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Recruitment and Selection Summer Internship Project Report

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This is an Summer Internship Project Report Of Recruitment & Selection at Videocon.

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Recruitment and Selection Summer Internship Project Report

  1. 1. Summer Internship Project on “RECRUITMENT & SELECTION In” Submitted in partial fulfilment for the degree of Master of Business Administration (2016-2018) DAV UNIVERSITY Under Corporate Guide – SUBMITTED BY- Mr. Vany Balu Rahul HR Manager MBA (HR & Marketing) Submitted To – Reg No. 11605660 Dr. Ashutosh Gupta Roll No. D132-B34
  2. 2. INDEX Project Contents: i. List of figures & diagrams 1 Introduction of the study 1.1 Introduction 1.2 Background 1.3 Scope 2 Literature Review 3 Job Part 4 Company Profile 5 Research Methodology 6 Data Analysis & Data Interpretation 7 Findings 8 Conclusion 9 Limitations Of Study 10 Bibliography 11 Questionnaire 12 Daily Diary
  3. 3. ACKNOWLEDGEMENT This project has been a great learning experience for me & I would like to express my sincere gratitude to all the people who guide me through the project and without the valuable guidance and suggestions of these people this project would not have been completely successful. . I took the opportunity to do my internship in a Multinational company. It is the third largest picture tube manufacturer in the world “VIDEOCON”. I owe enormous intellectual debt towards my Industry Mentor Mr. VANY BALU, HR Manager, VIDEOCON, & Faculty Mentor MR. ASHUTOSH GUPTA Asst. Professor, DAV University, Jalandhar for their continuous support & cooperation throughout my project without which the present work would not have been possible. I also want to give special thanks to MRS. PRIYANKA MARWAHA (HR OPPS) for permitting me to do the summer training, sharing valuable experience and suggestions regarding preparation of project report. I would like to thank all the respondents whom I interacted during my project & all the employees for their cooperation without this I may not able to complete it successfully.
  4. 4. Executive Summary The Human Resources are the most important assets of an organization. The success or failure of an organization is largely dependent on the caliber of the people working therein. Without positive and creative contributions from people, organizations cannot progress and prosper. In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience. While doing so, they have to keep the present as well as the future requirements of the organization in mind. Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.” In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out
  5. 5. Internship details 1. Name of the student - Rahul 2. Registration number of the student - 11605660 3. Class/section of the student s- D-132 4. Phone/mobile number of the student - 8894667157 5. Name of the Interning organization - Videocon 6. Address of the Interning organization – B – 71, Phase – VII, Industrial Focal Point, Mohali - 160055 7. Date of joining (start of internship) - (15/JUNE/2017 ) 8. Topic of Internship report - Recruitment and Selection 9. Location where internship is being done - Mohali, Punjab 10. Responsibilities/ work given by organization – HR Executive (Recruitment and Selection)
  6. 6. Chapter.1 Introduction Of the Study
  7. 7. Introduction Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives. In short, Recruitment and Selection is the process of sourcing, screening, shortlisting and selecting the right candidates for the filling the required vacant positions. Recruitment is the process of attracting the most suitable people for the position, selection is the process of choosing the best person for the position, and induction is introducing the person to the position. This module describes a series of well-tested steps to help you identify the right person, to ensure he or she will fit well with your farm business, and to meet the various legal obligations of an employer. Background of Study There is no doubt that the world of work is rapidly changing. As part of an organization then, HRM must be equipped to deal with the effects of the changing world of work. For them this means understanding the implications of globalization, technology changes, workforce diversity. Changing skill requirements, continuous improvement initiatives contingent workforce, decentralized work sites and employee involvement are the issue for confront. Now it is a big challenge for the HRM to support the organization by providing the best personnel for the suitable position in shortest possible time. Start with recognizing the vacancies and planning for them is a great task. Moreover selecting attracting the suitable candidates and selecting the best person in time is a challenge. The cost of the recruitment is significant. So, proper planning and formulate those plan is the task that require more focus and improvement. Equal opportunity and sourcing is also a vital part. Realizing this need we tried to find the difference and similarities between theoretical aspects with the practical steps taken by the company. We took an attempt to demonstrate the feature for the further improvement.
  8. 8. Objectives of the study To know overall about the Company of VIDEOCON. The objective of my study is to understand and critically analyze the recruitment and selection procedures at VIDECON. i. To understand the process of recruitment ii. To know the sources of recruitment at various levels and various jobs iii. To critically analyze the functioning of recruitment procedures iv. To identify the probable area of improvement to make recruitment procedure more effective Scope of study The benefits of the study for the researcher is that it helped to gain knowledge and experience and also provided the opportunity to study and understand the prevalent recruitment and selection procedures. The key points of my research study are: i. To study the fact about the VIDEOCON as a Group. ii. To analyses the recruitment policy of the organization. iii. To Understand and analyze various HR factors including recruitment procedure at VIDEOCON. iv. To suggest any measures/recommendations for the improvement of the recruitment procedures v. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. vi. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres.
