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A PROJECT REPORT ON
ARCHIES RECRUITMENT&
SELECTION PROCESS
SUBMITTED IN PARTIAL FULFULLMENT OF THE REQUIREMENTSFOR THE AWARD OF THE DEGREE OF
MASTER OF BUSINESS ADMINISTRATION
UNDER THE SUPERVISION OFPROF. SANCHITA BANSAL
BY
SACHIT KUMAR
ENROLLEMENT NO-07916688511
UNIVERSITY SCHOOL OF MANAGEMENT STUDIES
GURU GOBIND SINGH INDRAPRASTHA UNIVERSITYSECTOR – 16C, DWARKA, DELHI, INDIA.
BATCH -2011-2013
1
MBA (WEEKEND) PROGRAMMEProject Assessment Proforma
1. Name of the Student:
2. Program: Project type: Major Project
3. Session: Semester:
4. Supervisor(s):
5. Contact no:
6. Email:
7. Project Title :
Sign. of the student Sign. of the supervisor, Sign. of the Coordinator
………………………………………………………………………………………………
S..No Date Remarks of the supervisor Supervisor Signature
8. Internal evaluation of 40 marks (in figure and words): ……………………………………..
Note: Supervisor is requested to provide the remarks of each interaction to the candidate in the above Proforma.
Signature of the supervisor
Signature of the dean
2
ACKNOWLEGEMENT
I would like to express my sincere gratitude to my university for giving me the opportunity to work on project report on topic ARCHIES RECRUITMENT&SELECTION PROCESS sincerely thank my respected coordinator PROF. SANCHITA BANSAL for guiding me throughout the semester and helping me by furnishing the required information as and when I needed.I would like to extend my deepest thank to all the respondent who gave their valuable time and geed back and there support in completing this project report.
SACHIT KUMAR
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CERTIFICATE
This is certified that Mr. Sachit Kumar student of MBA (weekend), batch 2011-2013, enrollment no-07916688511 has worked on project report entitled ARCHIES RECRUITMENT&SELECTION PROCESS under my supervision.
I certify that this project is original to the best of my knowledge and of the requisite standard expected of an MBA student.Therefore, I recommend the same for evaluation.
Signature (PROF. SANCHITA BANSAL)
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CONTENT
INTRODUCTION 2
CONCEPTUAL DISCUSSION 11
SWOT ANALYSIS 59
DATA ANALYSIS 68
FINDINGS & ANALYSIS 80
CONCLUSION 87
QUESTIONNAIRE 89
REFRENCE & BIBLIOGRAPHY 93
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1.1 Company Profile
The ARCHIES , which today spans the spectrum of sharing sentiments and gifting
each other’s among the human beings across India and other parts of the world, had
a humble beginning in 1979 by Mr. Anil Moolchandani set up a company called
ARCHIES start with selling posters within a year of its inception, in the face of
overwhelming success in the market, Company started manufacturing of greeting
cards, stationery and trading of gift items. The first ‘Archies Gallery’ opened in
1987 with entire range of Archies products-greeting cards, posters, stationery,
perfume, and attractive lot of beautiful gift items less than one roof.
As company grew, the company explored new ways of expanding its business &
establishing as market leader company has started strategic tie-ups with global
players, including Walt Disney (U.S.A), Gibson Greetings & American Greetings
Inc.(the world largest publicly held Greeting Card Company) of the US. As the
market environment continued to evolve and internet became an important aspect of
human being, ARCHIES kept pace by introducing e-cards and offering online
gifting opportunities through its e-commerce portal, as www.archiesonline.com.
ARCHIES Ltd. is currently the largest company in greeting cards and gifts. At
present it has five units in Delhi, fifteen branches out of Delhi with around hundred
company owned showrooms, in all over India, also company has strong market setup
with more than 42 franchisees out of India in the network under the Brand name
Archies Gallery’s, Archies Paper Rose Shoppe’s and Archies Greet and Gifts, also
company have many distributors and retailers in India and other five countries.
7
1.2 Company Heritage
ARCHIES- 25 years of spreading happiness.
Established in 1979 as a partnership firm by Mr. Anil
Moolchandani & Mr. Jagdish Moolchandani.
Converted in to a private limited company in 1990.
Converted into a public limited company in 1995.
Come out with its maiden public issue in 1996 at a premium of Rs
60 per share.
1.3 Major Product C ategories
Greetings Cards
Posters
Stationery
Gifts
Jewellery
T-Shirts
Chocolates
Design We
Perfumes
8
1.4 Corporate Mission
Vision Statement
We will be the most preferred associate of our principal and channel partners in
providing world class products and services to our customers.
Mission Statement
We will ensure sustained growth along with our Channel partners through Strong
Branding, Effective processes and World class product and Support Services.
Core Values
We shall uphold the Dignity of the individuals;
We shall make realistic commitments and honors them;
We shall be committed to Quality, Innovation and Growth;
We shall treat our Customers, Suppliers and Each other in a Fair and
Honest manner-as we want to be treated.
9
1.9 Organization Structure
Corporate/Head/Registered office(C-113, Naraina Industrial Area,
Phase-I, New Delhi-110028)
Operational Zones(27)
Galleries(791)
10
2.1 Objectives
To collect and maintain relevant information regarding Recruitment &
Selection in the organization.
Familiarization with the recruitment policies of Archies Ltd.
To highlight the selection process.
To have knowledge and understanding of job specification and job
description of different positions in different departments.
To study the strengths and weaknesses of present recruitment and selection
of the organization.
2.2 Managerial usefulness of the study
The study provides a complete knowledge of various fundamental concept
related to recruitment & selection processes.
The study helps in finding the weaknesses, if any in the organization and
the steps taken to avoid them.
The suggestions from the employees will help management to make
changes in the desired field.
11
2.3 Scope & Limitations of the study
Scope:-
Scope of the study is to collect information regarding planning, recruitment
& selection process of Archies Ltd.
To analyze the level of satisfaction of the employees in respect of the
process followed in the organization.
Limitations:-
The main source of data is primary data.
20 samples do not reflect the opinion of employees as whole.
Time limit was another limitation and there may be possibility of
committing a general error.
Due to change in time, policies may change.
12
2.4 Methodology
Instrument used to measure the system in Archies Ltd. was of primary and
secondary kinds .The primary source of data was through questionnaire
schedule.
The secondary source included brochures, annual reports, magazines,
employee’s handbook, magazines and journals.
SELECTION OF SAMPLES:-Sample size is 20.
STATISTICAL TOOLS:-It is very difficult to have detailed knowledge of employees working in
Archies Ltd. So the surveyor has taken 20 samples due to limited resources
and time factor. The management ranks are working in different categories of
different department. Thus it becomes equally justified to plan in such a way
that it covers all departments.
TOOLS:- Pie chart
Bar diagram
Text and statements
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DATA COLLECTION:-
The questionnaire was served to senior manager, managers and employees.
The Likert scale was used for calculating scores, which is shown in every
question immediately after the table. The points given for each scale are as
follows
Strongly agree (5)
Moderately Agree (4)
Strongly Disagree (3)
Moderately disagree (2)
Can’t say (1)
Score is calculated as per the following:-
Points assigned to each 5-point scale* No. of responses / Sample size
The remark is given at the end of each question which is based on following
calculation, if the score is:
4 and above = Excellent
3 to 4 = Average
Below 2 = poor
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Interpretation is also made in each question on the basis of the table and graph
shown in analysis chapter.
15
3.1 Recruitment Definition:
According to FLIPPO,
“Recruitment is the process of searching the candidate for employment and
stimulating them to apply for jobs in the organization.”
This is the positive aspect as it attracts suitable applicants to apply for
available jobs.
Sources of Recruitment:
16
Before an organization actively begins security applicants, it should consider
the most likely source of the type of employee it needs. These sources may be
termed as:
INTERNAL SOURCES
Internal sources include personal already on the pay roll of an organization i.e.
its present working force. Whenever any vacancy occurs, sanctioning from
within the organization is upgraded, transferred, promoted and sometimes
demoted.
