Selection and Reuicrement Document

BIBILIOGRAPHY

TITLE OF THE BOOK : GUIDE LINE ON PROJECT REPORT

AUTHOR : SHIVAKUMAR M AND Dr M PRAKASH

TITLE OF THE BOOK

(HIMALAYA PUBLICATION)

: HUMAN RESOURCE MANAGEMENT

AUTHOR P.SUBBA RAO

SHASHI K GUPTA

C.B GUPTA

COMPANY WEB SITE : WWW.KS&DL.IN

OTHER WEBSITE :WWW.GOOGLE.COM

(GENERAL

INFORMATION)

http://WWW.GOOGLE.COM/

SELECTION AND RECRUITMENT PROCESS KS&DL

14. Ratio of internal and external recruitment is satisfactory?

a. Yes ( )b. No ()

15. On what basis is an employee selected

a. Merit ( )

b. Influence ()

c. Experience ()

16. What type of tests was conducted during the selection process?

a. Aptitude tests ( )

b. Situational test ()

c. Personality test ()

d. All the above ()

17. How many stages of interview did you go through during

the selection process?

a. One stage ( )

b. Two stage {)

c. Three stage ()

d. More than three stage ()

18. Are you satisfied with the post offered?

a. Yes ()b. No ()

19. Your suggestion to improve the selection and recruitment process at yourorganization?

83MEWA DEGREE COLLEGE


7.1s the employee gives his own time to join the job?

a. Yes ( )

b. no ()

8.1s the recruitment process KS&DL influencial in any way?

a. Yes ( ) No ()

9. Do the follow the fair methods of recruitment and selection?

b. Yes ()

c. No ()

10. I s the screening properly done during the time selection?

a. Mostly ()b. Partly ()c. Not at all ( )

11. among there which would you consider as an

important factor in recruitments?

a. Qualification ()

b. Experience ()

c. Knowledge in service industry ( )

d. Others ()

12. Is the top management involved in recruitment or selection

of an employee in KS&DL?

a. Yes ( )

b. No ( )

13. Each and every vacancy in KS&DL is advertised?

a. Yes ()b. No ( )



c. 10-20 0d. 20and above ()

2. Are you satisfied with the recruitment methods adopted by KS&DL ?

a. Extremely satisfied ( )

b. Satisfied ()

c. Dis-satisfied ()

d. Can't say ( )

3. Which type of recruitment method should be adapting to recruit an employee?

a. Employee referral ()

b. Walk-in ()

c. Consultancy ()

d. Others ()

4.1s the process of recruit ment in KS&DL is lengthy?

a. Yes ()

b. No ()

5. what makes recruitment so special in KS&DL

a. Techniques ()

b. Fairness ()

c. Methods ( )

d. others ()

6. while recruiting the individual should know basic knowledge

of the job which he is going to acquire.

a. Strongly agree ( )

b. Agree ()

c. Dis agree ( )



Questionnaires: Sir/ Madam,

I am BALAJI.G, a final year BBM student, studying in M.E.W.A

Degree college , Bangalore, as a per of my curriculum, I am

supposed to produce to a project on "selection and

Recruitment Process" in Karnataka Soaps and Detergent

Limited. To Bangalore University. Hence I would kindly

request you to help me in answering the following questions

for the successful completion of my project.

Please tick the appropriate column:

1. Personal data:

Name:

Age:

a. 18-25()

b. 26-32()

c. 33-40( )

d. 40and above( )

Sex:

a. Male ( )

b. Female ( )

Qualification:

a. SSLC ( )

b. PUC ( )

c. Graduate ()

d. Others ()

Experience:

a. 0-5 ()

b. 5-10 ( )

MEWA DEGREE COLLEGE


SUGGESTIONS:

♦The company should be give equal opportunity to both male as well as female

while recruiting for the posts.

♦The company should not follow a lengthy recruitment process.

♦The company should be opt for campus interview.

♦The company should give equal importance to techniques, methods as well as

fairness while recruiting the employees.

♦The company should follow fair method of recruitment so that they can get good

as well as eligible candidates who withstands to the needs of the organization.

♦The company can adopt campus recruitment as one source of recruitment.

♦Right job for right person can bring job satisfaction among the employees and

motivate them to give better output.

♦Develop open communication between Managers, supervisors and employees

which will help solving disputes as it occurs.The company can go for newspaper

adds as it has fetched the time of recruitments.



• Most of the employees are satisfied with the post offered

CONCLUSION:

> Having huge work force, it has given lots of importance to his personnel are if

operative or office workers .they consider their people has their greatest assets.

> They see to it that personnel enjoy the job satisfaction in any job ,in any job

performed , they are the one who can bring any number of achievements to the

organizations.

> They are trained in their own organizational culture and they know what is good and

what is bad to the organization. They are all set to achieve the organizational goals

and objectives of the company.

> Finally on the whole KS&DL has catered the needs of the society and has helped

itself gaining a good reputation. It has faithfully helped in building a good

economical development to the state.

MEWA DEGREE COLLEGE78


FINDINGS:

• The recruitment in KS&DL is special because of its techniques used in recruitment

process.

• The recruitment process in KS&DL is satisfactory.

• The recruitment process in KS&DL is lengthy.

• The recruitment methods adopted by the KS&DL to recruit an employee is

employee referral.

• KS&DL does not opt of campus recruitment.

• KS&DL considers the individual basic knowledge in service sector which he is

going to acquire.

• Top management is involved in recruitment and selection of an employee in

KS&DL.

• Each and every vacancy in KS&DL is advertised.

• Most of the employees are satisfied with the internal & external recruitment in

KS&DL.

• Almost each and every employee's are following the rules and ethics of KS&DL in

selection process

• KS&DL considers the qualification while recruiting for the post.

• Most of the employees are selected on the basis of experience.



From the above statements it is clear that almost 96% of the

employees are satisfied with the post offered to them while

remaining 4% of the employees are dissatisfied.

Graph:17

The graph showing the percentage of the employees satisfaction

in the post offered.

Interpretation:

The company has done the right thing by offering a suitable

post to their employees to this the employees work happily and

their works.


Particulars No of respondents PercentageYes 48 96No 2 4Total 50 100

Analysis:


Particulars No of respondents PercentageOne stage 34 68Two stage 14 28

Three stage 0 0more than 3 stage 2 4

Total 50 100

Analysis:

From the above the table it is clear that 16% of the employees

say that they have gone through only one stage interview in

the selection process while 28% of employees say two stages

and 4% of them said that more than three stages of interview.

Graph:16


1 ...........

S' ~~ - -- -- ■ 1

.

. 1: .....gH..................1 1 ;

■ no of respondents *

percentage

aptitude test situational test personalitytest

all the above

Interpretation:

I think company should follow all type of tests so that they

can get a brief idea about their employees behavior,

strengths, weakness etc and they can improve it by giving them

a perfect training.