  9. 9. Recruitment Process
  10. 10. 1. Client need assessment  Define objectives and specifications  Understand client's business and culture  Understand the job/position specifications  Understand roles and responsibilities of the prospective candidate  Develop a search plan and review with the client 2. Candidate Identification  Identify target sources  Extensive organization mapping, research & database search of the profile  Provide status report to client about the available talent pool 3. Candidate assessment and Presentation  Screen and evaluate candidates  Personal Interviews with Candidates wherever possible - assess skills, interest level and cultural fit  Discuss the shortlist with the client and send resumes 4. Candidate interview, selection & Presentation of Offer  Facilitate interviews with the client  Obtain feedback  Participate in decision making process  Provide inputs on candidate's desired compensation 5. Closure & Follow up  Negotiate offer acceptance  Execute Reference check, Compensation & Job Level Discussions  Coordinate Joining Formalities and on boarding as per predefined date  Closing review to understand client's level of satisfaction. Telephonic Interview Questions:  Tell me about yourself?  Tell me about your job profile?  How much current CTC, you’re getting in current organization?  How much you’re expecting form new organization?  How the notice period you required if you are selected?  Why did you want to resign from your previous job?
  11. 11. Chapter.2 Literature Review
  12. 12. History of Human Resource Management The History of Human Resource Management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. Human resource management has it roots in the late and early 1900's. When there are less labor then there are more working with machinery. The scientific management movement began. This movement was started by Frederick Taylor when he wrote about it a book titled ‘The Principles of Scientific Management’. The book stated, "The principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee.” Taylor believed that the management should use the techniques used by scientist to research and test work skills to improve the efficiency of the workforce. Also around the same time came the industrial welfare movement. This was usually a voluntary effort by employers to improve the conditions in their factories. The effort also extended into the employee’s life outside of the work place. The employer would try to provide assistance to employees to purchase a home, medical care, or assistance for education. The human relations movement is the major influence of the modern human resource management. The movement focused on how employees group behavior and how employee feelings. This movement was influenced by the Hawthorne Studies. Functional area of HRM • Human resource auditing • Human resource strategic planning • Human resource planning • Manpower panning • Recruitment / selection
  13. 13. • Induction • Orientation • Training • Management development • Compensation development • Performance appraisals • Performance management • Career planning / development • Coaching • Counseling’s • Staff amenities planning • Event management • Succession planning • Talent management • Safety management • Staff communication • Reward In sourcing: Companies recruit the candidates and, employ them, train and develop them and utilize the human resources of these candidates. This strategy is called In-sourcing. Companies formulate and implement this strategy when the corporate strategy is stable. Out sourcing: Some service companies depend for their human resources on such external organization whose core business is to provide human resources. This strategy is called Out-sourcing. Out- sourcing strategy is more suitable for both the fast growing and diversifying companies.  Tosearchfortalentgloballyandnotjustwithinthecompany.  Todesignentrypaythatcompetesonqualitybutnotonquantum.  Toanticipateandfinalpeopleforpositionsthatdonotexistsyet.
  14. 14. Selection Selection process is a decision making process. This step consists a number of activities. Employee selection is the process of putting right men on the right job. Recruitment and selection in Videocon: Recruitment: Recruitment techniques are the means or media by which the management contacts prospective employees or provides necessary information or exchange of ideas order to stimulate them to apply for jobs. 1. Direct method: Under direct recruitment scouting, employees contacts, and waiting lists are used. In scouting, representatives of the organisation are sent to educational and training institutions. These travelling recruiters exchange information with students, clarify their doubts, simulate them to apply for jobs conduct campus interviews and short list candidates for further screening. 2. Indirect method: Advertisement in newspaper, journals, on the radio and television are used to publicise vacancies. 3. Third party method: Various agencies can be used to recruit personnel. Public employment exchanges, management consulting firms, professional societies, temporary help societies, trade unions, labour contractors are the main agencies. 4. Internet recruitment: Various job sites are now available on the internet. The organisation can create profile on such sites so that various resumes of applicants can be viewed and matched with the requirements of the job and as much as applicants can be called because almost 25% of net users in India search for jobs through internet.
  15. 15. Chapter.3 JOB PART I am working there as an intern so I don’t have to handle any core responsibilities. I only look after the supporting work, like: ID Card Activation, Written exam Coordination, Calling Interview for Selected Participants, Coordinating Interviews, Coordinate and help new employees to complete joining procedures, taking written exam etc and main work is updating the files of existing employees, creates new employees files. ID card Activations: To activate ID card, it’s necessary to take relevant information from employees. Like Name, Designation, Division, Signature, Picture etc. And then the complete forms send to the particular department. Update old files: Before all employees files based on paper, which creates lots of problems to maintain because it need lot of space, paper, cabinet to keep, spend time to search and main problem was it has risk to lost. So now we convert it from paper based to computer based. And also search those papers which are missing and add these. Creates New Files: At a time more than one people can join in an organization and all of them have different files which creates by us. Lots of papers we have to accumulate with new files like joining forms, disclosures forms, declaration forms, gratuity forms, Conflict of Interest, Medical reports, Pre-employment medical test, CV with Certificates, Job Advertisement, Manpower Requisition forms, CV shortening criteria, Tabulation Sheets (1 st interview, written test), Approval note, Appointment Letter etc.