This source also includes personal who where once on the pay roll of the
company but who plan to return or whom the company would like to retire,
such as those on leave or absence, those who exit volunteering or those on
production lay.
This source is used by many organizations, but a surprisingly large number
ignore this source. It is not only reasonable but wise to use this source, if the
vacancies to be filled out within the capacity of the present employer.
These are as follows:
Transfer :
It involves shifting of an employer from one job to another, one
department to another or from one shift to another. Transfer is a good
source of filling vacancies with employees from overstaffed
departments or shifts.
Promotion :
17
It leads to shifting an employee to a higher position carrying higher
responsibilities, facilities, status & pay.
Merits of Internal Sources:
Employees are motivated to improve their performance.
Morale of the employees is increased.
Industrial peace prevails in the enterprise because of promotional
avenues.
Transfer or job rotation is a tool of training the employees to prepare
them for higher jobs.
Demerits of Internal Sources:
When vacancies are filled through internal promotions, the scope for
fresh talents is reduced.
The employees may become lethargic, if they are sure of time bound
promotions.
The spirit of competition among the employees may be hampered.
Frequent transfers of employees may reduce the overall productivity of
the organization.
EXTERNAL SOURCES
These sources lie outside the organization. They usually include:
i. New entrants to the labor force, i.e. young mostly un-experienced
potential employees – the college students.
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ii. The unemployed – with a wide range of skills and abilities.
These are as follows:
Campus Recruitment :
Jobs in commerce & industry have become and complex to the
point where college degrees or diploma are widely required. It is
also known as educational institutions.
Consultants :
Management consultancy firms help the organization to help recruit
technical, professional and managerial personnel. They are specializing
in middle level executive placements.
Employment Agency :
Employment Agencies run by the government are regarded as a good
source of recruitment for unskilled, semi-skilled & skilled operative
jobs. They provide a nation-wide service in attempting to match
personnel demand & supply.
Casual Callers :
It avoids the cost of recruiting work force from other sources. They
maintain pending folders for various jobs.
Media Advertisements :
Advertisements in newspapers or trade and professional journals are
generally used when qualified and experienced personnel are not
available from other sources.
Labor Contractors:
19
They are important source of recruitment in some industries in India;
workers are recruited through labor contractors who are themselves
employees of the organization.
Merits of External Sources:
Qualified Personnel
Wider Choice
Fresh Talent
Competitive Spirit
Demerits of External Sources:
Dissatisfaction among existing staff.
Lengthy process.
Costly process.
Uncertain response.
Recruitment Process:
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HR Planning & Job Analysis
Recruiting required Personnel
Specimen of Job Opening Form:
ARCHIES LTD. JOB OPENING FORM
1. POST VACANT FOR: ______________________________________________
2. EXPERIENCE REQUIRED: __________________________________________
3. QUALIFICATION REQUIRED: ______________________________________
4. SPECIALIZATION OF WORK AREA: ________________________________
5. EXPECTED DATE FOR JOINING: ___________________________________
6. DEPARTMENT: ___________________________________________________21
Invites applications from prospective Candidates
Screening Applicants
Placement
7. LOCATION: ______________________________________________________
8. REPLACEMENT OR NEW: _________________________________________
9. IF REPLACMENT:
NAME OF PREVIOUS EMPLOYEE: _______________________________ LAST GROSS SALARY: _________________________________ TOTAL ARCHIES EXPERIENCE: _________________________________
10. IF NEW, SALARY BRACKET TO BE OFFERED______________________
11. NAME OF THE H.O.D.:____________________________________________
12. SIGNATURE OF H.O.D.:___________________________________________
13. APPROVED BY THE EXEC.DIRECTOR______________________________
Recruitment Training:
Induction training will be imparted to all new appointees at the respective
Training Centers. The induction programme shall be generally for two
weeks. Each newly recruited appointee may also be given induction
programme in I.T. for a period of one week or more depending upon the
requirement of the org. and IT training is completed as a part of induction
programme. In that case the induction programme shall be for three weeks.
Alternatively, they may be given training in IT within a period of 6 months.
22
The Management Trainees shall undergo training programme as prescribed by
the org from time to time for a period of one year.
Technical Officers shall be given induction training at Training Centers depending
upon the requirement of post.
Specimen of Training Assessment Form:
TRAINING ASSESSMENT
NAME OF SHOP HEAD: _________________________________________
NAME OF GALLERY: ___________________________________________
TYPE OF GALLERY: A) ARCHIES GALLERY B) STUPID CUPID
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LACKING FIELD OF SALES MAN:
_______________________________________________________________
SKILLS TO TRAIN SALES MAN:
_______________________________________________________________
HOW OFTEN TRAINING SHOULD BE CONDUCTED:
3.2 Selection
Definition:
According to YODER,
“The process of choosing applicable candidates from applicants whose skills
match the requirements of the job.”
The selection process is a critical process because it requires a heavy
investment of money to get right type of people. Induction & training costs are
also very high. That’s why selection is a negative process.
24
Benefits of selecting right kind of people for various jobs are:-
Proper selection & placements of personnel.
Competent employee will show higher efficiency and enable the
organization to achieve its objectives effectively.
The rate of industrial accidents will be considerably low.
The morale of the employees who are satisfied with their jobs is often
high.
Selection Process:-
Failed to meet minimum qualification
Passed
Failed in test
Passed
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Initial Screening
Employment Test
Selection Interview
Rejected Applicant
Failed to impress
Passed
Problem encountered
Passed
P Problem encountered
Passed
Selection Process can be explained as follows:
Initial screening : This is the first step in the selection process.
In this, the minimum qualification of a candidate is
checked. If he/she fails to meet the minimum qualification
then he/she will be rejected. But if he/she achieves it then
he/she would be passing on to next test.
Employment test : This is the second step. In this, various types
of tests will be taken such as: - intelligence test, aptitude test,
proficiency test, interest test, personality test. These are as
follows:26
Permanent Job Offer
Intelligence test : They are those tests which are used to
judge the mental capacity of the applicants. They measure
the individual abilities and also the ability to make
decision and judgment. There are many verbal as well as
non-verbal intelligence tests conducted by the
psychologists for different jobs.
Aptitude test : Aptitude means the potential which an
individual has for learning the skills required to do a job
efficiently. These tests measure an applicant’s capacity and
his potential for development. These are of 2 types:
cognitive tests: which measures mental and intellectual
aptitude. Motor tests which measures physical dimension
such as manual dexterity or hand-eye co-ordination.
Proficiency test : They are those which are designed to
measure the skills already acquired by the individuals.
They are also known as performance, occupational or trade
tests. It takes a sample of individual’s behavior which is
designed for the actual work situation.
Interest test: It identify pattern of interests in which the
individual’s show special concern and involvement. These
tests suggest what type of jobs may be satisfying to the
employees.
Personality tests : It tells the qualities of the personality as
a whole, the combination of aptitude, interest and usual
27
mode and temperament it is very difficult to devise and use
personality tests.
When a candidate passes this test, then he/she will be passed on
to another selection round. If he/she fails to do so then he/she
would be rejected.
Selection Interview: This is the next step. In this, various types
of interviews will be taken such as: - patterned or structured
interview, unstructured or non-directed interview, preliminary or
background information interview, stress interview and group
interview. These are as follows:
Patterned or Structured Interview : In this a series of
questions are standardized in advance. Answers to these
questions are compared with a critical score and used in
discriminating who is to be selected. During interview, the
standard questions are asked as they are written; the order
may be varied but not the phrasing of the question.
Unstructured or Non-Directed Interview: The interviewer
does not ask direct and specific questions. He tries to
create an atmosphere in which the candidate feels free to
talk on the subject selected by the interviewer.
Preliminary or Background Information Interview : This
type of interview is conducted when the history of the
applicant has to be known in terms of his experience,
education, health, interests, etc.