Particulars No of respondents Percentage

Aptitude test 6 12Situational test 0 0

Personal test 38 76All the above 6 12

Total 50 100

Analysis:

From the above the table it is clear that 12% of the

employee feel that aptitude test is conducted in the

selection process while is non of the employees agree with

situational test 76% agree personality test while the

remaining 12% of employees say all theabove conducted in



Analysis:

From the above table it is clear that 28% of the employees

believe that the selection of an employee is based on merit

while 12% believe that it is based on influence and remaining

feel that it is based on experience.

Graph:14

The graph showing the percentage considered in selecting an

0 4

merit influence experience

Interpretation:

I think company should an employee based on merit and

experience. If they select a employees by influence they are

definitely cheating the employees who have great knowledge than

others.


Particulars No of respondents PercentageMerit 14 28

Influence 6 12Experience 30 60

Total 50 100


Particulars No of respondents PercentageYes 44 88No 6 12

Total 50 100

Analysis:

From the above table it is clear that 88% of the employees feel

that the ratio of internal and external is satisfactory and

remaining 12% of the employees feel that the ratio of internal

and external recruitment is not satisfactory.



Total 50 100

Analysis:

From the above table it is clear that 84% of the employees feel

that all the job are advertised in KS&DL and the remaining 16%

of the employees feel that the jobs are not advertised in

KS&DL.

Graph:12

The graph showing the percentage of advertising process.



Graph:ll

The graph showing the involvement of top management in recruitment or

selection of an employees.

Interpretation:

The company should delegate the authority to the subordinates, otherwise

the decision making activity. The intervention of top management at the final

stage to check whether the right decision is taken or not.



Total 50 100

Analysis:

From the above table it is clear 100% of the employees of KS&DL. That the

top management is involved in recruiting the employees.



Graph:10

The showing the percentage of factor which has an influence on

recruitment.

80 r 70

f 60 f

50 40

30 20

10■ no of respondents

■ percentage

qualification experience knowledge in

service

industry

others

Interpretation:

In today world qualification has higher preference so a person who has well

qualification can be attracted by the interviewer. But at some times even an

experienced person may attract the interviewer.


Particulars No of respondents PercentageQualification 36 72Experience 8 16

Knowledge in service 6 12Others 0 0Total 50 100

Analysis:

From the above table, it is clear that 72% of the employees of KS&DL feels that

the important factor which influence on recruitment is qualification and 16%

of employees agree with experience and the remaining 12% of the employees

feel that the knowledge in service company.


Particulars No of respondents PercentageMostly 28 56Partly 18 36

Not at all 4 8Total 50 100

Analysis:

The above reveals that 56% of the employees feel screening is

done mostly and 36% of employees with partly and remaining 8%

of the employees believe that screening is not done properly

in KS&DL.

Graph:9

The graph showing the percentage of screening in recruitment.

60

50

40

30

20

10

mostly

5not at all

m no of respondents m

percentage



Graph:8

The graph showing the percentage of fair methods of recruitment.

Interpretation:

I think the employee should follow a fair method of

recruitment so that they can good as well as eligible

employees who will fit perfectly to the job.



Total 50 100

Analysis:

From the above table it is clear that 92% of employees feel

that the company follows the fair method of recruitment

while 8% of employees feel that don't follow.


particulars No of respondents PercentageYes 34 68No 16 32

Total 50 100

Analysis:

The above table reveals that 68% of the employees that the

recruitment process in KS&DL is influential and the remaining

32% of employees feel that the recruitment is not influential.

Graph:7

The graph showing the percentage of employee influence in recruitment.


Graph:6

The graph showing the percentage of own time to join a job after recruitment.

Interpretation:

The company should give the sufficient time to candidate to

join the company. Because this is the basic thing which is

expected by the employee. The level of satisfaction in the

employees will increase.


Particulars No of respondents percentageYes 24 48No 26 52

Total 50 100

Analysis:

From the above table we can explain that 48% of the employees

feel that the company will give the own time to job after

recruitment and 26% employees feel that the company.


Particulars No of respondents Percentage ,Strongly agree 2 4

Agree 46 92Disagree 2 4

total 50 100

Analysis:

The above table reveals that 4% of the employees strongly

agree that basic knowledge in service sector is compulsory

while 92% of employees agree and the remaining 4% of employees

disagree with that.

Graph:The graph showing that the percentage of individual basic knowledge in service sector:



Interpretation:

In the order to make feel the candidates that they are not in

justified they should give equal importance to techniques,

methods as well as fairness while recruiting the candidates.

5 .while recruiting the individual should know basic knowledge

of the job which he is going to acquire.

Table 5:

The table showing the individual basic knowledge in service sector:


Particulars No of respondents PercentageTechniques 24 48

Fairness 16 32Methods 8 16

Others 2 4total 50 100

Analysis :

The above table explains that, 48% of the employees feel

techniques makes the recruitment special in the company

while 32% of employees feel that methods make the

recruitment special and another 16% of the employees believe

that fairness makes the recruitment in the company special.

Graph4:

The graph showing the percentage of special recruitment process.


particulars No of respondents PercentageYes 36 72No 14 28

Total 50 100

Analysis:

From the above table we can analyze that 72% of employees say yes

to the

lengthy process in recruitment in KS&DL and the remaining 28% of

employees feel

that there is no lengthy process in recruitment.

Graph:

The graph showing the percentage of lengthy process I n recruitment.

80 ■;......-............—..........-........................................................—...................—....-...............-..................

70 -f..................................................................................................................................................................-......................

60 -.....................................-

yes no



ANALYSIS:

From the above analysis it is clear 76% of employees feel

that employee referral should be adopted as a method or

recruitment while 4% of employees agree with walk in and 20%

employees with others.Graph:

The showing the table of lengthy process in recruitment.

Interpretation:

It is on the part of the company that it is adopting various

techniques which are satisfactory to employees.


PARTICULAR NO OF RESPONDENTS PERCENTAGEEmployee referral 38 76Walk-in 2 4consultancy 0 0Others 10 20total 50 100


Particulars No of respondents

percentage

Extremely satisfied 2 4Satisfied 34 68Dissatisfied 12 24Can't say 2 4Total 50 100

Analysis:

From the above table, it is clear that 4%of the employees of

KS&DL feels that recruitment methods adopted by the company

is extremely satisfactory while 68% of employees are just

satisfied and 24% of employees are dissatisfied.


DATA ANALYSIS

AND

INTERPRETATION

NAME OF THE PRODUCTS

Mysore Sandal Premium

Mysore Sandal Regular

Mysore Rose

Nagachampa

Suprabhatha

Mysore Jasmine

Parijatha

Sir M.V.100

Meditation

Sandalwood Oil

In 5ml, 9ml, 10ml, 100ml, 500ml, 1kg, 2kg, 5kg, 20kg and 25kg packing

Talcum Powder

• Mysore Sandal Talk: Cooling & Healing, Fragrant freshness. Net. Wt. 20gm, 50gm,

lOOgm, 300gm.

• Mysore Sandal Baby Powder: Tender loving care for baby & Mummy. Net wt. 50- 1

OOgms.