  16. 16. Written exam Coordination: Coordinate written exam in exam period like guard the candidates in the time of exam. I any candidates eels any kind of problem then solve it by conducting with the respective officer. Observation: • HR Division is very alert for selecting candidates and also the process is very transparent so that they can choose the best candidates among applicants. • In this process there is no nepotism so there are higher possibilities to be selected without having any back up. • When they search for any experienced people they give more concentration on Previous experienced, Educational background, length of services etc so that they can select the most suitable experienced people. • When they select entry level candidates than they concentrate more on pro-activeness, creativeness, ideas which related with the post. • VIDEOCON has CV bank. At the time of Selection process they collect CV form the bank and give chinch to them. • In the time of calling the candidates for interview or written exam, if the candidates missed then the officers try hard to inform them. • HR selects candidates from a pull of application so that they can choose most suitable candidates. But also the process has some problems like the space for written exam is very small, so accommodation of all candidates is tough. And the difference between calling candidates and taking interview is very short so sometimes it creates problems to contact with candidates. Recommendation: Working environment is very good in VIDEOCON. They are very friendly to help each other. Any one feels pleasure to work with VIDEOCON group. If they take corrective decision beginning of starting a work then many mistakes can be solved. For example: there are many rooms are available if tow of room is converting into a written exam room or then no problem will be arise. If we consider two or three problems then the functioning process are very good.
  17. 17. Chapter.4 Company Profile
  18. 18. The story begins with the idea in the mind of a graduate boy who was very agile and passionate about his ideas and have believe in them. He initiated with sugar mill and ended with an MNC named Videocon India’s no. 1 brand in Consumer electronics and Home appliances by almost 50 million people across the world. The boy named was Shri Nandlal Madhavlal Dhoot, the founder of the Videocon Group
  19. 19. Background of VIDEOCON Videocon Industries Limited, formerly named Videocon Leasing & Industrial Finance Limited,is a global operating Indian conglomerate. The company was found in 1979 by Nandlal Madhavlal Dhoot. With a mission: “To delight and deliver beyond expectation through in genius strategy, intrepid entrepreneurship, improved technology, innovative products, insightful marketing and inspired thinking about the future”, after three decades of development, it is now a top consumer electronics and home appliances brand in India and the third largest CPT manufacturer in the world (The Economist, 2007). The company is under control of the Dhoot family whom possesses over 70% of the company’s ownership. Mr.Nandlal Madhavlal Dhoot initiated his sons into the company. One of his sons, Mr. Venugoapl Dhoot, the Chairman and Managing Director of Videocon, and another son Mr. Pradip kumar Dhoot, the company’s Whole-Time Director. The Dhoot family has involved actively in managing Videocon’s business. In the 1980s, along with the cooperation with Japanese corporation Toshiba, Nandlal launched ‘India’s first world-class color’ TVs: Videocon. Today, the company is one of the most well-known household brands in domestic market, and is listed at Bombay Stock Exchange Limited and National Stock Exchange Limited of India Limited. Milestones of Videocon Industries Ltd  1985- Manufacture of color TVs  1987- Manufacture of washing machines  1989-1990 Manufacture of home entertainment systems, electronic motors, and air conditioners  1991- Manufacture of refrigerators  1995- Manufacture glass shells for CRT  1996- Manufacture kitchen appliances; crude oil exploration  2000- Philips color TV plants takeover  2005- Thomson acquisition; Electrolux India plants takeover  2008- Merger of groups of brands  2009- Telecom Venture (Source: Videocon Industries Ltd)
  20. 20. Business Profile of Videocon Videocon has four key operation sectors: customer electronics, home appliance and compressor; display industry and its components; CPTs glass; oil & gas. Manufacturer & Exporter of Conventional Colour TV and LCD TV Receiver Sets, D2h Set Top Box, VCD/MP3 Players, Air Coolers, Music Systems, Air conditioners, Home Theaters like Refrigerators, Automatic & Semi-Automatic Washing Machines, Dish Washers, Microwave Ovens, Mixer, Grinders and Water Purifier like TV, DVD/MP3 & Audio Components, Glass Shells for Colour Picture Tubes, Populated PCBs, Tunners, Monitors for Computer, Compressors and other Electronic Assemblies and Sub-Assemblies like Digital Diaries, Kiddy PC, Data Projector, Power Inverter, Digital MP3 Player and Palm Top like ISP, Content and Web Solutions. Crude Oil Extraction 50000 Barrels per Day. 1050MW Power Generation. Videocon LCD TV, Videocon Air Conditioners, Videocon Refrigerators, Videocon Washing Machine.
