CERTIFICATESDecember 22, 2008 Gold Medal received for completing the Veligallu Spillway work in record time Project: VELIGALLU RESERVOIR PROJECT SEW was awarded a Gold Medal and an Appreciation Certificate by the Chief Minister of Andhra Pradesh on 22 December 2008 for completing Veligallu Reservoir Project in Kadapa in record time of 12 months. September 25, 2008 Gold Medal for completing the Sulwade Barrage in record time Project: SULWADE BARRAGE SEW was awarded the Gold Medal by Government of Maharashtra in January 2008 for completing Sulwade Barrage with Hydro Mechanical works comprising of 27 Nos of 15m x 11.3m vertical gates across river Tapi for Tapi Irrigation Development corporation near Dhule, Maharashtra in record time. September 27, 2006 Chief Minister's Certificate of Appreciation for work done at Telugu Ganga Project Project: TELUGU GANGA PROJECT The Chief Minister of Andhra Pradesh presented a "Certificate of Appreciation" to SEW on 27 September 2006 for the work done at Sri Potuluri Veera Brahmendra Reservoir left canal of the Telugu Ganga Project.

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BUISINESS UNITSTUNNELS PIPELINES HYDEL POWER DAMS & BARRAGES CANALS & AQUEDUCTS THERMAL POWER LIFT IRRIGATION METRO RAIL BUILDINGS HIGHWAYS

ONGOING PROJECTSSRIPADA SAGAR LIFT IRRIGATION PROJECT Construction of Civil structures, CM&CD works, Pumphouse and Delivery cistern. Client: Irrigation & CAD Department, Government of Andhra Pradesh. Location: Karimnagar, Andhra Pradesh Business Unit: LIFT IRRIGATION PRANAHITHA - CHEVELLA LIFT IRRIGATION PROJECT Construction of lined gravity canal, CM&CD works, Distributory network, etc under Pranahitha-Chevella Lift Irrigation Scheme. Client: Irrigation & CAD Department, Government of Andhra Pradesh. Location: Northern Andhra Pradesh Business Unit: LIFT IRRIGATION

JAIGAD THERMAL POWER PLANTLand Development work for 1200MW at Jaigad Thermal Power Plant, Ratnagiri - The Port City on Arabian Sea Coast. Client: JSW Energy (Ratnagiri) Ltd.

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Location: Ratnagiri, Maharashtra Business Unit: THERMAL POWER BINA REFINERY

Construction of Civil, Structural and Architectural works for (3 X 33MW) capacity Bina Thermal Power Plant. Client: Bharat Heavy Electricals Ltd. Location: Bina, Madhya Pradesh. Business Unit: THERMAL POWER TELUGU GANGA CANAL

Construction of Irrigation Canal upto Porumamilla tank and its distributory system (balance works). Client: Irrigation & CAD Department, Government of Andhra Pradesh. Location: Kadapa, Andhra Pradesh Business Unit: CANALS & AQUEDUCTS

GORAKALLU RESERVOIRConstruction of Sri Narasimharaya Sagar ( Gorakallu Balancing Reservoir), Intake canal, etc near Gorakallu. Client: Irrigation & CAD Department, Government of Andhra Pradesh. Location: Gorakallu, Andhra Pradesh Business Unit: DAMS & BARRAGES

MAHESHWAR HYDROELECTRIC PROJECTConstruction of Spillway Blocks, Non-overflow Blocks, Service Bay, Approach Channel, etc for Maheshwar Hydroelectric Project of 400MW capacity. Client: Shree Maheshwar Hydel Power Corporation Ltd. Location: Mandaleshwar, Madhya Pradesh.