NAME OF THE PRODUCT UNITS IN GRAMS

Mysore detergent powder 1000

Mysore detergent powder 500

Mysore detergent Cake 125,150

Mysore detergent cake 250

NAME OF THE PRODUCT UNITS IN GRAMS

Mysore Sandal Talc 20, 50, 100,300

Mysore Sandal Baby Talc 50, 100

TAL CUM PO WDERS

AGARBATHIES


Mysore Rose Soap 100

Mysore Sandal Herbal Care Soap 100, 125

Mysore Jasmine Soap 100

Wave Turmeric 100

Wave Lime 100

Wave Cologne 75,100

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 17

GIFT RANGE

SBT

S.TR

06 IN 01

GOLD SIXER


NAME OF THE PRODUCT UNITS OF GRAMS

Mysore Sandal Soap 75, 125

Mysore Sandal Classic Soap 75

Mysore Sandal Gold Soap 75, 125

Mysore Sandal Baby Soap 75

Mysore Special Sandal Soap 75



PH: -

E-mail:

0803377691/3370469/ 23371103 to

06 / 22376902 to 24.

Mysoresandal@vsnl .comWebsite: www.mysoresandal.com

Year of establishment of constitution: 1918

Management: wholly owned by Government of Karnataka undertaking.

Government of Karnataka nominates and appoints Board of

Directors, chairman and Managing Director. Products : Toilet

soaps, bar soaps detergent cakes, powders, Agarbathies,

cosmetics, Baby products, sandalwood oil.

Renamed

Trademark: The trademark is “SHARABHA". It is the body of lion

with the trunk of an elephant, means blending the intelligence

of lion with the strength of an elephant.

Achivement/Awards

Government of Karnataka, department of industries and

commerce. State export promotion advisory board. “EXPORT

AWARD” 1974-75 Detergent plant.

• Geographical indication GI-2005.

• ISO 9001-2000 in the year 1999.

• ISO 14001-2004 in the year 2000

• 1CWAI national award for excellence in cost management in

the year 2007.

• Best exporter award 2007-08.


http://www.mysoresandal.com/


Compitators of KS&DL Products

KS&DL in facing cut throat competition in national and international market. Some of its main

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. JOTHI LABORATORIES.

Area of Operation

GLOBAL FAVOURITES FOR THEIR NATURAL GOODNESS

KS&DL has a long tradition of maintaining the highest quality standards, right from the

selection of raw materials to processing and packing of the end of the product. The reason why its

products are much in demand globally & are exported regularly to UAE, Bahrain ,

Kuwait, Qatar , South-East Asian countries as well as North America and South America .

The sandalwood oil, of course, is much sought after by the leading perfumes houses of the

world. All the toilet soaps of KS&DL are made from oils and fats of vegetable origin & totally free from

animal fat.

KS&DL at Glance

Incorporated name: KARANATAKA SOAPS AND DETERGENTS LIMITED (KS&DL). Address

: Karnataka soaps and detergents limited KS&DL. Bangalore -

pune highway post box no 5531 Rajajinagar, Bangalore -560055.



• Communicate its environment policy and the best practices to all its

employees’ implications.

• Set targets and monitor programs 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.

Present Status of The Company

The company is mainly depending on southern market. The product availability in retail outlets

particularity for Mysore sandal soap is almost comparable to any other similar industries product in the

premium segment in the south. Whereas in others parts like Eastern and Northern markets penetration of

KS&DL product is relatively poor, which depends on the company’s distribution structure, stockiest and

field personal strength.

Which increased trust on distribution, the company does not foresee any problems to

achieve the projected sales through the redistribution package.

Further, the policy of Indian government also sees public sector enterprises enter the industry

and a large way. There by making the products available to the consumers at reasonable

prices.

Being located in the centre of southern part of India the government soap factory claims

preferential treatment for expansion program in view of availability of exotic natural sandalwood oil.



,Kuwait, Qatar South America. The entire toilet soap of KS&DL is made from raw materials of vegetable

origin and is totally free from fats.

Trademark of KS&DL

“THE SHARABHA”

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

The SHARABA is the mythological creation from “PURANAS’' which has a body of lion and head of an

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 symbolizes a power that removes imperfection and impurities. The Maharaja of

Mysore has his official emblem adopted it, and as soon as took its pride of place as a symbol of the

Government soap factory of quality that reflects a standard of excellence of Karnataka soaps and

Detergents limited.

Policy of KS&DL

Seek purchase of goods and services from environment responsible suppliers.



This is to point in the national and international market and also to improve the quality to products offered

to the consumers with the assurance of quality in the message.

The company got itself upgraded to ISO-9001-2004, quality systems in the year 2004-05.

AN ISO-14001 Company

The company is located in the heart of the Bangalore city .the management of the company took a

decision to get the ISO-14001 and become model to other public sector 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 to improve the profits year after year on long term bases. The environment system

adopted in the company through this motive as follows:

• Conservation of energy.

• Conservation of surrounding.

• Conservation of resources.

Equipped with latest technology and backed by full fledged quality controlee and R&D support,

KS&DL is marching confidentially ahead in the millennium. The company is developing new products

to meet the changing preferences of its customers.

Slogan

“NATURAL PRODUCTS WITH THE EXOTIC FRAGRANCES”

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 reasons why its products are much in demand

globally and are exported regularly to UAE, Bahrain ,Saudi- Arabia



2009 - Company has established In-House state of the Art manufacturing facilities for manufacture

and filling of Mysore Sandal Talcum powder and Mysore Sandal Baby powder. Company has re—

introduced the Talcum powder variants with new outlook of containers.

2010 - The ISO certification was upgraded to ISO 9001:2008.

Company is on progressive growth for the last 10 years by increasing its production & sales volumes.

The Company turnover has increased from ' 100.00 crores during the year 2003 to '200.00 crores

during the year 2009-10.

AN ISO-9002 Company

KS & DL with a tradition of excellence of over eight decades is committed to consumer delight, through

total quality management (TQM) and continuous improvement (kaizen) through the involvement of all

employees. KS&DL has obtained ISO-9002- certificate.

To improve the total quality management system and to facilitate TQM in the process of soaps and

detergents, the management took decision to obtain ISO-9002 by the end of March 1999. Accordingly

action plan was drawn and a committee was setup 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 its self.



1985 - Production capacity was raised to 26000 metric tons per annum. A large variety of toilet soaps at

attractive shapes, colors and fragrances, introduced to meet the verities and tastes of consumers.

1992- The company was registered with the Board for Industries and financial reconstruction (BIFR),

New Delhi in December for rehabilitation, as the company suffered losses continuously since 1980 at net

worth fully eroded.

1996 - The BIFR approve the rehabilitation scheme in September and the company started making

company profits.

1999- ISO-9002- certificate for quality assurance in production, installation and servicing.

2000- ISO-14001 - certificates pertaining to environmental management system.

2003 - The company has undergone losses of RS .98 corers wiped out and in May BIFR, declared the

company to be out of its preview.

The company is making profit continuously. It is only a state public sector unit that has come out of

BIFR.

2004 - The ISO-9002 was upgraded to ISO-9001 -2004 quality systems.

2007-08 - the company has got best exporter award.