28
Stress Interview : The applicant is intentionally put under a
stress by interrupting him, criticizing his view-point and
keeping silent after he has finished speaking. It is used for
the higher posts. It requires that the interviewer must be
tactful and skillful.
Group Interview : It is an interview if a group of applicants.
It is used where it is essential to know how the candidates
behave in groups.
When candidate passes, then he/she would be passed on to next
round. But if he/she fails, then he/she would be rejected.
Background Examination: In this round, the background
would be checked. For example, some people belong to specific
quota such as SC/ST, OBC, Kashmiri Migrants, defense,
physically handicapped, etc. In these cases, background
certificates would be required. If any problem encounters and the
candidates do not clear this round then he/she would not be
passing on to next step. He/she will be rejected.
Medical or Physical Examination : In this phase, the
candidate has to face the medical test and the physical test. This
clears that whether the selected candidate is physically fit or
healthy to perform the job or not. If any problem encounters then
he/she will be rejected. But if he/she clears the medical or
physical examination then her/she would get permanent job
opportunity. 29
The selection process is the process of choosing only 0those applicant
candidates from applicants whose skills match the requirements of the job.
That is why selection process is considered as the negative process.
Offer Letter:-After the selection procedure when the candidate is selected, the organization gives him/her an offer letter for that particular post.
Specimen of Offer letter in ARCHIES Ltd.
DATE: - / / 2013To,
MR. XYZ
Gurgaon SUB: - OFFER LETTER
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With reference to the interview with you, we wish to inform you that you have
been selected for Archies Ltd. _______________at ____________. Your
Compensation will be given at the time of the Appointment.
Your expected date of joining is ___________ for issuing appointment letter.
Please submit the documents as list given to you for issuing appointment
letter. Please send the same before joining. Also enclose an extra copy of an
offer letter, please acknowledge the same and send as token of an acceptance.
Wishing you all the best and looking forward to you enjoying a long &
successful carrier in the Organization.
Thanks
For Archies Limited
XYZ
(HEAD-H.R & ADMIN.)
3.3 Formalities after Selection
JOINING FORMALITIES So you have got your appointment/transfer letter, you are wearing your
best tie, and you report to your manager full of excitement and
enthusiasm. Your manager briefs you on your assignment and you are all
charged up. But before you joined, don’t forget the following
31
So fill up:
The joining slip, joining report, and the company Bio-Data form;
The provident fund/family pension nomination/provident fund SSN
form;
The provident fund transfer form (if applicable);
Employees State Insurance form (if applicable);
And submit;
Copies of educational certificates, testimonials, a passport sized
photographs, and clearance/relieving/appointment letter from your
previous employer (if applicable);
And open;
A bank account at the prescribed bank (as given by HRD)
All the above documents should be filled up/submitted to HRD within 48
hours of the joining.
EMPLOYEE CODE NUMBER On receiving your joining papers, HRD allots you an Employee Code (EC).
The EC Number Should be used in all future correspondence with Accounts
and HRD.
OFFICE TIMINGS Very simple come on time, and leave whenever you complete the assigned
job.
Work Timings will be from 09:30 A.M. to 06:00 P.M.
Sundays are weekly holidays.32
The Timings for lunch will be from 01:30 P.M. to 02:00 P.M. with two
short breaks of tea.
DRESS CODE Dressing by the company’s standards means well dressed and dressing not
below the standards.
ATTENDANCE If you have read only the first sentence of clause 3, you can ignore this,
Otherwise, go on.
-You are required to make your attendance on arrival and departure in a
register or swipe the attendance card in the machine maintained for the
same.
To get attendance for a full day, you have to account for the morning as
well as evening attendance.
A late coming on account of on duty has to be regularized by submitting to
HRD an OD slip approved by the immediate manager.
Any non-marking of attendance which is not supplemented by an OD slip
or leave application will be treated as full day absence.
A grace period has also provided to attend the office i.e.15 minutes three
times in a month and 1 hour three times in a month (maximum 2 hours at
one time), Rest would be allowed separately.
LEAVES There are three types of leaves-Earned Leave (EL), Casual Leave (CL), and
Maternity Leave.33
Earned leave: 15 days per year i.e.1 for every 20 working days.
Available in every April to all those have worked in previous
year (next calendar year after day of joining for new
employee).
Accumulation of maximum of 30 days, more than 30 days
Leaves will be enchased.
Casual leave: 12 days per year (after one month, In case of new joining).
Available 1 day per month and maxim of 3 days if not avail
only for exam, serious illness.
Accumulation none, lapses after 31st of March.
Not encashable.
General: Sunday and Holiday intervening the leave period will be
counted as part thereof.
Employee must inform the management in case of overstaying
of leave, about the reason of doing so. In case he fails to do so,
management will consider it as willful absence from duty,
which is liable to disciplinary action.
Leave shall not be granted to an employee, who is under
suspension.
Employee who is on notice period for resignation can avail
leave only with prior approval of the management.
34
HOW TO APPLY FOR LEAVE While all contingencies cannot be planned, plan the ones for which you are
taking leave so that the company can make sufficient preparations to cope with
your absence.
For availing leave you must:
Get the leave sanctioned at least 1 day in advance in case of CL and
15 days in advance in case of EL from your Head of Department.
In case prior sanction cannot be obtained, it must be done on the day
of reporting back on duty.
Any leave taken in excess of the above provisions will be treated as
leave without pay.
Sanctioning of leave is a matter of mutual convenience.
Leave has to be taken in a manner that it does not interfere with or
negatively affect office work.
HOLIDAYS All Sundays are full holidays. A list of other holidays available with all the
departments (other than Head office, Branches may have different festivals
they can interchange the holiday with prior intimation to HRD in writing).
DISBURSEMENT OF SALARY Salary for the previous month is remitted to the bank in the first week
of the subsequent month.
You will get your first salary by cheque or cash. Thereafter your
salary will be credited to your bank account.
35
Any discrepancy in salary should be intimated to HRD before the
tenth of a particular month, so that corrections, if any can be
incorporated in the subsequent month.
In case you are transferred to a new location, the reporting intimation
slip containing your bank account number and employee code must
reach HRD by the 5th of the month subsequent to the month of joining
at the location.
The Income Tax liability, deduction shown on the pay-slip which you
receive every month is based on the declaration of saving made by
you. You must ensure that the IT savings/Investments made by you
reach Accounts, so that IT deductions, if any, are correctly made. If
there are any changes/errors the employee must notify HRD.
Any type of advance/imprested taken by you and if not settled on
time, deductions will automatically be made from the salary.
BENEFITS Benefits are governed both by the Government of India’s regulations, as
Well as the company’s own policies.
PROVIDENT FUND (PF) The company’s provident Fund Scheme, which is being
administered by Regional Provident Fund Commissioner, Delhi,
is applicable to all employees as per rules who are in the rolls of
the company.
Your contribution is at the rate of 12% of your basic salary and
ARCHIES contributes an equal amount to your PF account. If 36
you wish, you can increase your own contribution. In such cases,
contribution of ARCHIES will be maximum of 12% of your
basic salary.
The entire contribution is payable to you in the following events:
If you retire after attaining 58 years.
In the event of your death (the amount will then be paid to the
nominee as per the PF nomination form.
If you retire due to permanent and total disability.
On your resigning from ARCHIES and joining an organization
where PF is not applicable.
You are also a member of Family Pension Scheme and can avail
its benefits on retirement. In the event of your death, your
nominee would avail the benefit. In such a case, the prescribed
forms will have to be submitted to the office of Regional
Provident Fund Commissioner, Delhi.
You can change your nominee (e.g. after marriage) by filling up a
new nomination form.
BONUS/EX-GRATIA If your monthly basic salary is Rs.3500/- or less, you are eligible
for bonus. The bonus will be @8.33% of the basic salary, or what
the company, whichever is higher, declares.
If your monthly basic salary exceeding Rs.2500/- but below
Rs.3500/-, bonus will be calculated on Rs.2500/-only.