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Business Unit: HYDEL POWER

GODAVARI DRINKING WATER PROJECTProviding Godavari drinking Water to Visakhapatnam city including laying of water lines, construction of intake wells and pump houses. Client: Visakhapatnam Municipal Corporation. Location: Visakhapatnam, Andhra Pradesh Business Unit: PIPELINES TARAILA HYDROELECTRIC PROJECT Construction of Weir, Power Channel and Power House including laying of approach roads to Taraila Hydroelectric Project of 2 X 2.5MW capacity. Client: Ginni Global Ltd. Location: Chamba, Himachal Pradesh Business Unit: HYDEL POWER MAHATMA GANDHI BUS STATION Construction of Mahatma Gandhi Bus Station - Asia's Largest Central Bus Station Client: Vallurupalli Rattayya & Seethamma Charitable Trust. Location: Hyderabad, Andhra Pradesh Business Unit: BUILDINGS MADIKHEDA HYDROELECTRIC PROJECT Construction of super structure, retaining walls and related works of Power House of 60MW capacity at Madikheda. Client: Madhya Pradesh State Electricity Board. Location: Shivpuri, Madhya Pradesh Business Unit: HYDEL PO 53

TARALI DAM Construction of masonry dam on river Tarali. Client: Krishna Valley Development Corporation, Govt. of Maharashtra. Location: Satara, Maharashtra Business Unit: DAMS & BARRAGES TEMBHU BARRAGE Construction of 24m high, 400m long Tembhu barrage cum road bridge across river Krishna. Client: Krishna Valley Development Corporation, Govt. of Maharashtra. Location: Karad, Maharashtra Business Unit: DAMS & BARRAGES

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MADIKHEDA DAM Construction of Masonry Dam from R.D.80 m to 543 m under Project Phase-II at Madikheda, Shivpuri Dist.(M.P). Client: Water Resources Department, Govt. of Madhya Pradesh. Location: Shivpuri, Madhya Pradesh Business Unit: DAMS & BARRAGES Rajiv Gandhi International Airport Construction of Air Cargo Complex at Rajiv Gandhi International Airport - The first of its kind in India Client: GMR hyderabad international airport Ltd. Location: Hyderabad Business Unit: BUILDINGS MUMBAI METRO RAIL PROJECT Construction of Bridges and Stations for Mumbai Metro Rail Project - Hub of mass transportation system. Client: Mumbai Metro One Private Ltd. Location: Mumbai, Maharashtra Business Unit: METRO RAIL national highway from shadnagar to jadcherla : ap-3(b) Strengthening and Widening of existing 2 -lane road to 4 -lane divided carriageway from Km 51.263 to Km 80.000 section NH-7 Client: GMR Projects Private Ltd. Location: Hyderabad, Andhra Pradesh Business Unit: HIGHWAYS

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CHAPTER-V

DATAANALYSIS AND INTERPRETATIONTable 4.1 Opinion on recession impact in the organization OPINION YES NO TOTAL NO.OF RESPONDENTS 0 50 50 PERCENTAGE 0 100 100

Source: Primary DATA

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Opinion on recession impact in the organizationNO OF RESPONDENTS

YES NO

INTERPRETATIONThe above table reveals the employees opinion about the recession impact on the organization.100% of the employees had a opinion that there is no recession impact on their organization. No one agrees that they have recession impact on their company.

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Table 4.2 : RECRUITMENT PROGRAMMES IN THE ORGANIZATION OPINION EXCELLENT GOOD AVERAGE POOR VERY POOR TOTAL NO OF RESPONDENTS 5 15 11 2 0 33 PERCENTAGE 15.15 45.45 33.33 6.06 0 100

Source: Primary DATA

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RECRUITMENT PROGRAMMES IN THE ORGANIZATION

NO OF RESPONDENTS

EXCELLENT GOOD AVERAGE POOR VERY POOR

INTERPRETATIONThe above table reveals the employees opinion about the recruitment programmes in the organization. 15.15% of them expressed the view that it is excellent, 45.5% felt that it is good, 33.3% or of the opinion that it is average, 6.06% felt that it is poor and no one considered as very poor.