2008 - Company has introduced Hand wash liquids under the trade name of Herbal Hand wash

and Rose Hand wash liquids. Company has also introduced liquid Detergent under the trade name of

KLEENOL liquid with different variants for Floor wash, Dish wash and Automobile wash.



Bird Eye View of KS & DL

1918 - Government soap factory was started by maharaja of Mysore and the Mysore sandal soap was

introduced in to the market for the first time.

1950 - The factory output was raised to 500 metric tons with the following modifications:- Renovating the

whole premisesInstalling new boiler soap building plant and drying chamber

1954 - Received the license from Government to manufacture 1500 tons of soap and 75 tons glycerin per

year.

1957 - Factory shifted its operation to Rajajinagar Industrial Area.

1974 - Mysore sales international limited (MSIL) was appointed as a sole selling agent, for marketing the

products.

1975 - Rupees 4 corers synthetic detergent plant was installed based on Italian technology by ballista

SPA.

1980 - On 1 st October the government soap factory was converted into a public sector enterprise and

renamed as “KARANATAKA SOAPS & DETERGENTS LIMITED".

1981- A) production capacity increased to 6000 tons, b)

Rupees 5 crores fatty acid plant was installed.

1984 - Manufacturing of premium quality of Agabathies at Mysore division.


*•* *jS

o t eas * 3

* n

I I I

131 8

• ! 3 ;3 ! = 5 5

! S , l S

* iHf I •*;*; sisHi

MEWA DEGREE COLLEGE


• Trainee: Trainee is a learner who may or may not be paid stipend during the period of training.

ORGANISATION STRUCTURE

Organization structure is a basic framework within which the managers’ decision making behavior

takes place. The structure gives an established pattern of relationship among the various components or

parts of an organization. It is a vital tool for providing information about organization relationships.



• Neglecting freshness aspect.

• High oriented cost due to excessive labor force.

• Low turnover resulting in low profits.

Opportunities

• Traditional benefits that sandal is good for skin.

• Skin care is just gaining importance among consumers.

• Government supports and large production capacity.

• Advantages of being in the industry for a long time.

• Existence of vast market and huge demand.

Threats

• Other competitors products such as Rexona, Moti,Santoor etc.

• There is a need for renovation of plant and machinery.

• Government policy may reduce growth potential.

• Other sandal soaps in the market.

• Entry of new multinational sin soap business.

Classification of Employee at KS&DL

• Permanent Employee: One who has been engaged for work on a permanent basis.

• Temporary Employee: One who has been engaged for work which is essentially of temporary nature

and likely to be finished within a limited period.

• Probationary Employee: One who is provisionally employed to fill a permanent vacancy.

• Casual Workmen: One who is engaged on day-to-day basis for casual or non-recurring work.



• To promote purity and quality products and thus enhance age old - charm of Sandalwood Oil • To build upon the reputation of Mysore Sandal soap based on pure sandal oil

• To maintain the brand loyalty of its customer and to supply the products mentioned above at most

reasonable and competitive.

Policy of KS&DL

• Seek purchase of goods and services from environment responsible suppliers.

• Communicate its environment policy and best practices to all its employees’ implications. • Set targets and monitor progress through internal and external audits.

• Strive to design and develop products, which have friendly environmental impact during

manufacturing.• Reuse and recycle materials wherever possible and minimize energy consumption & waste.

SWOT Analysis of KS&DL

Strengths

• Only soap in India that contains pure sandal wood oil.

• certified by ISO

• World's largest production of sandalwood oil.

• Brand name from decades from soap market.

• It has very good dealership network in south which ensures that the products reach every

customer,• Diversified product range helps the company to maintain stability.

Weakness

• Distribution network weak in north and east.

• Absence of television advertisement.



eight decades, using only the best grade sandalwood oil in it> rrrf-e- - rzr .. Kb a; DL today is one of the

largest producers of sandalwood oil and sandalwooc >: in the odd.f

Renaming

On 1 st October 1980, the government soap factory was renamed as "KARNATAKA SOAPS

and DETERGENTS LIMITED”. The company was registered as a public sector company. Today

company produces varieties of products in the toilet soaps, detergents, agabathies (incense sticks)

and cosmetics.

Vision Statement

Keeping pace with globalization, global trends and the state’s policy for using technology in every

aspect of governance. Secure all assistance and prime status from Government of India, all technology

alliances. Making available technology product and services at the most affordable price to the people at

large, in keeping with the policy of a welfare state.

Mission Statement

To serve the National economy and to attain self-reliance to promote purity & quality products and

to maintain the brand loyalty of its customers.

Objectives of KS&DL

• To serve the national economy

• To attain self- reliance

• To promote and uphold its image as symbol of traditional products



The industry has two more divisions one is at Shimoga and another at Mysore where sandal oil is

extracted. The Mysore division started functioning from 1917 and manufacturing of perfumed and

premiere quality agabathies till today. Right from the first log of sandalwood that rolled in boiler room in

1916, the company has been single minded pursuit of excellence. The project took shape with engineering

skills and expertise of top level team under the leadership of SIR M..VISWESVARAYA, PROF.

WATSON_and_Dr. SUBDROUGH._ Like this soap factory was started as a small unit and now it has

grown up a giant size.

Present Status

Market Scenario

India is the ideal market for cleansing products. The countries per capita consumption of detergent

powders and bars stands at 1.6kg and soaps at 543gms. Hindustan Lever, which heralds over the cleaning

business, sells in all over the cleaning business. The 7.41akhs tons per annum soap market in India in

crawling along at 4%. The hope lies in raising Rupee worth, the potential for which is high because the

Indian soap market is pseudo in nature & it is amazingly complex being segmented not only on the basis

of price benefits, but even a range of emotions within that outlining framework.

The Birth Of A Legend

The early year of 20 ,h century witnessed the birth of a magical formula, created from the finest and

purest sandalwood oil better known as "‘LIQUID GOLD”, distilled exclusively at our divisions in

Kamataka-Mysore. A fragrant gift to the world from the first Government soap factory of India. Nurtured

by the Maharaja of Mysore, enriched with all the goodness of natural sandal oil. this unique soap

captured hearts and market at home, as well as right across the global creating a fragrant legacy for the

state of Karnataka. Karnataka soaps and Detergents limited is the true inheritor of this golden legacy of

India. Continuing the tradition of excellence for over



Bangalore.

Since then there is no looking back and the company has been able to live up to its name even today,

with the emergence of so many toilet soaps and detergents in the market.

Today’s famous Mysore sandal soap credit goes to late SRI. SOSALE.GARALAPORI SHASTRI

who incorporated the process of soap making using sandalwood oil. He was an eminent scientist in the

field working at the Tata institute, Bangalore .He was sent to England to master the fine aspects of soap

manufacturing.

The factory shifted its operation to Rajajinagar Industrial area Bangalore in July 1957 where the

present plant is located. The plant occupies 43 acres (coverings soaps, detergents and fatty acid divisions),

on the Bangalore- pune highway, easily accessible by transport, services and communication. Another

sandalwood oil division was established during the year 1944 at Shimoga which stopped its operations in

the year 2000 for want of natural sandalwood.