If your monthly basic salary exceeds Rs.3500/- you may be paid
Ex-gratia amount as declared by the company.
37
EMPLOYEE’S STATE INSURANCE The Employee State Insurance is a social security scheme
extended by the Government of India. The organization is under
statuary obligation to extend the scheme to employees as per
criteria laid down in ESI Act.
If you’re monthly salary is up to 1, 00,000/- per month, you will
be covered under the ESI Act. In that case, your contribution is
1.75% of salary per month, which is deducted from your salary.
The employer’s contribution is 4.75% of salary per month.
You must complete all formalities related to coverage under ESI
scheme and obtain your ESI identity cards from HRD, In case
any problems, contact HRD.
You can avail medical facilities for self, spouse, children and
depended parents as per the declaration submitted to ESI at the
allotted dispensary, and in the case of hospitalization, at the
allotted hospital.
In case of illness requiring leave for two days or more, the ESIC
will pay compensation to you for any loss of pay. You will have
to submit medical certificate from a ESI dispensary and fitness
certificate also from the ESI dispensary on resuming duty.
In case of accident while on duty or in field duty the intimation
for the same must submitted by way of letter/telephone message
by insured person to HRD.
38
PERFORMANCE EVALUATION AND CAREER
ADVANCEMENT Your performance will be continuously reviewed vis-à-vis
previously set goals and targets, and a formal process of appraisal
would take place on an annual basis.
Appraisal cycle becomes due 1st of April of every year.
These are on periodic reviews and provide feedback by the
supervisor/Head of Department.
FULL AND FINAL SETTLEMENT If you are leaving the company, you must give your letter of
resignation to your reporting manager.
Once the resignation is accepted, you have to fill in the “No Dues
Certificate” and get it signed by your Head of Department. You
should also attach your pending claims (if any).
The resignation letter, duly signed in acceptance by the
concerned Head of Department, along with the “No Dues
Certificate” must be sent to HRD.
The relieving letter will be issued to you only after the accepted
resignation letter and completed NDC is received by HRD.
Full and final settlement of dues will be made within one month
of issuing the relieving letter subject to NDC.
For withdrawal of PF, application has to be filled separately.
Along with the full and final settlement, the following things are
to be taken care of:
39
Balance salary payable/recoverable.
Leave encashment.
Gratuity, if payable.
Bonus for the last financial year, if not already paid.
Recoveries for employee’s advance/imprested/loan
outstanding and other company’s belongings.
IF SOMETHING IS BOTHRING YOU ….. If something is bothering you, you should not hesitate to discuss it. The
Reporting Manager is the people whom the employee can approach on a
confidential basis. Since the reporting manager is the person who understands
you best, it is recommended that he/she should be approached first. Also you
can forward a copy of complete query to HRD.
CONDUCT AND DISCIPLINE Every employee observes courtesy and politeness and maintains
the decorum and decency of the establishment where he is
required to work.
Every employee shall attend his place of work in a proper dress
and will abide by the instructions of the Management of the
establishment from time to time.
General appearance: Our guests and we expect you to be a well
groomed person, who projects warmth and graciousness at all
times. Therefore, you will always need to look your best.40
Ladies Attire: Clean and in good repair. Clothes neatly pressed.
Footwear well Maintained.
Gents Uniform: Clean and in good repair. Neatly pressed. Shoes
well polished.
Male employees should have short hair, neatly cut and should be
clean shave (with exception of Sikh employees).
Every employee shall keep his work-place in a clean and
hygienic condition at all time during working.
No employee shall take alcohol, cigarette, and tobacco inside the
premises of the establishment and also while on duty anywhere
else.
No employee shall take notes, photograph, drawings or sketches
of any building, except in the discharge or his duties.
Every employee is expected to be law-abiding citizen and shall
behave in a manner which will not contravene any law of the
land, public decency or moral which is likely to bring bad name
to the company.
CONFIDENTIAL MATTERS No employee shall divulge or use, except in furtherance of the
company’s business any business/trade or technical information
which may come to his knowledge in the course of his
employment in the company.
Employee except in so far as it may be necessary in the course
of their duties, shall not, without the prior written consent of the
management retain in their private possession any
41
paper/documents/specifications/records etc. relating to the
company business.
No employee shall acquire any patent right in relation to any
products/goods to be manufactured by it or which the company
makes or may make in the course of his employment.
GRATUITY All permanent employees are covered under this scheme.
Gratuity is payable as per provisions of the Payment of Gratuity
Act, 1972.
It is payable on completion of 5 years from the date of joining,
on.
3.4 Documentation
After the formalities are over, the employee has to fill the various forms
regarding the job.
The documentation form includes the application booklet, e.s.i form, office use
paper, H.R. recruitment form, checklist, feedback or telephonic enquiry, etc.
42
Any candidate who has applied for the various posts has to fill the forms before
joining (after training period) in the H.R. department.
For outstation, the documentation would be done in the branch itself where the
candidate is joining. After that the documents of the new joinee will be sending
to the head/registered/corporate office.
The specimen for documentation in ARCHIES Ltd. will be as follows:
ARCHIES LTD
APPLICATION FOR EMPLOYEMENT
Dated: - ---- /----/--- Head H.R. Archies Ltd,C-113 Naraina Ind. Area, PhotographPhase-I New Delhi-28.
Subject: - Application for the of___________________________
Dear Sir,In response to the advertisement dated______/_____/______ in _____________or through reliable sources of Co. Mr. /Ms_____________________________ working in____________ (Division) or through job consultant M/s ____________________, that a vacancy for the post of __________________________ exist. I offer my candidature for the said post. My particulars are as follows:Name (in block letter)__________________________________________________
43
Father’s/ Husband Name_______________________________________________
Mother Maiden Name__________________________________________________
Place of Birth_____________ Age as on Date: ______Yr ______Month
Current Address & Telephone no Permanent Address & Telephone No.
Ration Card No._________________ Voter Card No.__________________________
Passport No. ___________________ Driving License No.______________________
Driving License valid up to _______________I.D. Mark________________________
Religion _________Nationality____________ Date of Birth_____________________
ARCHIES LTD
Sex _______________Blood Group __________Height ________Weight___________
Marital Status______________________ Marriage Date________________________
Pan No.________________________
Emergency Contact
Name of the person _____________________________Relation_________________
Address & Tel No._____________________________________________________ Previous Employment Detail with Archies Ltd, if any:
Have you served in this organization, if so?
44
When Recruited Salary Department Date Of
Leaving Reason Of Leaving
References
Please give Names, Address & Phone No. of two responsible persons not related to you to whom we may refer1)________________________________________________________________________________________________________________________________________________2)________________________________________________________________________________________________________________________________________________
Relative if any, working in this Organization?
Name Father’s Name Designation Department
Expected Salary______________________________________________________
Time required for joining, If selected_____________________________________
ARCHIES LTD
Family Detail As Per Annexure “A” Attached
Nominee Detail As Per Annexure “B” Attached
Qualification Detail As Per Annexure “C” Attached(Educational/Professional/Technical)
Employment Detail As Per Annexure “D” Attached
45
I _________________________________, hereby declare solemnly that the above
mentioned particulars and detail in annexure given by me are true and correct, and I accept
them, If any of the above mentioned information is proved false then the Company may at
any time dispense me with the service without giving any notice thereof.