  21. 21. Type and Ownership Pattern Consumer Electronics, Home Appliances & Compressor manufacturing in India Videocon enjoys a pre-eminent position in terms of sales and customer satisfaction in many of our consumer products like Color Televisions, Washing Machines, Air Conditioners, Refrigerators, Microwave ovens and many other home appliances, selling them through a Multi-Brand strategy with the largest sales and service network in India. Refrigerator manufacturing is further supported by our in-house compressor manufacturing technology in Bangalore. Videocon has the largest distributed manufacturing base across India – 12 facilities. It has the Capacity to manufacture 4 million CTVs, 2.5 lacs washing machines, 1 mn. DVD players, 4.8 mn refrigerators.
  22. 22. Videocon d2h Videocon d2h is an Indian Pay TV company, providing Direct Broadcast Television service - including satellite television, audio programming, and interactive television services—to commercial and residential customers in India. It uses H.264 or MPEG-4 Part 10, Advanced Video Coding (MPEG-4 AVC) with DVB S2 digital compression technology, transmitting using ST-2 satellite. Videocon d2h has 11.86 million subscribers as of March 2016. 11 November 2016, the Board of Directors of Videocon d2h and Dish TV agreed to an all- stock merger of their DTH operations. The merger will create the largest DTH provider in India with a total valuation of ₹17,000 crore (US$2.6 billion). The merged entity will be called Dish TV Videocon Limited. Dish TV will hold a 55.4% stake in the merged entity, while Videocon d2h will own the remaining shares. The two companies combined would have 27.6 million subscribers out of the estimated 175 million Indian households that own a television. The deal is subject to regulatory approvals, which will take a minimum of 8 month. The merger has been successfully completed and effective Oct'17 Dish Tv and Videocon d2h are officially one. However, the operations still run under their respective brand names. The operational and infrastructure costs are expected to be leveraged with collaborative use of the existing infrastructure of individual companies. Apart from the leveraged costs, now both the brands can effectively handle the existing subscriber base and address the rapidly growing Indian DTH market. Connect Broadband Connect Broadband, the brand name for Quadrant Televentures Limited, is an Indian broadband and fixed line service provider. Established in year 2000 and a subsidiary Videocon Group, the company provides broadband services over 3 technologies namely optical fiber, copper and wireless broadband. Connect Broadband credited for pioneering broadband services in Punjab, is predominantly active in Chandigarh, Mohali and Panchkula. Display industry audit components With the Thomson acquisition Videocon has emerged as one of the largest Color Picture tube manufacturers in the world operating in Mexico, Italy, Poland and China, continuing to lead through new innovative technologies like slim CPT, extra slim CPT and High Definition 16:9 format CPT.
  23. 23. Color Picture Tube Glass Videocon is one of the largest CPT Glass manufacturers in the world with a high level of experience and technical expertise operating through Poland and India. Videocon will leverage on this synergy after the Thomson acquisition to internally source glass for its CPT manufacturing increasing efficiencies and lowering costs. Oil and Gas An important asset for the group is its Ravva oil field with one of the lowest operating costs in the world producing 50,000 barrels of oil per day. The group has ambitious plans for expansion in this sector globally. Logo Logic This is the new Videocon symbol. It reiterates the ethos of a company dedicated to maintaining the highest international standards of excellence through quality, technology and innovation. For over a decade now, has been bringing the latest and very best in Consumer Electronics and Home Appliances. Successfully adapting the best of international technology to suit Indian Videocon needs, and crafting it to improve the quality of life – as millions of satisfied customers will agree.
  24. 24. Logo of Videocon The new symbol of Videocon asserts its passion for global impact, and the two ‘E’s on either side represent the Group’s wide spectrum of interests ranging from ‘Electronics to Energy’. Along with the steely glint, this communicates the group's global ambition, its strength, sterling credentials and innovative drive. A symbol that proclaims a paradigm shift. A sign that represents the new force that is Videocon. Thus, recapitulating our principle of reaching out and touching the lives of millions of people Worldwide.
  25. 25. Ownership Pattern Sr. No Category of shareholder Number of shareholders Total number of shares Number of shares held in de materialized form As a % of (A+B) As a % of (A+B+C) (A) Shareholding of Promoter and Promoter Group (1) Indian (a) Individuals/ Hindu Undivided Family 13 1619838 1292950 0.87 0.73 (b) Bodies Corporate 44 153823583 152711452 82.6 69.57 Sub-Total (A)(1) 57 155443421 154004402 83.47 70.3 (2) Foreign (a) Individuals (Non- Resident Individuals/ Foreign Individuals) 0 0 0 0 0 (b) Bodies Corporate 0 0 0 0 0 (c) Institutions 0 0 0 0 0 (d) Any Other (specify) 0 0 0 0 0 Sub-Total (A)(2) 0 0 0 0 0 Total Shareholding of Promoter and Promoter Group (A)= (A)(1)+(A)(2) 57 155443421 154004402 83.47 70.3 (B) Public shareholding (1) Institutions (a) Mutual Funds / UTI 21 36571 35228 0.02 0.02 (b) Financial Institutions/ 36 304403 291166 0.16 0.14
  26. 26. Banks (c) Insurance Companies 5 5600352 5599752 3.01 2.53 (a) Bodies Corporate 1927 5516620 4962476 2.96 2.5 (b) Individuals (i) Individual Shareholders holding nominal share capital up to Rs. 1 lakh 342862 4685290 2998613 2.52 2.12 (ii) Individual Shareholders holding nominal share capital in excess of Rs. 1 lakh 19 1171618 1171618 0.63 0.53 (c) Any Other (specify) 0 0 0 0 0 Sub-Total(B)(2) 344808 11373528 9132707 6.11 5.15 Total Public Shareholding (B)= (B) (1)+(B)(2) 344965 30782417 27765220 16.53 13.93 TOTAL(A)+(B) 345022 186225838 181769622 100 84.23 (C) Shares held by Custodians and against which Depository Receipts have been issued 2 34867863 34862403 0 15.77 GRAND TOTAL (A)+(B)+(C) 345024 221093701 216632025 100 100 (d) Foreign Institutional Investors 95 13467563 12706367 7.23 6.09 Sub-Total (B)(1) 157 19408889 18632513 10.42 8.78 (2) Non-institutions
  27. 27. Organizational structure of Videocon Production structure Cost cutting – Videocon was better positioned to shift the activities to low-cost locations and also it could integrate the operations with the glass panel facility in India with the CPT manufacturing facilities acquired from Thomson S.A. Videocon wanted to leverage its position in the existing parts of the business and this acquisition would give it a strong negotiation position and could reduce impact of glass pricing volatility. Videocon could also reduce the costs by upgrading and improving the existing production lines.