The factory started at a moderate scale in the year 1916. The first product was washing soaps in

addition to the toilet soap in the year 1918. The toilet soap of the company was made up of sandalwood oil.

In 1950 the Government decided to expand the factory in to two stages. The first stage of expansion

of was done to increase the output to 700 tons per year and was completed in the year 1952 at the old

premises. The next stage of expansion was implemented in 1954 to meet growing demand for Mysore

sandal soap and for this puipose Government of India sanctioned license to manufacture 1500 tons of soaps

and 75 tons of glycerin per year. The expansion project worth of 21 lakhs includes the shifting of the

factory to a newly laid industrial sub-urban of Bangalore.

The factory started functioning in these new premises i.e., (present one) from l sl of July 1957. From

this year onwards till date the factory had never looked back, it has achieved growth and development in

production sales and makes profits.



The origin of sandal wood and its oil in Karnataka, which is used in making of Mysore sandal

soaps , is well known as fragment ambassador of India and sandal wood oil is in fact is known as

“LIQUID GOLD”.

In the early 20th century, the Mysore Kingdom in India was one of the largest producers of

sandalwood in the world. It was also one of the major exporters of the wood, most of which was exported

to Europe. During the First World War, large reserves of sandalwood were left over because they could not

be exported due to the war. In order to make good use of these reserves, Nalvadi Krishna Raja Wadiyar. the

king of Mysore took the advice of his Diwan. Sir M.

Visweshwaraiah and established the Government Soap Factory in Bangalore. This factory, which was set

up in 1916, started manufacturing soaps under the brand-name Mysore sandal soap using sandalwood oil as

the main ingredient. A factory to distill sandalwood oil from the wood was set up at Mysore in the same

year. In 1944, another sandalwood oil factory was set up at Shimoga. 12J After the unification of Karnataka,

these factories came under the jurisdiction of the Government of Karnataka. In 1980, the Government

decided to merge these factories and incorporate them under a company named Karnataka Soaps and

Detergents Limited. Sharabha. a mythological creature having a body of a lion and the head of an elephant,

was chosen as the logo of the company. This was because the creature represents the combined virtues of

wisdom, courage and strength and Symbolizes the company’s philosophy.

The company has since diversified and manufactures incense sticks, talcum powder and detergents;

apart from soaps. Karnataka Soaps & Detergents Limited has been incorporated as a company under the

Company's Actl956.

With an experience of over 89 years in the industry, KSDL is a true inheritor of the India's golden

legacy. The company is, today, one of the largest producers of sandal soap, including sandalwood oil in the

world with an annual turnover of Rs.l25corers.

Intact, Mysore Sandal Soap, a brand product, manufactured by KSDL, has been

manufactured since 1916 when the king of Mysore set up the Government Soap Factory in



A soap maker at the Procter and Gamble Company had no idea a new innovation was about to

surface when he went to lunch one day in 1879. He forgot to turn off the soap mixer, and more than the

usual amount of air was shipped into the batch of pure w hite soap that the company sold under the name

The White Soap.

Fearing he would get in trouble, the soap maker kept the mistake a secret and packaged and

shipped the air-filled soap to customers around the country. Soon customers were asking for more "soap

that floats." When company officials found out what happened, they turned it into one of the company’s

most successful products, Ivory Soap.

Problems and Prospects of Soap Industry

The changing 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 manufactures are trying to capture a commanding market share by

introducing and maintaining acceptable products. Soap industry faces some problems in case of raw

materials. The major ingredients are soap ash, linear alkyl, benzene& sodium. Tripoli phosphate poses

number of serious problems in terms of availability. The demand supply gap for vegetable oil is 1.5 to 2

lakhs tons & is met through imports. In recent times, caustic soda and soap ashes in the cheaper varieties

of soaps are quite high. The soap industry in India faces a cut throat Competition, while multinational

companies dominate the market.

Company Profile

India is rich in land, forest, ivory, silk, sandal; precious gems are magical charms of

centuries. The most enchanting perfumes of the world got there exotic spell with a twist of sandal. The

world's richest sandal wood resource is from one isolated stretch of forest land in south India that is in

Karnataka.



which was destined to become the nation's dominant firm. A major change in soap making occurred in the

1840s when manufacturers began to replace lye made from wood ashes with soda ash, lye made through a

chemical process. Almost all soap makers also produced tallow candles, which for many was their major

business. The firms made soap in enormous slabs, and these were sold to grocers, who sliced the product

like cheese for individual consumers. There were no brands, no advertising was directed at consumers, and

most soap factories remained small before the Civil War.

Growth of Indian Soap Industry

The period between the end of the Civil War and 1900 brought major changes to the soap

industry. The market for candles diminished sharply, and soap makers discontinued that business. At the

same time, competition rose. Many soap makers began to brand their products and to introduce new

varieties of toilet soap made with such exotic ingredients as palm oil and coconut oil. Advertising, at first

modest but constantly increasing, became the major innovation. In 1893 Procter and Gamble spent

$125,000 to promote Ivory soap, and by 1905 the sales budget for that product alone exceeded $400,000.

Advertising proved amazingly effective. In 1900 soap makers concentrated their advertising in newspapers

but also advertised in streetcars and trains. Quick to recognize the communications revolution, the soap

industry pioneered in radio advertising, particularly by developing daytime serial dramas. Procter and

Gamble originated Mu Perkins, one of the earliest, most successful, and most long-lived of the genre that

came to be known as Soap Operas, to advertise its Oxydol soap in 1933. By 1962 major soap firms spent

approximately $250 million per year for advertising, of which 90 percent was television advertising. In

1966, three out of the top five television advertisers were soap makers, and Procter and Gamble was

television's biggest sponsor, spending $161 million.

Advertising put large soap makers at a competitive advantage, and by the late 1920s three firms had

come to dominate the industry: (1) Colgate-Palmolive-Peet, incorporated as such in 1928 in New York

State, although originally founded by William Colgate in 1807; (2) Lever Brothers, an English company

that developed a full line of heavily advertised soaps in the nineteenth century and in 1897 and 1899

purchased factories in Boston and Philadelphia; and (3) Procter and Gamble.



The Indian soaps industry continued to flourish very well until 1967-68, but began to stagnate.

Soon it started to recover and experienced a short upswing in 1974. This increase in demand can be

attributed to:-

• Growth of population.

• Income and consumption increase.

• Increase in urbanization.

• Growth in degree of personal hygiene.

Soap manufactures are classified as, Organized and unorganized sector. KS&DL is under organized sector.

History of the Soap

Traditionally, soap has been manufactured from alkali (lye) and animal fats (tallow), although

vegetable products such as palm oil and coconut oil can be substituted for tallow. American colonists had

both major ingredients of soap in abundance, and so soap making began in America during the earliest

colonial days. Tallow came as a by-product of slaughtering animals for meat, or from whaling. Farmers

produced alkali as a by-product of clearing their land; until the nineteenth century wood ashes served as

the major source of lye. The soap manufacturing process was simple, and most fanners could thus make

their own soap at home.