Date: / / Signature of Applicant
ARCHIES LTD
Annexure “A” of The Application For Employment Form
Family Detail
Name of the Employee________________________________________________ I.D. Number of the Employee _________________________________________(As per mentioned in Attendance Card/Salary Slip)
46
Name & Address Date Of Birth Relation
Residing with the Applicant
(Yes/No)Occupation
(Detail)
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
______________________________________________________________________________
Signature of Applicant ARCHIES LTD
Annexure “B” of the Application For Employment Form
Nominee Detail
Name of the Employee__________________________________________________
I.D. Number of the Employee ___________________________________________(As per mentioned in Attendance Card/Salary Slip)
Name & AddressDate Of
BirthRelation % Of
Nomination
Father’s /Husband
Name1) __________________________ ______________________________________________________
47
2) ___________________________ ________________________________________________________
3) ____________________________ __________________________________________________________
4) ___________________________ __________________________________________________________
5) ____________________________ __________________________________________________________
Signature of Applicant
ARCHIES LTDAnnexure “C” of The Application For Employment Form
Education Qualification
Name Of the Employee_________________________________________________
I.D Number of the Employee ____________________________________________________(As per mentioned in Attendance Card/Salary Slip)
Name of School/College Degree Year Of Passing Aggregate% Certificate
Yes/No
48
Professional/Technical Qualification
Course Name & Address of The Institute Duration Year of Passing
Certificate Yes/No
1) ________________________________________ __________________________________________
2) ________________________________________ __________________________________________
3) ________________________________________ __________________________________________
Signature of Applicant
ARCHIES LTDAnnexure “D” of the Employment Application Form
Employment Detail
Name of the Employee________________________________________________
I.D. Number of the Employee__________________________________________(As per mentioned in Attendance Card/Salary Slip)
From To Organization Name Address and Tel no.
Position Held
Total year Of
Working
Salary Drawn
49
Total work Experience_______________________ Year(s)/Month(s)______________
Reason of Leaving___________________________________________________________________________________________________________________________
Reporting System in Last Organization_____________________________________________________________________________Contact No ___________________
Mention any achievement in Last Organization__________________________________________________________________________________________________
Last Salary Drawn
Gross (C.T.C.)__________________Net (Take in Home)_____________________
Signature of Applicant
ARCHIES LTD
FOR OFFICE USE ONLY
Name of Candidate______________________________________
Interviewed by _____________________On dated______________________
Replacement of Mr./Ms._____________________________________________
Comments________________
Selected For (Dept.) _____ Head Quarter_______________ Position__
50
Salary Recommended Gross (C.T.C.)___________
Net (Take Home) ___________
Joining Date________________________________
Job Responsibility fixed
1) _________________________________________________________________
2)__________________________________________________________________
3)__________________________________________________________________
4)___________________________________________________________________
5)___________________________________________________________________
6)___________________________________________________________________
Reporting to Mr. /Ms_
Designation____
Department Head H.R.Head
Date: ARCHIES LTD
NAME OF THE EMPLOYEE __________________________________________
I.D.No______________________________________________________________
H.R. Steps For Recruitment
1) Interviewed By (H.R. Dep’t)_________________________________________
Signature___________________________________Date__________________
2) Documents filled and verified by______________________________________
Signature__________________________Date___________________________51
List of Documents to be Received Status (Yes/No) Remark
Latest C.V (Bio-Data)Any age proof (Self-Attested)Educational Certificate (Self-Attested)Current Proof of Residence
Last Employer’s certificates (Salary Proof / Relieving/Acceptance
List of Document filled by H.R.Deptt Status (Yes/No)
Remark
Appointment Letter, ESI, P.F Forms, Bank Form
3) Personal File verified by______________________________________________
Signature________________________________Date____________________
4) Telephonic verification done by_______________________________________
Signature________________________________ Date____________________
ARCHIES LTD
DOCUMENT STATUS PENDING/RECEIVED Name of the Employee Card No
S.No Name of Documents Status 1 Photo I.D. Proof
a)Driving License b)Ration card c) Pan card d) Voter I.D. Card e)
52
f) 2 Education Certificate
a) 10th Std b)12th Std c) Graduation d) e)
5 Last Employment Proof a)Appointment Letter b) Salary Slip c) Experience Certificate d) Relieving Certificate f) g)
4 PHOTOGRAPH a) 5 passport size photograph b) post card size photograph( If ESI Covered)
File Prepared by:Sign:
Feedback Form
(1) Previous Employment – Reference Check
Telephonic Enquiry of _________________________________________________
Name of the Previous Employer_____________________________________________________________________________________Tel No: _____________________
Contact Person_________________________________________________________
Designation___________________________________________________________
Verification Feedback: (+) ve or (-) ve _____________________________________
Information Collected:
53
(1) Behavioral Feedback:_____________________________________________
(2) Last Job Profile: _________________________________________________
(3) Reason of Leaving_______________________________________________
(4) Last Salary Withdrawn____________________________________________
(2) Personal Reference: Check
Ref: 1Name of Contact Person __________________________Relation________________
Contact No_________________________ Employed at________________________
Behavioral Feedback____________________________________________________
Ref: 2Name of Contact Person __________________________Relation________________
Contact No_________________________ Employed at_______________________
Behavioral Feedback___________________________________________________
Name of Verifier:Verifier Sign:Date:
3.5 Issuing of Joining Letters
After fulfilling all the required documents in the H.R. Department, the
department issues joining letters such as appointment letter, address verification,
employment verification (if previously employed).
Joining letters includes the following letters:
54
Appointment letter
Address verification letter
Previous Employment verification letter
The specimen for joining letters of ARCHIES Ltd will be as follows.
Specimen of Appointment Letter
REF- Arch/Hr/Jul/3603DATED: - / /2013
MR. XYZGurgaon
LETTER OF APPOINTMENT
SUB: OFFER OF APPOINTMENT FOR THE POST OF __________
Dear Mr.XYZ
Please refer to your application for employment dated _________and the
discussions held while in your interview subsequently on _________. We
55
hereby offer to you employment in our organization on the following terms
and conditions:
1. Appointment: You are hereby appointed w.e.f _________
2. Designation: You are being designated as _______________
3. Salary & Perks: You shall be entitled to salary, perks and benefits as
per Annexure-1 attached with this letter of appointment.
4. You will be on probation for six months from the date of joining,
which can be extended at the sole discretion and satisfaction of the
Management/ Company, based on your performance in all respects.
During the probation period, your services can be terminated at any
time without notice. Unless confirmed in writing you will continue to
be on probation and the Management/company will be within its rights
to dispense with your services without any notice or stating any reason
during such period.
5. On successful completion of the probation period you will be
confirmed in regular service in writing. The Management/ Company,
however, reserve its right to pay one-month salary in lieu of the notice
period for termination of services after your confirmation. The
Management/Company may terminate your services if in its opinion
your continuation in the service is detrimental to the interest of the
management/ company by reasons of your misconduct, negligence or
unsatisfactory work, continued ill health or inability to perform duties
or breach of any of the terms and conditions mentioned herein or of
such rules as may be framed by the Management from time to time.
56
6. This offer of employment shall be valid subject to your being found
medically fit and continuing to remain medically fit during the
employment with the Management/Company. But, in the event of your
continuous illness for a period of six months or more, your services are
liable to be terminated by giving you one month's notice or salary in
lieu thereof.
7. This appointment is based on the information supplied by you to us in
your personal data from which otherwise, will be null and void if
material (in the company's opinion) disclosed therein is found to be
incorrect at any time.
8. Your appointment is based upon the assurance that your previous
employer(s) have undisputedly and amicably released you from their
employment.
9. Your place of posting will, at present is at ________. But you are
liable to be transferred according to exigencies of work and solely at
the discretion of the management from one post to another, from one
department or shop to another, from one factory to another whether
existing at present in the NCT Of Delhi or out of NCT Of Delhi or to
be set up or taken over or acquired at a later date in the NCT Of Delhi
or at any place n India. In case you are transferred out of Delhi, you
will be given 3 days time for reporting besides traveling expenses. It
will be your responsibility to make arrangement for your residential
accommodation/ other arrangements, if any. Also the management can
shift the place or places of working anywhere in India and in that
event, you will report for work at the shifted place. However the
57
wages, grade if any, continuity of service and other conditions of
services will remain same and will not be adversely affected by such
transfer
10.You will be governed by the certified standing orders, rules,
regulations and office orders in force and framed by the company from
time to time in relation to your service conditions, which will form part
of your terms of employment.