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Table:4.3 Source use for Recruitment ATTRIBUTES NO.OF RESPONDENTS PERCENTAGE

INTERNAL EXTERNAL BOTH TOTAL

0 0 25 25

0 0 100 100

Source : Primary Data

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Source use for Recruitment

120

100

80 NO.OF RESPONDENTS PERCENTAGE

60

40

20

0 INTERNAL EXTERNAL BOTH

INTERPRETATIONOut off the 25 respondents they have a strong feeling that their organization recruits the employees in both ways that is in internal and external. However no one agrees with one option. So the company gives the chance the people who are talented.

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Table:4.4 DEPARTMENT WHICH HAS MORE SCOPE FOR RECRUITMENT ATTRIBUTES NO.OF RESPONDENTS PERCENTAGE

IT CIVIL MECHANICAL TOTAL

0 45 0 45

0 100 0 100

Source: Primary Data

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DEPARTMENT WHICH HAS MORE SCOPE FOR RECRUITMENT

100 90 80 70 60 50 40 30 20 10 NO.OF RESPONDENTS PERCENTAGE

INTERPRETATION 0IT CIVIL MECHANICAL

Generally sew is infrastructure company. So maximum number of employees had the opinion that in the area of civil department they have more scope for recruitment. Here out of 45 respondents, 100% of them agreed with this point. Table:4. 5

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AWARENESS OF RECRUITMENT PROGRAMMES OPINION NO.OF RESPONDENTS PERCENTAGE

YES NO TOTAL

12 33 45

26.67 73.33 100

Source : Primary Data AWARENESS OF RECRUITMENT PROGRAMMES

YES

NO.OF RESPONDENTS PERCENTAGE

INTERPRETATIONOut of f the 45 respondents 26.67% of respondents agreed that they have awareness of recruitment programs in the organization. Among them that 73.33% didnt have awareness of recruitment programs in he organization. So the organization fails to create the awareness of recruitment programs which are conducting in the organization.

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Table4. 6 METHODS ADOPTED FOR RECRUITMENT Opinion Personal reference Job portals Head hunting All of the above Total No of respondents 0 0 0 30 30 percentage 0 0 0 100 100

Source : Primary Data

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METHODS ADOPTED FOR RECRUITMENT

No of respondents

Personal reference Job portals Head hunting All of the above

INTERPRETATION

Out of 30 respondents, 100% of respondents agreed that they follow different methods in recruitment like personal references, job portals, head hunting etc.. So the company is recruiting the employees through various recruitment methods in SEW.

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Table 4.7 Problems faced at the time of Recruitment

Opinion Sourcing Screening Others Total

No of respondents 5 15 0 20

Percentage 25 75 0 100

Source: Primary data

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Problems faced at the time of Recruitment

No of respondents

Sourcing Others

Screenin

INTERPRETATIONThe above table reveals the managers opinion about the problems faced at the time of recruitment . 25% of managers are facing the problems at the time of sourcing the profiles. 75% of managers are facing the problems at the time of screening the resumes. So maximum number of respondents facing the problem at the time of screening.

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Table4. 8 Need of recruitment officer Opinion Yes No Total No of respondents 10 20 30 Percentage 33.33 66.67 100

Source: Primary data Need of recruitment officer

Yes

No of respondents Percentage

INTERPRETATIONThe above table reveals the need of recruitment officer appointed by the organization. 33.33% of respondents expressed the view that there is a need of recruitment officer. However 66.67 respondents felt that there is a no need of recruitment officer. So the majority of employees feel that recruitment officer is not needed.

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Table4. 9 Recruitment & selection process should be change

Opinion Yes No Total

No of respondents 3 27 30

Percentage 10 90 100

Source: Primary data

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Recruitment & selection process should be change

100 90 80 70 60 50 40 30 20 10 0 No of respondents Percentage Yes No

INTERPRETATION

The above table reveals the change in the recruitment and selection procedure. Out of 30 respondents 10% expressed the view that the process should be change, 90% of the respondents felt the recruitment and selection process should not be change. So maximum number of respondents felt that the recruitment and selection process should not be change.