The major uses for soap were in the household, for washing clothes and for toilet soap, and in

textile manufacturing, particularly for filling, cleansing, and scouring woolen stuffs. Because colonial

America was rural, soap making remained widely dispersed, and no large producers emerged. By the eve

of the American Revolution, however, the colonies had developed a minor export market; in 1770 they sent

more than 86,000 pounds of soap worth £2,165 to the West Indies. The Revolution interrupted this trade,

and it never recovered.

The growth of cities and the textile industry in the early nineteenth century increased soap usage

and stimulated the rise of soap-making firms. By 1840, Cincinnati, then the largest meatpacking center in

the United States, had become the leading soap-making city as well. The city boasted at least seventeen

soap factories, including Procter and Gamble (established 1837),

27

MEWA DEGREE COLLEGE


Introduction

Soap is one of the commodities ave become an indispensable part of life of the modem 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 reasons such as Government relations, environment,

toxicological allergy problems, increase in cost of raw materials etc.

Following Swadeshi movement in 1905, few factories were set up and they were:-

• Mysore Government soap factory at Bangalore

• Godrej soaps at Bombay

The changing technology and even existing desire by the individuals and the organizations to produce

a better product at a mere economical rate as also acted as a catalyst for the dynamic process of

change .more and more soap are trying to capture a commanding share market by introducing and

maintaining acceptable products . The soap industry in India faces a cut throat competition, while

multinational companies dominate the market.

The Indian Soap Industry Scenario:-

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

• Hindustan Lever Limited.

• Tata Oil Mills (Taken over by HLL)

• Godrej Soaps Private Limited.

• Recent entrants include - Colgate Palmolive Ltd.,

_ Proctor & Gamble Ltd.,

_ Nirma Soap Works,

_ Wipro Ltd.,



PERSONNEL INTERVIEW METHOD:

The method of personnel interview is the most versatile of all methods of the data

collection. Here, the interviewer can ask as many question and also have the

advantages of recordings additional observations about the respondents.

The personal interview method was used to gather information from the primary

source. The concerned respondents were interviewed to understand the

employee’s satisfaction towards selection and recruitment process.

QUESTIONNAIRE METHOD:

the questionnaire is by far the most common instruments used to collect primary

data. It consists of a questions preffered to the respondents for answers. The

questionnaires has to be carefully developed, tested and debugged before they are

A. administrated on a large scale. Generally there are two forms of

questions that

B. In this study I have adopted close-ended questions. Close ended question

specifically all the possible answers and respondents make a choice among

them. These provide answers that are easier to tabulate and interpret.

LIMITATION OF THE STUDY:

A. Time available for the research was limited.

B. This study is limited to one organization only.

C. This study is limited in getting information from employees through

questionnaire and observations.

D. Unwillingness of the employees in answering.

The matter on selection and recruitment process was vat. So it was not possible to

investigate the detailed aspects due to the shortage of tim Questionnaire method .



3. Internet.4. Text book.

»

TECHNIQUES OF DATA COLLECTION:

Probabilistic sampling method is adopted to collect the data.

Sampling plan:

the basic idea of sampling is that by selecting some of the elements in a

population we may draw conclusion about the entire population. A population

element is the subject on which the measurement is being taken. It is the unit of

the study.

Sample size:

A sample of 50 is chosen which consist of employees of the service industry.

Sample unit:

The target population consisting of existing employees of KS&DL this sample

unit covers all the employees of KS&DL.

Sample procedure:

the data collected from the primary source were tabulated by adopting the method

of probabilistic sampling. Further the data tabulated was analysis and inferences

were drawn accordingly from the set of inferences.TOOLS OF DATA COLLECTION:

The tools used for the collection from various sources were:

1. Personnel interview method.2. Questionnaire method.



RESEARCH METHODOLOGY:

A research is the systematic design, collection, analysis of reporting of data

and findings relevant to a specific situation phased by the company.

The data collected is primary and secondary. The research uses

variousinstruments like questionnaires. The statistical like percentage and

ratios are used for analysis of questionnaires.

SOURCES OF DATA COLLECTION;

The data required for the study was collected from both the primary

source and secondary source.

PRIMARY DATA SOURCES:

The data is collected directly from the respondents. It is most reliable data

sources. The normal procedure adopted is to interview people individually

or in group to get a preliminary sense of how people feel about the topic in

the question and thendevelop a formal research instruments. The data is

gathered for a specific purpose only.

The primary data sources used for the study information collected from the

employees in the factory outlet.

SECONDARY DATA SOURCES:

Secondary data are data which were collected for some other purpose earlier and

already exist somewhere.

it includes printed or published reports, industry or trade statistics etc. it also

includes internal documents like vouchers, reports, dispatch records etc. the main

source of secondary data used in this study is as follows:

1. Reports of the company.2. Company broachers.



REVIEW OF LITERATURE SURVEY;

The research required primary and secondary source of data. The primary data is

obtained through structure questionnaire designed. Secondary data's are the one

which is collected from books, websites, and company records. Before

conducting a research it is advisable to all aspects of the study we need.

OBIECTIVES OF THE STUDY:

• To study the selection and recruitment process adopted in KS&DL.

• To study the effectiveness of recruitment in KS&DL.

• To provide the suggestions and recommendations to the company for the

purpose of improving their selection and recruitment process.

• To understand methods adopted in recruitment process.

• To suggest necessary changes to be adopted for effective selection and

recruitment process.

SCOPE OF THE STUDY:

The basic need and importance of selection and recruitment process is to

help the company in getting deserved employees as to achieve the mission

of the company. The study acquaints the knowledge of the procedures,

growth and advancement of the selection and recruitment process. The

process includes how the company selects and recruits the right candidates

for right job on the basis of the selection and recruitment criteria.



RESEARCH DESIGNIt is a logical and systematic plan prepared for directing a research study.

It specifies the objective of the study, the methodology and techniques to be

adopted for achieving the objective.TITLE OF THE STUDY:

This project titled "A Study on recruitment and selection process" in Karnataka

soap and detergent limited. Throws light on how the company is adopting various

methods or processes to recruit as well as select an eligible candidate who can

withstand to their needs.

As KS&DL is a service sector ,it is providing service to people at a large extent.

It is providing the best training to their employees as well as teaching hoe to

handle the customers and also how to get maximum business to the organization.

STATEMENT OF THE PROBLEM:

The title “A Study on selection and recruitment process", deals with a special

reference from KS&DL are being done to analyze the present as well as past

procedure or methods or process of selection and recruitment adopted by the

company.The utimate objective of this study is to find out the problems faced by

the employees and to suggest the company to overcome from those problems.



• Similar organizations• Casual callers• Labor contractors• Trade unions• Gate recruitments.• Campus recruitments• Walk-in, write-in and talk-ins• Displaced persons

The recruitment policies followed by Indian industries are as follows:

o Internal sources,o Public employment exchangeo Labor contractorso Candidates introduced by friends and relatives,o Candidates brought by present employees,o Casual labors.o Private employee agencies or consultancies,o Campus recruitments,o Sons of soils



Demerits of internal sources recruitment:

• There are possibilities that internal sources may dry up it may be difficult to find the requisites personnel form within an organization.

• Internal sources always lead to inbreeding and discourage new blood from entering into an organization.