  28. 28. Vertical Integration – The acquisition helped Videocon in vertically integrating its existing glass-shell business where it had been enjoying substantially high margins.[8] Videocon’s glass division had the largest glass shell plant in a single location. This gave the company an unrivalled advantage in terms of economies of scale and a leadership position in the glass shell industry. The acquisition also gave Videocon a ready-market for its glass business and it was part of Videocon’s long-term strategy to have a global vertically-integrated manufacturing facility. Rationalization of Product Profile – Videocon modified its product profile to cater to the changing market needs like moving away from very large size picture tubes to smaller ones. Apart from the overall strategy Videocon also had a plan on the technological front. It wanted to improve the setup for the production line and line speed post-merger. Its focus was to increase sales while reducing the costs and thereby improving the productivity of the existing line. The company also wanted to foray in a big way into LCD panels back-end assembly. On the sales front the company wanted to leverage on the existing clients of Thomson and build relation as a preferred supplier to maximize sales. Also, Videocon could benefit from OEM CTV business with the help of Videocon’s CTV division, invest for new models and introduction of new technologies. Videocon has not been able to turn the plant around in Italy still. However it is getting support from the local governments (which want to prevent job cuts) in form of grants. The government is in fact trying to set up a Greenfield venture in form of a LCD manufacturing facility in partnership with Videocon. The banks are also supporting Videocon and with help from all these quarters Videocon expects to turn around the plant in Italy.[13] The Thomson plant has not turned around in Mexico as well and in fact production has been reduced over there. In Poland, the situation is more promising and Videocon hopes that plant over there will get in black in the very near future.[14] However the surprise has been in the Chinese market .Despite facing a highly competitive market Videocon has managed to turn a plant around while the other is on its way. In China Videocon is adopting a different strategy for manufacturing CTVs as the local players dominate the market .It plans to supply these players by taking advantage of low-cost nature of mainland(the number targeted by it about 6 million CPT,s)
  29. 29. VIDEOCON STRATEGIES Multi-brand strategy Videocon International was the first Indian company to adopt the strategy of multi- brands. Apart from its mid-priced brand Videocon, the company now hawks Toshiba, a premium brand, and the low-priced brands Akai and Sansui. The multi branding technology paid off as Videocon managed to hold on to a combined market share of around 19.6 percent, with LG at 25.9 percent and Samsung at around 13.8 percent. Overall, the shift in the power to trade is probably one of the defining developments. It is important since the TV companies themselves have taken it seriously and embarked on crafting longer-term strategies to accommodate this development. The effectiveness of their strategy and the responses of the other players promise to deliver a few more years of enterprising developments in the Indian TV market. Backward Integration Videocon integrated backwards by getting into manufacture of components such as electron guns, metal parts and deflection yokes for CTVs and compressors, and electric motors and plastic components for households appliances such as washing machines, refrigerators and Air conditioners. The group integrated further to get in to manufacture of glass panels and funnels, the key components for the manufacture of color picture tubes. “Videocon enjoys a unique synergy in the global CTV business from glass to CRT (Cathode Ray tubes) to CTVs. - (From Sand to CTV). Together with other components for households appliances. This high degree of backward integration bestows upon the company a unique benefit over competition.