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Table 4.10 Stress interview is the best technique Opinion Yes No Total No of respondents 5 25 30 Percentage 16.67 83.33 100

] Source: Primary data

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Stress interview is the best technique

Yes

No of respondents Percentage

INTERPRETATIONThe above table reveals the employees opinion about the stresss interview. Out of 30 respondents, 16.67% felt that stress interview is the best technique during the interview,83.33% felt that stress interview is not the best technique. So majority of the employees felt stress interview is not the best technique in selection procedure.

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Table 4.11 Gd is appropriate for which level Opinion Every level Middle level High level Total Source: Primary data No of respondents 5 15 10 30 Percentage 16.67 50 33.33 100

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Gd is appropriate for which level

No of respondents

Every level High level

Middle leve

INTERPRETATIONThe above table reveals the recruiters opinion about the group discussion. Out of is suitable for middle level , 33.335felt that it is suitable for high level. So majority of employees expressed a view that GD is suitable for middle level. 30

respondents 16.67% of the expressed the view that d is suitable for every level, 50% felt that it

Table4. 12 75

The most important attribute suitable for recruitment & selection

Attitude ` Communication Experience Technical skills Attitude Total Source: Primary data

No of respondents 10 5 10 15 40

Percentage 25 12.5 25 37.5 100

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The most important attribute suitable for recruitment & selection40 35 30 25 20 --Sheet1!A2 15 10 5 0 Communication Experience Technical skills Attitude Percentage

No of responde

INTERPRETATIONOut of 40 respondents, 25% felt that communication attribute is going to play a key role while recruitment. 12.5% expressed the view that experience is an important attribute, 25% felt that technical skills are important, 37.5% felt that attitude is an important factor in recruitment. So large number of employees have supported attitude is an important attribute.

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Table 4.13 Reason for fresh graduates not getting jobs

Attributes Lack of communication skills Demerits in education system Lack of practical exposure Total

No of respondents 15 25 10 50

Percentage 30 50 20 100

Source: Primary data

Reason for fresh graduates not getting jobs

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No of respondents

Lack of communication skills Demerits in education system Lack of practical exposure

INTERPRETATION

Out of 50 respondents, 30% of them expressed the view that due to lack of communication skills fresh graduates dont get jobs, 50% felt that demerits in the education system is the cause for not getting jobs. 20% felt that due to lack of practical exposure freshers are not able to get jobs. So maximum number of employees expressed the view that demerits in the education system is the cause for not getting proper jobs.

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CHAPTER-V

Findings and Suggestions

This chapter highlights about some of the findings suggestions based on the study which is helpful to identified and improve the organization.

FINDINGS:

The Recruitment process was organizing well in the organization. Candidates were selected to various trades were put on the regular jobs only after the necessary training had been improved to them. Fresh candidates from Civil Engineering and another diploma holders are recruited by SEW have trainers for a specific period after which they are continued on the regular jobs. SEW has systematic procedure for identifying the training needs. KS Babu organizing by the head of Human Resources Development was will and it brings awareness among employee on general matters. All of the respondents are satisfied with welfare facilities. The company is maintaining cleanliness perfectly.

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SUGGESTIONS

For the purpose of future recruitment it would be good if SEW adopts campus recruitment in which the right man for the right job can be picked up and chosen from the available lot in the campus itself. The training provided to the candidates at the time of the Recruitment is good but need to review the training facilities and implement some training classes after recruitment in order to have a awareness about changes in technology. Need guidance for the candidates of ITI, Diploma & Engineering in regular Job mode even after training. The training needs should be checked and new methods of training should be implemented periodically. Creating awareness to employee s on general matter by head of Human Resource Department of KS Babu is good & should be continued. Performance appraisal should also implement in the company. In order to motivate personnel every department should conducted periodically meetings. The welfare measures are good & should be continued.