• Since the learner does not know more than the trainer, no innovations with in the name can be made. There fore on jobs which require original thinking, this practice is not followed.

• The likes and dislikes and the personal biases of the management may also pay an important role in the selection of the personnel.

External sources of recruitment:

Every enterprises has to use external sources for recruitment to higher positions when existing employees are not suitable. Most persons are needed, when expansions are under taken.

External methods are discussed as follows:

• Advertisements• Employment exchange• Unsolicited applicants• Professional organizations• Data banks



Internal sources of recruitment:

i

Internal source will be the main source. This has people who are already on the pay-roll of the company and also people gone on leave and looking for better position in the organization.they are upgraded if they are worth it.

The internal method includes:

• Present permanent employees.• Retrenched or retired employees.• Present temporary or casual employees.• Dependents of deceased, disabled, retired, and present employees.• Employee referrals.• Previous applicants.

Merits of internal sources recruitment:

• Improves morale.• Proper evaluation.• Economical.• Promotes loyalty.• Motivation loyalty.• Social responsibility.• Stability of the employees.• Trade unions supports.



Objectives of recruitment:

■ To develop a group of potentially qualified people.■ To anticipate and find people for positions that does not exist yet.■ To design entry pay that competes on quality and not on quantum.■ To search for talent globally and not just with in the company.■ To seek out non-conventional development groups of talents.■ To develop an organizational culture that attracts competent people to the

company.■ To infuse fresh blood at all the levels of the organization.■ To search or head hunt or head pouch people whose skills fit the companies

values.■ To induct outsiders with a new prospective to lead a company.

Principles of recruitment:

■ At the time of recruitment chances of future promotion should be properly stated.

■ Recruitment procedures should increase the morale of workers.■ Work analysis should be made before recruitment.■ Full process of recruitment should be done by experienced persons.■ The vacancies should be filled from the candidates internally or externally as

per the stability of the candidates.■ Recruitment of the workers should be made from internal as well as external

source or both.■ Recruitment should be done from a central place, mostly is a personnel

department employment division.■ Recruitment policy must be clear and elastic so that changes could be

brought out easily for the fulfillment of the objectives of the concern.



The individual makers this decision usually on three different basis.

• Objective factor.• Critical contact.• Subjective factor.

The objective factor theory:

The objective factor theory views the process of organizational choice as being one of the weighing and evaluating a set of measurable characteristics of employment offers such as pay benefits, location, opportunity, HR advertisement, nature of work to be performed and education opportunities.

The critical contact theory:

This suggests that the typical candidate is suitable to make a meaningful of organizations offers in terms of objectives factors, because of his limited or very short contact with organization. Choice can be made only when the applicant can readily perceives the factors such as behavior of the recruiter, the nature of physical facilities and efficiency in processing paperwork associated with the applications.

The subjective factor theory:

This emphasizes on the congruence between personality patterns and image of organization that is choices are made on the highly personal and emotional basis.


# t


Meaning of recruitment:

Recruitment is the process of identifying the sources for prospective candidates and to stimulate them to apply for the jobs. It is also an activity which involves bringing the job seekers and the job-giver face to face.

Recruitment is a linking function joining together those with jobs to fill and those seeking jobs. It is a “joining process” in that it tries to bring the job seekers with a view to encourages the former to apply for the job with the later.

#

Definition of recruitment:

“Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs of an organization”.

Recruitment is the development and maintenance of adequate man power sources. It involves the creation of pool of available labor from which the organization can draw, when it needs additional employees.

Edwin B Flippo views it as “a both positive and negative activity”. It is often termed positive in that its objective is to increase selection ratio, that is, the number of applicants for the job opening. However, hiring through selection is negative in that it attempts to eliminate applicants, leaving only the best to be placed in the firm.

Theories of recruitment:

Recruitment is the two way street. It takes recruiter. The recruiter has the choice whom to recruit and whom not. So all prospective employee has to make the decision if he should apply for organizations job



RECRUITMENT:

INTRODUCTION:

The aim of the personnel planning is to determine the needs for persons both in terms of number and type. For deciding about the number both present and future recruitment should be taken into account. If there are expansion plans near future then this recruitments should also be considered . besides number the type of persons needed is also important. This will decided by studying the job recruitments, etc. the educational technical recruitments to manage various jobs should be properly analyzed so that right types of persons are employed.

The human resource is most important assets of the organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contribution from people, organization cannot progress and prosper. In order to achieve the goals or the activities of an organization, we need to recruit people with requisite skills, qualification and experience. While doing so, we have to keep the present as well as the future requirements of the organization in mind.

Recruitment is sometimes confused with employment. The two or not one and the same . recruitment is just one step in the process of employment. Similarly recruitment and selection are also different in nature. The function of recruitment is considered with developing suitable techniques for attracting more and more candidates while selection is a process of finding out the most suitable candidate for the job.



SIGNIFICANCE OF SELECTION:Selection of personnel to man the organization is a crucial and contributing function. The ability of an organization to attain its goals effectively and to develop in a dynamic environment largely depends upon the effectiveness of its selection programmer. If right personnel are selected, the remaining functions of personnel management become easier. The employee contribution and commitment will be optimum level and employee-employer relation will be congenial. In an opposite situation here the right person is not selected, the remaining functions of personnel management employee- employer relation will not be effective. If the right person is selected, he is a valuable asset to the organization and if faculty selection is made, the employee will become a liability to the organization.

ROLE OF SELECTION IN ORGANIZATIONAL EFFICIENCY:

1. Organizational efficiency is mostly determined by the productivity. Productivity in its turn is mostly influenced by the employee’s contribution.

2. Organizational efficiency is influenced by production of high quality products, rendering superior service to the customers. HR is the most vital resource in producing superior quality products and rendering the best service to the customers.

3. Globalization and international competitiveness led to the customization in production and distribution. Customization is possible only with the commitment and multi skills of HR.

4. HR is the knowledge .machine, technology, marketing, finance etc in the software industry.

nMEWA DEGREE COLLEGE

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10

MEWA DEGREE COLLEGE


SELECTION:

After identifying the source of HR, searching for prospective employees and stimulating them to apply for jobs in an organizations, the management has to perform the functions of selecting the right employees at the right time. The obvious guiding policy in selection is the intention to choose the best qualified and suitable job candidates for each unfilled job. The objective of selection decision is to choose the individual who can most successfully perform a job from pool of qualified candidates. The selection procedure is the system of functions adopted in a given company to ascertain whether the candidate’s specification or matched with the job specifications and recruitments or not.

MEANING:

It is the process of choosing the most suitable persons out of all the applicants. In this process, relevant information about applicants is collected through a series of steps so as to evaluate their suitability for the job to be filled. It is a process of matching the qualifications of applicants with the job recruitments.

ESSENTIALS OF SELECTION PROCEDURE:

1. Some one should have the authority to select. This authority comes from the employment requisition, as developed by an analysis of the work load and work force.

2. There must be some understand of personnel with which a prospective employee may be compared, i.e., a comprehensive job description and job specification should be available before hand.