  30. 30. Board of Directors Name Age Since Current Position Venugopal Dhoot 64 2005 Executive Chairman of the Board, Managing Director Sunil Jain 48 2010 Senior Vice President Mandar Joshi 2017 Compliance Officer, Company Secretary Shekhar Jyoti 52 Vice President Abhijit Kotnis 46 2011 Vice President Arun Pal 42 2013 Vice President Chandramani Singh 46 2011 Vice President Sarita Surve 2017 Additional Director Bhopinder Chopra 81 2016 Independent Director Subhash Dayama 2016 Additional Independent Director Radheyshyam Agarwal 73 2009 Non-Executive Independent Director
  31. 31. BIOGRAPHIES Name Description Venugopal Dhoot Shri. Venugopal N. Dhoot is Executive Chairman of the Board, Managing Director of Videocon Industries Ltd. He He is an industrialist. He has experience spanning over four decades in diversified fields such as consumer electronics and home appliances, oil and gas and power. He was the President of the Associated Chambers of Commerce and Industry in India and Electronic Industries Association of Marathwada. Presently, he is a Member of Advisory Committee of Pune University of Information Employment and Guidance and Advisor to the Government of Orissa for industrial development of Orissa. Sunil Jain Mr. Sunil Kumar Jain is an Senior Vice President of Videocon Industries Limited, since 01, April 2010. He holds M.Com., ICWAI, C.S. He has 20 years of experience. He served on Bharat Business Channel Limited. Mandar Joshi Shekhar Jyoti Mr. Shekhar Jyoti is an Vice President of Videocon Industries Limited. Mr. Shekhar holds B.Com., M.B.A with specialization in Marketing & HR, joined as a Management Trainee in 1986. He has headed HR, Customer Service, Sales, Marketing & Administration functions with Videocon Group. He has won several accolades like CETMA (Consumer Electronics and Television Manufacturers' Association). Abhijit Kotnis Mr. Abhijit Kotnis is an Vice President of Videocon Industries Ltd. He holds B.E. (Electronics). He has 23 years of experience. He served on VDC Technologies SpA., Anagni., Italy. Arun Pal
  32. 32. Chandramani Singh Mr. Chandramani Singh is Vice President of Videocon Industries Ltd. He holds M.A., PGDBM. He has 15 years of experience. He served on Arron Engineering. Sarita Surve Bhopinder Chopra Subhash Dayama Radheyshyam Agarwal Mr. Radheyshyam Dalchand Agarwal is Non-Executive Independent Director of Videocon Industries Ltd. He carries with him vast experience in the Technical fields. Amongst other positions, he has served as Executive Director of IDBI for 3 years in his total service of 28 years with IDBI. VIDEOCON on Bombay Stock Exchange 18.50INR 11 Aug 2017 Change (% chg) Rs-0.95 (-4.88%) Prev Close Rs19.45 Open Rs19.70 Day's High Rs19.70 Day's Low Rs18.50 Volume 267,288
  33. 33. Avg. Vol 405,452 52-wk High Rs114.90 52-wk Low Rs16.35
  34. 34. Chapter.5 Research Methodology
  35. 35. Research RESEARCH is a ‘careful investigation or inquiry especially through search for new facts in any branch of knowledge’. METHODOLOGY OF STUDY: The project is a systematic presentation consisting of the enunciated problem, formulated hypothesis, collected facts of data, analyzed facts and proposed conclusions in form of recommendations. The data has been collected from both the sources primary and secondary sources. KIND OF RESEARCH The research done by Exploratory Research This kind of research has the primary objective of development of insights into the problem. It studies the main area where the problem lies and also tries to evaluate some appropriate courses of action. Sample Design A complete interaction and enumeration of all the employees of VIDECON was not possible so a sample was chosen that consisted of 25 employees
  36. 36. DATA COLLECTION The data for the survey will be conducted from both the Primaries as well as secondary sources. Primary Data Primary data was collected using interviews technique the survey data will collect by using questionnaire. The primary data collection for his purpose is supposed to be done by judgment sampling conversation sampling. The questionnaire has been formatted with both open and close structure questions. Secondary Data  Data was collected from web sites, going through the records of the organisation, etc.  It is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study.
  37. 37. RESEARCH DESIGN . A research design is the specification of methods and procedure for acquiring the information needed to structure or to solve problems. It is the overall operation pattern or framework of the project that stipulates what information is to be collected from which source and be what procedures. “A research design is the arrangement of the condition for collection and analysis of data in a manner that aims to combine relevance to the research purpose with economy in procedure” Design Decision happen. 1 What is study about? 2 What is study being made? 3 Where will the study be carried out? 4 What type of data is required? 5 Where can the required data be found? 6 What will be the sample design? 7 Technique of data collection. 8 How will data be analysed?
  38. 38. Chapter.6 Data Analysis And Interpretation
  39. 39. Data Interpretation A questionnaire was prepared for the purpose of getting feedback from employees and manager regarding “Recruitment & Selection” of their Company. 20 employees are selected from different department and were distributing questionnaire from the purpose of the study. Analysis of data The analysis of the data is done as per the survey finding. The percentage of the people opinion were analyzed and expressed in the form of chart and have been placed in the next few pages’ Question 1: The hiring process helps in identifying the competence both visible (like Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self Image, Trait)? Options Yes NO Total Responses 18 2 20 Percentage 90 10 100% 90% of respondents thinks that hiring process helps in identifying the competence both visible (like Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self Image, Trait). Question 2: E-Recruitment (like portals, social websites) have become must to survive in the competitive market?