11.That during the tenure of your service, you will keep your emoluments
secret from other employees of this organization. Besides that you will
always maintain strict secrecy regarding any technical or other
business information gained or acquired by you or imparted to you in
the course of your employment with the management/ company. In
case you are found to be in breach of this clause, your services are
liable to be terminated.
12.You shall at all time maintain absolute integrity and devotion to duty
and conduct yourself in a manner conducive to the best interests, credit
and prestige of the Management/Company.
13.You shall not, at any time, work against the interests, credit and
prestige of the Management/Company or commit any act, which is
unbecoming of an employee. Any act against the basic and universally
accepted understanding or any violation of any of these norms of
behavior on your part will be viewed as misconduct and
Management/Company will be competent to take disciplinary action
against you.
58
14.If any time during your employment, you are found guilty of any act of
misconduct, you may be suspended from service pending enquiry.
During suspension period, you will be entitled to 50% of your salary
towards suspension allowance subject to your marking of attendance
on the working days at any time during working hours. While claiming
suspension allowance, you will give neither an undertaking in writing
that you were neither employed nor self employed during such period.
15.Your address as indicated in your application for appointment shall be
deemed to be correct for sending any communication to you. In case
there is any change in your residential address, you will intimate the
same in writing to the Manager (HRD) within three days from the date
of such change and get such change of address recorded. Every
communication addressed to you at the given address shall be deemed
to have been served upon you.
16.You will be retired from the services of the Management/Company on
attaining the superannuating age of 58 years, or earlier, for physical
disability or infirmity or in case you contact a disease which is
infectious or contagious or detrimental to others' health or for
continued ill health, duly certified by the Medical Officer of the
Management/Company.
17.Your service may be terminated earlier as per terms of appointment or
work not available for you where you are employed.
18.At the time of joining service, you will be required to submit
documentary evidence of your age, academic/professional
59
qualifications/experience which is mandatory for your
confirmation/continuation in service.
19.Please return the duplicate copy of the same to us appending your full
signatures on all pages, as token of your acceptance of the above terms
and conditions, for our record.
20.This appointment shall be effective from the date of your joining
duties. You are required to report for duty latest by/on / /2013
failing which this offer would be treated as cancelled.
For Archies Limited
A B C
(Head – H.R. &Admin.)
Specimen of Address Verification Letter
REF- Arch/Hr/Jul/3627
DATED: - / /2013
MR. XYZ
Gurgaon
Verification of Residence Address
We are sending this letter to verify the residence address given by you in your
Job Application Form. On receipt of this Letter, please submit the same to
H.R. Dep’t with your signature and date of receipt. In future, if any change in
60
the following information please immediately inform to H.R. Dep’t. for
updating of personnel record.
1) Change in Address
2) Change in Telephone numbers
3) Change in your family particulars
Thanks
For Archies Limited
A B C
(Head – H.R. &Admin.)
Specimen of Employment Verification Letter
Date: - 078/01/2013REF: - ARCH/HR/JUL/3628 M/S SUNRISE ENTERPRISES BG-8, SHOP NO-212, LSC DDA MKT, PASCHIM VIHAR, NEW DELHI Subject: - Employment Verification of Ms. XYZ
In respect of the provision of Pre-Employment and Post-Employment Screening. Kindly verify the information provided by prospective employee who claims past employment with your organization
Name: Ms. XYZ (Kindly Verify) ______________
61
Period of Employment: 02/07/2008 TO 18/06/2010(Kindly specify the exact joining and relieving dates)
Date of Joining ___________ Date of Relieving______________
Permanent/ Contractual: Permanent (Kindly Specify) ___________
Designation: Executive (Kindly Verify) ___________
Salary Details: Rs.___________________
Reason for leaving the Organization: ____________________________
Eligibility for rehire: Is he eligible for rehire? If No please specify
Any issues during his tenure with your organization__________
Any exit formalities pending: (Kindly Specify) ____________________Verify Name & Designation: ___________________________________We would be highly obliged if you could verify the above details and revert at
the earliest. Your kind assistance is requested in order to facilitate the
recruitment process of this prospective employee.
Your input is greatly valued and will be treated in strict confidence.
Kind Regards
A B C
(Head – H.R. &Admin.)62
S W O T ANALYSIS63
Strength
Weakness
Opportunities
Threats
4.1 Introduction of SWOT Analysis
64
SWOT analysis is a basic, straightforward model that provides direction
and serves as a basis for the development of marketing plans. It
accomplishes this by assessing an organizations strengths (what an
organization can do) and weaknesses (what an organization cannot do) in
addition to opportunities (potential favorable conditions for an
organization) and threats (potential unfavorable conditions for an
organization). SWOT analysis is an important step in planning and its
value is often underestimated despite the simplicity in creation. The role of
SWOT analysis is to take the information from the environmental analysis
and separate it into internal issues (strengths and weaknesses) and external
issues (opportunities and threats). Once this is completed, SWOT analysis
determines if the information indicates something that will assist the firm
in accomplishing its objectives (a strength or opportunity), or if it indicates
an obstacle that must be overcome or minimized to achieve desired results.
The aim of SWOT analysis is to identify the key internal and external factors
that are important to achieving the objective. These come from within the
company's unique value chain. SWOT analysis groups key pieces of
information into two main categories:
Internal factors – The strengths and weaknesses internal to the
organization.
External factors – The opportunities and threats presented by
the external environment to the organization.
The internal factors may be viewed as strengths or weaknesses depending
upon their impact on the organization's objectives. The external factors may
include macroeconomic matters, technological change, legislation, and socio-65
cultural changes, as well as changes in the marketplace or competitive
position. The results are often presented in the form of a matrix.
SWOT analysis is just one method of categorization and has its own
weaknesses. It also presents the resulting lists uncritically and without clear
prioritization so that, weak opportunities may appear to balance strong threats.
A scan of the internal and external environment is an important part of the
strategic planning process. Environmental factors internal to the firm usually
can be classified as strengths (S) or weaknesses (W), and those external to the
firm can be classified as opportunities (O) or threats (T). Such an analysis of
the strategic environment is referred to as a SWOT analysis.
SWOT Analysis Framework
Environmental Scan / \
Internal Analysis External Analysis / \ / \
Strengths Weaknesses
Opportunities Threats
|SWOT Matrix
4.2 Uses of SWOT Analysis
SWOT analysis may be used in any decision-making situation when a desired
end-state (objective) has been defined. Examples include: non-profit
66
organizations, governmental units, and individuals. A SWOT analysis process
generates information that is helpful in matching an organization or group’s
goals, programs, and capacities to the social environment in which it operates.
The ‘SWOT’ itself is only a data capture exercise
Strengths : positive tangible and intangible attributes, internal to an
organization and within the organisation’s control.
Weaknesses : internal factors within an organisation’s control that
detract from the organisation’s ability to attain the desired goal.
Opportunities : external attractive factors that represent the reason for
an organization to exist and develop. What opportunities exist in the
environment, which will propel the organization?
Threats : external factors beyond the organisation’s control which could
place the organization mission or operation at risk. The organization
may benefit by having contingency plans to address them if they should
occur.
The strengths & weaknesses are intrinsic value-creating skills or relative to
competitive forces. Opportunities & threats are external factors which are
not created by the organization, but emerge as a result of the competitive
dynamics caused by future gaps in the market.
4.3 Merits & Demerits of SWOT Analysis
Merits
Simple four box framework & flexible. 67
Facilitates the strengths and weaknesses of the organization.
Encourages the development of strategic thinking.
Enables a management team to focus on strengths & build
opportunities.
Can enable an organization to anticipate future business threats and take
action to avoid or minimize their impact.
Can enable an organization to spot business opportunities and exploit
them fully.
Demerits
It is easy to use scant data.
To be effective, this needs to be undertaken on a regular basis.
The best reviews require different people being involved each having a
different perspective.
Access to quality internal data sources, this can be time consuming and
politically difficult
The pace of change makes it increasingly difficult to anticipate
developments that may affect an organization in the future.