3. There must be a sufficient number of applicants from whom they required number of employees may be selected.



Problems in human resources planning:

Human resources planning is not always successful. The following are some of the problems of human resources planning.

• Accuracy of forecast.• Identity crisis.• Support of top management.• Resistance from employees.• Insufficient initial efforts.• Management information system.• Uncertainties.• Expensive and time consuming.• Coordination with other managerial functions.• Unbalanced approach.

Suggestions for making human resources planning effective:

Some of the suggestions for making human resources planning are as given below:

• Integration with organizational plans.• Period of manpower planning should be the needs of the enterprises.• Proper organization.• Support of top management.• Involvement of operating executives.• Efficient and reliable information system.



• Candidates selected for personnel jobs should invariably hail from reputed institutes.• Personnel managers should enlarge their perception about their role. They should be

adoptive and creative.• Efforts should be made to professionalize personnel management functions in

industries and organizations of various sizes.

Human resource planning:

Meaning of human resources planning:

Human resources planning means deciding the number and type of human resource required for each job, unit and total company for a particular future date in order to carry out organizational activities.

Human resource planning may be viewed as foreseeing the human resource requirements of an organizations and the future supply of human resource making necessary adjustments between these two and organizational plans, foreseeing the possibility of developing the supply of human resources in order to match it with requirements by introducing necessary changes in the function of human resource management.

Definition of human resources planning:

E. W.Vetter viewed the human resources planning as “a process by which an organization should move from its current man power position to its desired man power position. Human resources planning the right place at the right time, doing things with result in both the organization and the individuals receiving maximum long-run benefits.

• Career successionplanning.• Creates awareness in the organization.

# • Growth of the organization.• Beneficial to the country.



Managerial functions:

Management aims at getting things done by the others. Managerial function deals with the planning, organizing, directing, coordinating and controlling the activities of employees of the enterprises.

Operative functions:

These functions are related to the producing, developing, compensating, integrating and maintaining a work force for attaining organizational goals.

Limitations of HRM:

HRM is very useful in creating work culture in the organization but still it suffers from following limitations:

• Recent origin and lacks universally approved academic basic.• Lack of top management support.• Improper implementation.• Inadequate development programs.• Inadequate information about the employees.

Suggestions for human resource management:

• The institutions should come forward to develop the right attitudes for the growth of personnel management.

• Organizational structure should be designed as to promote independence and mutuality between line and staff.

• Top management should place the personnel department at a level equal to others functional department in the organization hierarchy.

• Job description and the job specification for personnel managers should be written in accordance with the latest development in human resources and behavioral and sciences.

• Candidates selected for personnel jobs should invariably hail from reputed institutes are they should be provided training in reputed institutions.

• Candidates for personnel manager’s job should be selected strictly in accordance with the requirements of the job.



Scope of human resources management:

• Objectives of human resources management.• Organizations of human resources management.• Strategic human resources management• Employment.• Development.• Wage/salary administration/ compensation.• Maintains.• Motivation.• Industrial relations.• Participating management.• Recent development of human resources management.

Objectives of human resources management:

• To create and utilize an able and motivated work force, to accomplish the basic organizational goals.

• To establish and maintain sound organization structure and desirable working relationship among all the members of the organization.

• To secure the integration of individuals and group within the organization by coordination of the individual and group goals with those of the organization.

• To create facilities and opportunities for individuals or group developments so as to match with those of organizational goals.

• To identify and satisfy individual and group needs by providing adequate and equitable wages, incentives, employee benefits and social security and measures for challenging works, prestige, recognition, security, status etc.

• To attain an effective utilization of human resources in the achievements of organizational goals.

Functions of HRM:

• Managerial functions.• Operative function.



In the views of the French, “personal management is concerned with proper utilization of human resource in the organization”.

According to George R Terry “ personal management is concerned with the obtaining and maintaining of a satisfactory and a satisfied work force”.

Importance of human resource management:

• Human resources plays a crucial role in the development process of modern business.

• It is often felt that the exploitation of natural resources, availability of physical and financial resources and international aid play prominent role in the growth of modern economics, none of these factors is more significant than efficient and committed man power.

Needs for human resource management:

Human resources management helps in creating a better understanding between employees and management. It helps workers in accomplishing individual and organizational goals. Human resources management is considered essential due to the following reasons.

• Better industrial relations.• Develop organizational commitment.• Coping with changing environment.• Increased pressure on employees.

Nature of human resource management:

It is the integral part of the management.It is comprehensive function.It is a persuasive function.It is people oriented.It is based on the human relations.It is a continuous process.It is both science as well as an art.It is recent origin.It is interdisciplinary. & It is the basic to all functional areas.

MEWA DEGREE COLLEGE


INTRODUCTION TO HUMAN RESOURCE MANAGEMENT (HRM):

Every industrial and commercial organization comes into existence when a number of persons join hands. All these people work to achieve some organizational goals. The activities of various individuals will be synchronized if somebody is there to undertake this work. Management of every enterprises takes up the responsibility of assigning, supervising and controlling the activities of the persons working there. Management brings human and material resources together for attaining organizational goals.

Human resource is paramount importance for the success of any organization. Different individual exhibit similar and dissimilar patterns of behavior. They have their own set of needs, goals and experience. Management should be aware of their requirements. Manpower management is the most crucial job. Proper human resource management will enhance efficiency and performance of people at work.

Human resource has an important role in promoting productivity of an organization.

It is the human resources that contributes substantially the increasing the competitiveness of business. Efficient human resource is one of the significant factors determining the productivity and efficiency of any industry.

Meaning of human resource management:

Human resource management means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements with a view to contribute to the goals of the organization, individual and society.

Definition of human resources management:

Human resource management can be defined as managing [ planning, organizing, directing, and controlling.] the functions of employee, developing and compensating human resources resulting the creation and development of human relations with a view to contribute proportionately to the organizational,individual and social goals.


SI NO CHAPTERS CONTENTS PAGE NO

01 CHAPTER 01 INTRODUCTION 1-7

02 CHAPTER 02 INTRODUCTION TO SELECTION AND RECRUITMENT

8-18

03 CHAPTER 03 RESEARCH DESIGN OF THE STUDY 19-24

04 CHAPTER 04 COMPANY PROFILE 25-50

05 CHAPTER 05

♦

DATA ANALYSIS AND INTERPRETATION 51-76

06 CHAPTER 06 FINDINGS SUGGESTION AND CONCLUSION 77-79

07 CHAPTER 07 ANNEXTURE 80-83

08 CHAPTER 08 BIBILIOGRAPHY 84-84

PROJECT REPORT ON

"SELECTION AND RECRUITMENT"

:n special reference to KARNATAKA SOAPS AND DETERGENTS LTD at Rajajinagar in Bangalore)

A oroject report submitted to the Bangalore university in partial fulfillment of requirement

for the awards of degree of

"Bachelor of business management"

By

BALAJI.G

[Reg. No: 09PQC18001]

Under the guidance of Mr. MOHAN M.com

MEWA DEGREE COLLEGE #128,38'H cross , East end road, jayanagar 9th block, Bangalore-

560069

Documents

Selection and Reuicrement Document