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SUMMARYA survey of the functions and challenges of personnel Management supports the contentions that the modern Personnel Manager must operate at the nexus of three major forces. One must plan, organize, direct and control the procurement development, compensation, integrators, mountaineer & separation of a work force in order that the organize may accomplish its designated objectives. The instrumental work force is composed of human being of varying types with complex and changing needs and values. The personnel manager must assist the organization in adapting to changes in mix and values. The third major force is society, represented by multiple levels of government obviously; both the organization and the personnel Manager have their own obligations towards the society. The changing mix of the force inevitable leads introduction of new values to organization. In the past and continuing into the present, the work force has been heavily in bused with a set of values generally characterized by the term work ethic , work is regarding as having spiritual meaning, buttressed by such behavioral norms as punctuality, honest, diligence and frugality. One s job is a central life interest and provides the dominant clue in interpersonal assessment. A workforce with this set of values is highly adopted to use by business organizations in their pursuit of the value of productivity efficiency and effectiveness. There are increasing signs that external right of citizenship are penetrating the boundaries of business enterprises in the interact of improving the quality of work life. Two prominent illustrations are

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1. Freedom of speech 2. The right to privacy In public organizations this right of whistle blowing is fairly protected Though some private firms have voluntarily adopted policies favorable to employee freedom of speech other have been forced to do so. The employee is first expected to try the normal communication process with in the firm first going public and exploring the firm.

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CONCLUSION

In the year 1960, Sri. Vallurupalli Nageswara Rao, founded 'Southern Engineering Works' (SEW) in Vijaywada, A.P. India, to pursue civil engineering construction activities. One of the first projects SEW worked on was the prestigious Nagarjuna Sagar Dam in Andhra Pradesh. During the period of expansion other partners Mr. Y.Purnachandra Rao and Mr. Y.M.G.Nageswara Rao joined the company and contributed to the growth of the organization. In this industry H.R. Department plays a major role because the H.R Department gives a systematic training to the employees and fringe perfection in the work. The training will be given to them until they are perfect and work oriented. H.R.Department brings efficiency in the employee s work. As per the general pattern of personnel department of many organizations the time office was under the personnel department. SEW is providing medical facilities to the employee s at low cost. It not only provides facilities to the employee s but also to their family members. Safety classes are taken up by H.R.D. to prevent accidents and to bring awareness among employee s. The allowances, bonuses and service incentive provided by the organization are appreciable. RMS Murthy reveals general matters to employees about economic environment, politics regarding health to improve general knowledge etc. The music system arranged in the organization creates stress free environment. Thus, SEW Infra Limited was good at all affairs likes health safety programs, fringe benefits and services. Hence the

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Questionnaire1. Is there any recession impact on your recruitment process? Yes No

2. What is your opinion on recruitment programs in your organization? a. Excellent d. poor b. Good e. very poor c. Average

3. Which recruitment source do you use for recruitment? a. Internal b. external

4. What are the current departments which have more scope for recruitment in your organization? a. IT c. mechanical b. civil d. others

If others specify___________________________________________

5. Are you aware of recruitment programs which are conducting your organization? Yes No

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6. What are the different methods adopted for recruitment? a) Personal references b) Job portals c) Headhunting d) All of the above

7. What are the problems faced at the time of recruitment? a) Sourcing b) Screening c) Others If others specify ______________________________________

8. Is there any need of recruitment officer appointed by organization? Yes No

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9. Do you think that recruitment and selection procedure should be changed? Yes No

10. Stress interview is the best technique for interview? Yes No

11. GD is most appropriate for which level? a)Every level b)middle level c)high level

12. According to your perception, please rate which of the following attributes are suitable for recruitment and selection? a) Communication b) Experience c) Technical skills d)Attitude 13. According to your view, what is the reason for so many fresh graduates not getting jobs? a) Due to lack of communication skills b) Due to demerits in our education system c) Due to lack of practical exposur

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BIBLIOGRAPHYK.K.Abhuja, Human Resource Management, Kalyani Publications. P. SubbaRao, Human Resource Management:, Himalaya Publications. C.B.Mamoria, Personnel Management, Himalaya Publications. Edwin B. Flippo, Personnel Management, Mc Graw-Hill Editions.

JOURNALS/ MAGAZINES BUSINESS INDIA, HR NEWS, BUSINESS WORLD

WEBLIOGRAPHY www.sewinfrastructure.com www.citehr.com www.mbaguys.net

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