The data used in the analysis may be based on assumptions that
subsequently prove to be unfounded (good & bad).
4.4 SWOT Analysis of ARCHIES Ltd.
Let’s analyze SWOT in order to know as to where the company
stands:
68
STRENGTH
Positive tangible and intangible attributes, internal to an organization and
within the organization’s control.
Innovative & Unique product range
Better product life & durability
Right products, quality & reliability
Loyal, highly qualified & Confident management & staff
Brand image
WEAKNESSES
69
Internal factors within an organization’s control that detract from the
organization’s ability to attain the desired goal
Lack of competition
Prices of products.
Slow decision making due to large hierarchy.
No repetition of products
Casual behavior
OPPORTUNITIES
70
External attractive factors that represent the reason for an organization to exist
and develop.
Good profit margins
Proper advertisements
To take competition plans & focus on new opening galleries
Launching new products
Diversification towards other fields
THREATS
71
External factors beyond the organization’s control which could place the
organization mission or operation at risk. The organization may benefit by
having contingency plans to address them if they should occur
Retailer pressure
Retention of key staff
Possible critical negative publicity
72
Ques: Is there any well defined recruitment policy?
73
STRONGLY AGREE
Moderately Agree STRONGLY DISAGREE
Moderately Disagree
CAN'T SAY0
10
20
30
40
50
60
70
80
90
100
OPTIONS
NO
. OF
EMPL
OYE
ES IN
%
SCORE: 4.4 SAMPLE SIZE: 20
INTERPRETATION
45% of the employees are strongly agreed that there is well defined
recruitment policy.
50% of the employees are moderately agreed that there is well defined
recruitment policy.
5% of the employees are strongly disagreed that there is well defined
recruitment policy.
Ques: Do you think present selection process is feasible for selecting the employees?
74
SL.NO OPTIONS IN NUMBER IN PERCENTAGE1 Strongly agree (5) 9 45%2 Moderately agree (4) 10 50%3 Strongly disagree (3) 1 5%4 Moderately disagree (2) 0 -5 Can’t say (1) 0 -
SL.NO OPTIONS IN NUMBER IN PERCENTAGE1 Strongly agree (5) 2 10%2 Moderately agree (4) 16 80%3 Strongly disagree (3) 0 -4 Moderately disagree (2) 2 10%5 Can’t say (1) 0 -
STRONGLY AGREE
Moderately Agree STRONGLY DISAGREE
Moderately Disagree
CAN'T SAY0
10
20
30
40
50
60
70
80
90
100
OPTIONS
NO. O
F EM
PLO
YEES
IN %
SCORE: 3.9 SAMPLE SIZE: 20
INTERPRETATION
10% of the employees are strongly agreed that present selection process
is feasible for selecting the employees.
80% of the employees are moderately agreed that present selection
process is feasible for selecting the employees.
10% of the employees are moderately disagreed that present selection
process is feasible for selecting the employees.
Ques: Are the views of the concerned department head are given special attention while selecting the employees of the department?
75
YES NO
SL.NO OPTIONS IN NUMBER IN PERCENTAGE1 Yes 12 60%2 No 8 40%
SAMPLE SIZE: 20
INTERPRETATION
60% of the employees said that views of the concerned department head
are given special attention while selecting the employees of the
department.
40% of the employees said that views of the concerned department head
are not given special attention while selecting the employees of the
department.
Ques: Are external sources are relied upon when requirement arises?
76
YES NO
SL.NO OPTIONS IN NUMBER IN PERCENTAGE1 Yes 12 60%2 No 8 40%
SAMPLE SIZE: 20
INTERPRETATION
60% of the employees said that external sources are relied upon when
requirement arises.
40% of the employees said that external sources are not relied upon
when requirement arises.
Ques: To identify the employees’ capability and aptitude psychological testing is used. Do you think it is useful to use this technique?
77
STRONGLY AGREE
Moderately Agree STRONGLY DISAGREE
Moderately Disagree
CAN'T SAY0
102030405060708090
100
OPTIONS
NO
. OF
EMPL
OYE
ES IN
%
SL.NO OPTIONS IN NUMBER IN PERCENTAGE1 Strongly agree (5) 7 35%2 Moderately agree (4) 10 50%3 Strongly disagree (3) 0 -4 Moderately disagree (2) 3 15%5 Can’t say (1) 0 -
SCORE: 4.05 SAMPLE SIZE: 20
INTERPRETATION
35% of the employees are strongly agreed that it is useful to identify the
employees’ capability and aptitude psychological testing.
50% of the employees are moderately agreed that it is useful to identify
the employees’ capability and aptitude psychological testing.
15% of the employees are moderately disagreed that it is useful to
identify the employees’ capability and aptitude psychological testing.
Ques: Is principal of right man for the right job is strictly followed?
78
STRONGLY AGREE
Moderately Agree STRONGLY DISAGREE
Moderately Disagree
CAN'T SAY0
102030405060708090
100
OPTIONS
NO
. OF
EMPL
OYE
ES IN
%
SL.NO OPTIONS IN NUMBER IN PERCENTAGE1 Strongly agree (5) 4 20%2 Moderately agree (4) 12 60%3 Strongly disagree (3) 1 5%4 Moderately disagree (2) 2 10%5 Can’t say (1) 1 5%
SCORE: 3.8 SAMPLE SIZE: 20
INTERPRETATION
20% of the employees are strongly agreed that principal of right man
for the right job is strictly followed.
60% of the employees are moderately agreed that principal of right man
for the right job is strictly followed.
5% of the employees are strongly disagreed that principal of right man
for the right job is strictly followed.
10% of the employees are moderately disagreed that principal of right
man for the right job is strictly followed.
5% of the employees can’t say that principal of right man for the right
job is strictly followed.
79
Ques: Which internal or external source of recruitment is followed by the company?
EMPLOYMENT EXCHANGE CAMPUS INTERVIEWADVERTISEMENT PROMOTIONTRAINING
SL.NO OPTIONS IN NUMBER IN PERCENTAGE1 Employment exchange 0 -2 Campus interview 6 30%3 Advertisement 10 50%4 Promotion 2 10%5 Training 2 10%
SAMPLE SIZE: 20
INTERPRETATION
30% of the employees said that recruitment is made through campus
interview
50% of the employees said that recruitment is made through
advertisement.
10% of the employees said that recruitment is made through promotion.
10% of the employees said that recruitment is made through training.
80
Ques: Recruitment is made according to ……………………….
IMMEDIATE NEED YEARLY WISE BOTH ANY OTHER
SL.NO OPTIONS IN NUMBER IN PERCENTAGE1 Immediate need 11 55%2 Yearly wise 2 10%3 Both 5 25%4 Any other 2 10%
SAMPLE SIZE: 20
INTERPRETATION
55% of the employees said that recruitment is made according to
immediate need.
10% of the employees said that recruitment is made according to Yearly
wise need.
25% of the employees said that recruitment is made according to both
the needs.
10% of the employees said that recruitment is made according to any
other need.
Ques: Is any traveling allowance given for outstation candidates who are 81
called for interview?
YES NO
SL.NO OPTIONS IN NUMBER IN PERCENTAGE1 Yes 10 50%2 No 10 50%
SAMPLE SIZE: 20
INTERPRETATION
60% of the employees said that traveling allowance is given for
outstation candidates who are called for interview.
40% of the employees said that traveling allowance is not given for
outstation candidates who are called for interview.
Ques: Do you think succession planning is done in advance?82
STRONGLY AGREE
Moderately Agree STRONGLY DISAGREE
Moderately Disagree
CAN'T SAY0
102030405060708090
100
OPTIONS
NO
. OF
EMPL
OYE
ES IN
%
SL.NO OPTIONS IN NUMBER IN PERCENTAGE1 Strongly agree (5) 2 10%2 Moderately agree (4) 12 60%3 Strongly disagree (3) 2 10%4 Moderately disagree (2) 1 5%5 Can’t say (1) 3 15%
SCORE: 3.45 SAMPLE SIZE: 20
INTERPRETATION
10% of the employees are strongly agreed that succession planning is
done in advance.