  40. 40. Options Yes NO Total Responses 17 3 20 Percentage 85 15 100% 85% respondents thinks that e-recruitment have become must to survive in the competitive market. Question 3: Is there any provision recruitment of summer trainees? Options Yes No Total Responses 20 0 20 Percentage 100 0 100% Yes there are 100% provisions of recruitment of the summer trainees. Question 4: Is there any contract (bond) signed by employees while joining the organization? Options Yes NO Total Responses 18 2 20 Percentage 90 10 100%
  41. 41. 90% employees are made to sign bond by employees before joining the organization. Question 5: Employer branding plays key role in more successful recruitment and retention of top talent? Options Yes No Total Responses 20 0 20 Percentage 100 0 100% 100% respondents think that employer branding plays key role in more successful recruitment and retention of top talent Question 6: Do you give special treatment to employees in order to give them comfortable work environment? Options Yes NO Total Responses 16 4 20 Percentage 80 20 100%
  42. 42. 80% of respondents think that employees are given special treatment in order to give them comfortable work environment. Question 7: Corporate Social Responsibility can lead to attraction of employees towards the company? Options Yes NO Total Responses 20 0 20 Percentage 100 0 100% Corporate Social Responsibility can lead to attraction of employees towards the company. Question 8: Does the developmental activity helps the management in identifying, analyzing, forecasting and planning changes needed in company’s HR area? Options Yes NO Total Responses 20 0 20 Percentage 100 0 100%
  43. 43. 100% employees think that developmental activity helps the management in identifying, analyzing, forecasting and planning changes needed in company’s HR area. Question 9: What is the attrition rate in the organization? Options 1%-5% 5% - 10% 10% - 15% 15% - 20% Total Responses 4 13 3 0 20 Percentage 20 65 15 0 100% There is 65% attrition rate in the organization. Question 10: Rank the following reasons for attribution rate. A) Good working environment B) Good compensation and bonus structure C) Quality of workforce D) All of the above
  44. 44. Options A B C D Total Responses 0 0 18 2 20 Percentage 0 0 90 10 100% 90% employees think Quality of workforce is major reason of attrition. Question 11: In Selection Process, do you think innovative techniques (likes stress level test, psychometrics test) should be adopted? Options Yes NO Total Responses 18 2 20 Percentage 90 10 100% 90% employees think innovative techniques (likes stress level test, psychometrics test) should be adopted.
  45. 45. Question 12: Is internal hiring helps in motivating the employees? Options Yes NO Total Responses 20 0 20 Percentage 100 0 100% 100% employees think that internal hiring motivates the employees to be more productive. Question 13: Is there any facility for absorbing the trainees in your organization? Options Yes NO Total Responses 20 0 20 Percentage 100 0 100% Yes there is a facility for absorbing the trainees in our organizations. Question 14: Do you have any system to calculate cost per recruitment? Options Yes NO Total Responses 18 2 20 Percentage 90 10 100%
  46. 46. Yes there is a system to calculate cost per recruitment. Question 15: Is there any provision for evaluation and control of recruitment process? Options Yes NO Total Responses 20 0 20 Percentage 100 0 100% Yes there are provision for evaluation and control of recruitment process. Question 16: You feel Branding of the organization contribute to the effective recruitment and selection Process because of, A) Good working environment B) Good compensation and bonus structure C) Quality of workforce D) All of the above Options A B C D Total Responses 3 0 0 17 20 Percentage 15 0 0 85 100%
  47. 47. Branding of the organization contribute to the effective recruitment and selection Process because of good working environment , good compensation and bonus structure and quality of workforce. Question 17: Does the organization provide any educational assistant? Options Yes NO Total Responses 13 7 20 Percentage 65 35 100% Yes 65% respondents think organization provides educational assistant. Question 18: In case if the contract which was sign by the employee at the time of the joining then, if company will take any legal action?
  48. 48. Options Yes NO Total Responses 16 4 20 Percentage 80 20 100% 80% of employees think that in case if the contract which was sign by the employee at the time of the joining then company will take any legal action. Question 19: Is there is any cases which can be exceptional from the contract? Options Yes NO Total Responses 16 4 20 Percentage 80 20 100% Yes there are cases which can be exceptional from the contract. Question 20: Should a company provide a Cab or Bus facility to its employees for 24/7 hours for better relationship with their employees?
  49. 49. Options Yes NO Total Responses 17 3 20 Percentage 85 15 100% Yes company provide a Cab or Bus facility to its employees for 24/7 hours for better relationship with their employees
  50. 50. FINDINGS After the data analysis and interpretation the findings are:  According to the Survey, Recruitment differs from company to company for each category.  According to the Survey, the company do utilize internet sites for the recruitment process and for finding the talent candidate  According to survey it is observed that the company are utilizing the job description in order to make screening process more efficient  The recruitment and selection process is decentralized
  51. 51. Conclusion Recruitment as being one of the major topic is required by most of the Organization. Hence the study helped in understanding the various aspects of recruitment and selection process. In the VIDECON the sources of Recruitment is effective, the internal Selection of the organization also in an economical means which also reduce costs, only after looking the efficiency of the existing employee towards the company and his sincerity that employee will be selected, in VIDEOCON the effective Selection process is adopted in the last 7 years. It can be retained as such. Also the employee of VIDEOCON are satisfied with the Recruitment and Selection Process. Also they are well aware about the various sources and methods of Recruitment and Selection.
  52. 52. Limitations of the study  The employees were busy with their daily schedule and it was very much difficult for them to give time.  Time and money was also an important constraint
  53. 53. Bibliography Books: 1. K Ashwathapa, (1997) Human Resource and personnel Management, 2. David A. DeCenzo, Fundamental of Human Resource Management 3. Research Methodology, Magazines: 1. India today 2. Business world Newspapers: 1. Times of India 2. The Hindustan times 3. The economic times. Reports: 1. Annual report of VIDEOCON 2015-2016 2. Annual report of VIDEOCON 2016-2017. Websites: 1. www.videocon.com 2. www.en.wikipedia.org 3. www.scribd.com
  54. 54. Questionaire Questionnaire Recruitment & Selection Process Name – Company’s name – B-71, Phase-VII, Industrial Focal Point, Mohali-160055 Department – Designation – Date- 18 /08/2017 Question 1: The hiring process helps in identifying the competence both visible (like Knowledge, Skill) and Hidden aspects (like behavioral, social role, Self Image, Trait)? Yes No Question 2: E-Recruitment (like portals, social websites) have become must to survive in the competitive market? Yes No Question 3: Is there any provision recruitment of summer trainees? Yes No Question 4: Is there any contract (bond) signed by employees while joining the organization? Yes No Question 5: Employer branding plays key role in more successful recruitment and retention of top talent? Yes No Question 6: Do you give special treatment to employees in order to give them comfortable work environment? Yes No Question 7: Corporate Social Responsibility can lead to attraction of employees towards the company?
  55. 55. Yes No Question 8: Does the developmental activity helps the management in identifying, analyzing, forecasting and planning changes needed in company’s HR area? Yes No Question 9: What is the attrition rate in the organization? A) 1% - 5% B) 5% - 10% C) 10% - 20% D) 20% to Above Question 10: Rank the following reasons for attribution rate. A) Insufficient Salary Package B) Because other colleagues leave C) Higher studies and other personal reasons D) Distance issue Question 11: In Selection Process, do you think innovative techniques (likes stress level test, psychometrics test) should b adopted? Yes No Question 12: Is internal hiring helps in motivating the employees? Yes No Question 13: Is there any facility for absorbing the trainees in your organization? Yes No Question 14: Do you have any system to calculate cost per recruitment? Yes No Question 15: Is there any provision for evaluation and control of recruitment process? Yes No
  56. 56. Question 16: You feel Branding of the organization contribute to the effective recruitment and selection Process because of, A) Good working environment B) Good compensation and bonus structure C) Quality of workforce D) All of the above Question 17: Does the organization provide any educational assistant? Yes No Question 18: In case if the contract which was sign by the employee at the time of the joining then, if company will take any legal action? Yes No Question 19: Is there is any cases which can be exceptional from to contract? Yes No Question 20: Should a company provide a Cab or Bus facility to its employees for 24/7 hours for better relationship with their employees? Yes No
  57. 57. Daily Diary Date Day Details of Works Done Learning Of the Day 15/06/2017 Thursday Interaction Interaction with All departments 16 to19/06/2017 Friday to Monday Observation Observing the interviews session & other sessions 20/06/2017 Tuesday Written Exam Coordinating the written exams 21/06/2017 Wednesday Yoga Day Organized this session For health tips. 22 to 26/06/2017 Thursday to Monday Updating Updating the old files on excel 27 to 01/07/2017 Tue to Saturday Group Discussion Coordinating the GD sessions 03 to 07/07/2017 Monday to Friday Interviews Coordinating the interviews 08/07/2017 Saturday Attending Workshop Learn about team building & how work together. 10 to 13/07/2017 Monday to Thursday Campus Recruitment Know about the campus recruitment 14 to 15/07/2017 Thursday to Saturday Calling Calling to candidates who shortlisted for next round 17/07/2017 Monday Blood camp How Organizing the Blood donation camp 18 to 19/07/2017 Tuesday to Wednesday Employee engagement How engage the employee. 20 to 22/07/2017 Thursday to Saturday Interviews Coordinating the interviews 24 to 26/07/2017 Monday to Wednesday ID card activation How to Active the ID card 27 to 29/07/2017 Thursday to Saturday Joining Help the candidate to fill the form of joining
  58. 58. 31/07/2017 Monday Exit Interview Know & observe– 01 to 05/08/2017 Monday to Saturday Project work Working on project work & other office activity 06/08/2017 Sunday Organizing Friendship Day How celebrate in corporate work 07/08/2017 Monday Rakshabandhan Organizing & Competition 08 to 12/08/2017 Tuesday to Saturday Questionnaire Distribution Analysis of questionnaire data 14/08/2017 Monday Interviews & GD & Written Exam Coordinating all the session 15/08/2017 Tuesday Independence day Participating & Organizing

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