60% of the employees are moderately agreed that succession planning
is done in advance.
10% of the employees are strongly disagreed that succession planning
is done in advance.
5% of the employees are moderately disagreed that succession planning
is done in advance.
15% of the employees can’t say that succession planning is done in
advance.
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Ques: Is induction programmed is conducted immediately after the recruitment?
STRONGLY AGREE
Moderately Agree STRONGLY DISAGREE
Moderately Disagree
CAN'T SAY0
102030405060708090
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OPTIONS
NO
. OF
EMPL
OYE
ES IN
%
SL.NO OPTIONS IN NUMBER IN PERCENTAGE1 Strongly agree (5) 12 60%2 Moderately agree (4) 7 35%3 Strongly disagree (3) 1 5%4 Moderately disagree (2) 0 -5 Can’t say (1) 0 -
SCORE: 4.55 SAMPLE SIZE: 20
INTERPRETATION
60% of the employees are strongly agreed that Induction programmed is conducted immediately after the recruitment.
35% of the employees are moderately agreed that Induction
programmed is conducted immediately after the recruitment.
5% of the employees are strongly disagreed that Induction programmed is conducted immediately after the recruitment.
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7.1 Findings
Organization follow manpower planning in a very systematic way but
being systematic they have to follow various steps & it is found to be very
time consuming.
Organization has been successful in removing the surplus manpower.
Job specification and job description are well defined to all employees and
they know what is expected of them. Everything is properly documented
and gives in black and white.
There is no fix percentage of employees that are to be recruited for each
source every year.
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7.2 Details of recruitment made during
05.01.2011 to 15.05.2013S.NO
.
STATE EXECUTIVES SALESGIRL/
SALESMAN
SHOP
MANAGER
TOTAL
1 AHMEDABAD 03 17 02 22
2 BANGALORE 03 25 03 31
3 CHENNAI 03 13 02 18
4 COCHIN 03 17 02 22
5 CHANDIGARH 03 22 02 27
6 HARYANA 06 40 10 56
7 HYDERABAD 03 27 02 32
8 INDORE 03 29 02 34
9 KOLKATA 03 20 02 25
10 LUDHIANA 03 31 02 36
11 MUMBAI 03 30 03 36
12 NOIDA 05 20 05 30
13 PUNE 03 29 02 34
14 JAIPUR 03 21 03 27
15 U.P. 09 70 13 92
16 DELHI 06 20 04 30
TOTAL 62 431 59 552
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7.3 Suggestions
Evaluate current skill-set using a suitable skills audit tool.
Identify any skills gap between what people have and what is needed.
Work with the human resources team and use tools like the People
Skills Scoreboard to assess your needs and targets. Evaluate the
process using a suitable audit tool.
Recruitment activities could be combined for the purpose of cutting on
advertisement costs and cost involved in holding of interviews plus
outside help could taken for organizing interviews.
Summer trainees should be allowed to avail various welfare facilities
like travel free in company buses, subsidized food etc. so as to attract
them to apply for job in ARCHIES Ltd.
Organization should continue using redeployment, retrenchment and
instruments like VRS in order to reduce effectively its staff in areas of
surplus.
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7.4Feedback form by Employee
Specimen of Employment Verification Letter
ARCHIES LTD
FEEDBACK & ISSUE FORM
Information about Employee
1. Name of the Employee………………………...Employee Code……….
2. Date of Joining…………………….Department………………………...
3. Name of Br Manager……………….Name of H.O.D…………………...
4. Department or Branch Address……………………………………………………………………….......…………………………………………………………………………...…………………………………………………………………………...
Issues with Employee
1. Do you have faced any problem with your employment/employee/employer so far……………………………………………………………………….……………………………………………………………………….……………………………………………………………………………….
2. Have you shared this problem with your Senior/H.R Dep’t
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………………………………………………………………………………………………………………………………………………………………………………………………………………………………
3. If Yes,
Have you got the solution of the problem & what was that solution?
………………………………………………………………………………………………………………………………………………………………………………………………………………………………
Who solved your problem?………………………………………………………………………….………………………………………………………………………….………………………………………………………………………………….
Does that solution really work out to solve your problem?
Yes…………………. No…………………..
4. If No,
What was the reason of not sharing that problem with the Senior / H.R Dep’t?
Fear of not getting appropriate solution: Yes/No……………….. No one is there is to listen your problem: Yes/No………………. This will create bad image in front of Senior: Yes /No…………. This will hamper your growth: Yes /No………………………… If any other than kindly mention it: Yes /No…………………….
5. Do you find any changes in Archies Ltd from date of joining till date.
If Yes than (Explain briefly in your words)
It was positive changes……………………………………………………………………………………………………………………….……………………………………………………………………….
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It was negative changes………………………………………….......……………………………………………………………………….……………………………………………………………………….
Feedback of an Employee
1. Your suggestion to make Archies Ltd wonderful place to work………………………………………………………………..…...…………………………………………………………………….…………………………………………………………………….
2. What is the motivation part of your employment?
Appreciation from Senior Recognition among colleague Growth in Employment Non Cash Gifts Cash Gifts
3. What is your future plan with Archies Ltd?……………………………………………………………….……………………………………………………………….……………………………………………………………………………….
Hereby I assure you that all the information given above is authentic & is not
given in influence of anybody else.
Thanks
Date:
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Conclusions
There is well defined recruitment policy.
Recruitment is made through advertisement & immediate need.
Present selection process is feasible for selecting the employees.
External sources are relied upon when requirement arises.
Principal of right man for the right job is strictly followed.
Traveling allowance is given for outstation candidates who are called
for interview.
The employee aware of the positive and negative effects of the job.
Succession planning is done in advance.
Induction programmed is conducted immediately after the recruitment.
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JOB SATISFACTION
NAME: …………………………………………………………………….…..
AGE: …………………………………………………………………………...
MARITAL STATUS: ……………………………………….………………..
DESIGNATION: ……………………………………………………………...
QUALIFICATION: …………………………………………………..............
1. Do you get recognition at your work place?
Yes No Can’t say Partially
2. Do you have any knowledge about promotion policies of your
organization? If yes, are you satisfied?
Indifferent Not-Satisfied Satisfied
3. Are you satisfied with the work environment of your organization ?
Yes No
4. Do you think you are rewarded for your hard work?
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Yes No
5. Do you think your salary is according to your qualifications &
experience & Seniority?
Yes No Can’t say
6. Do you think that JOB ROTATION & JOB SHIFTING makes you
happy?
Yes No Can’t say
7. Do you feel free to give suggestions and is mgt giving you a
chance to participate in decision making ?
Yes No Can’t say
8. How are your relations with your colleagues and subordinates?
Respectful & Friendly Cordial, Non-Cordial
9. How you would relate your relations with your superiors?
Supportive Cordial Non- Cordial
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Interfering
10.Do you feel like changing job gives you more satisfaction?
Never thought Most of time Rarely Occasionally
11.Do you think your presence is important for completion of
work in your organization ?
Yes No
12. Are you satisfied with your job?
Fully satisfied Not satisfied Partially satisfied
13.Have you been any time rewarded for your best & outstanding
performance?
Yes No
14.What gives you JOB SATISFACTION?
Monetary Benefits Recognition Promotion Appreciation Letter
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*Thanks for giving your feedback *
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References & Bibliography
Annexure, Manuals, reports & Data base from the organization
T.N. Chabbra; Human Resource Management; Dhanpati Rai and Co.
Pvt. Ltd New Delhi 2003.
Dr. C.B. Gupta; Human Resource Management, Sultan Chand and
Sons, New Delhi, 2003.
T.N. Chabbra & B.P Singh, Organization Behavior, Sultan Chand &
Sons.
L.M Prasad; Organizational Behavior, Sultan Chand & Sons, 2003.
www.archiesonline.com
www.emeraldlibrary.com
www.altawista.com
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