analytical study of recruitment,selection,and employee orienation of rinder ltd

8/12/2019 Analytical Study of Recruitment,Selection,And Employee Orienation of Rinder Ltd

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Project Report on

“ANALYTICAL STUDY OF RECRUITMENT, SELECTION AND

EMPLOYEE ORIENTATION OF RINDER INDIA”

ForRINDER GROUP

By

Anurag Gupta

Under Guidance ofProf

Submitted to

University ofIn partia fulfillment of the requirment for the award of the

Deegree of

Master of Business Adminstration(MBA)

through

Collegename



2

Acknowledgement

For me these few lines of expressing my gratitude are the most important

section of my work, for if it wasn’t for the co-operation, affection and

friendliness of the people at, Rinder Ltd especially that of the HR

Department who whole-heartedly co-operated in the successful completion

of my project. Towards this I would like to extend my heartfelt thanks to the

management of Rinder Ltd. Mr. (Sr. vice president), Mr. (HR manager).

Special thanks are to my Institute Institute of Management,

Pune. Especially to Honorable Director Mr.& respected project guide Prof.

Also, I extend my thanks to all those who have directly or

indirectly helped me through their support and guidance in completing this

project.



3

INDEX

SR.NO. TOPICES PAGE N

1EXECUTIVE SUMMERY

5-6

2COMPANY PROFILE

7-14

3

OBJECTIVES OF STUDY

15-17

4RECRUITMENT,SELECTION &EMPLOYEE ORIENATION 18-32

5RESEARCH METHODOLOGY

33-34

6DATA ANALYSIS

35-48

7 FINDINGS 49-50

8CONCLUSION

53-54

9LIMITATION OF STUDY

55-56

10BIBILIOGRAPHY

57-58



4

TABLE NO TABLE TITLE PAGE NO

1Effectiveness of Recruitment process in

Rinder16

2 Sources of Recruitment 28

3 Criteria of Selection 30

4Method of Selection Process 31

5The which are conducted 33

6On which area judge candidate 34

7

Has a employee orientation programe help to

quickly setel down with workingenvironment

35

8Has Employee program increase moral

36

9Is it helps to reduced employee turnover 37

10

Has employee orientation program time

consuming38

11Employee orientation program help to

reduced startup cost39



6

1- INTRODUCTION



7

1. INTRODUCTION

For more than 50 years Rinder has been providing lighting solutions to the automotive

industry. Rinder Corporation is the leading Spanish manufacturer of automotive lighting

and signaling devices. Since 1997 it has been operating in India and now is established as

one of the leading automotive lighting manufacturers for two-wheelers and commercial

vehicles. At present Rinder is equipped with 3 state-of-the-art manufacturing facilities

located at Pune and Delhi (Bahadurgarh - 30 km from Delhi), which cater the

requirements of our domestic as well as overseas customers.

This project was carried out in Rinder Ltd Pune. The area of project was Recruitment,

selection and employee orientation of employee. The duration of my project was 60 days.

In which I came to know the various recruitment as well as selection process which refers

in Rinder along with also studied on new employee orientation policies of Rinder ltd.

Process of identifying and hiring best-qualified candidates (from within or outside of an

organization) for a job vacancy, in most timely and cost effective manner.

The activity for employing workers to fill vacancies or enrolling new member. In this

project we work on the study of recruitment and selection and employee orientation

process in Rinder and importance of employee orientation process.



8

Research methodology

Basically data was collected both form primary as well as secondary data

was also collected. A structured questionnaire method was used to collect

primary data. Secondary data was sourced from various staff member of

Rinder Ltd. Like HR executive of various department, senior HR manger

and the other management trainee. Data is analyzed with the help of

computer software EXCEL, to make graph.

Analysis

The analysis done on the basis of the data gathered is firstly sorted and

represented by the use of graphs as responses .There has been an attempt to

give the findings and suggestions as per the set objectives.



9

2- COMPANY PROFILE

For more than 50 years Rinder has been providing lighting solutions to the

automotive industry. .

Rinder Corporation is the leading Spanish manufacturer of automotive

lighting and signaling devices.

Since 1997 it has been operating in India and now is established as one of

the leading automotive lighting manufacturers for two-wheelers and

commercial vehicles.

At present Rinder is equipped with 3 state-of-the-art manufacturing facilities

located at Pune and Delhi (Bahadurgarh - 30 km from Delhi), which cater

the requirements of our domestic as well as overseas customers.

Vision:

It is the vision of the Rinder Corporation to acquire customer delight by

pursuing excellence and innovation through committed team work in thefield of automotive lighting and emerge as a global player.

Mission:

It is the Rinder Corporation's mission to design, manufacture and

commercialize products that satisfy the expectations, requirements and needs

of our customers by delivering sustainable value to the shareholders. At the



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same time we aim at encouraging our employees creativity, motivation, and

team spirit within a continuously improving environment, providing

fulfillment and prosperity to our employees and suppliers, being respectful

with the environment, and developing those areas where there is presence of

Rinder Corporation.

USP: Innovation & Technology

Rinder India is a pioneer in introducing innovative technologies such as the

commonly used HS1, H4 and H7 bulbs for 2-wheelers and 4 wheelers in

India. Rinder has also designed and introduced trapezoidal multifocalreflectors, projector lamps, LED blinkers, LED license lamps, LED lightguides for head lamps and tail lamps and is currently working on an

affordable design of LED Head lamps for Indian OEM motorcycle. Specialmention to Projector Lamps. Despite their small size, the Lux output (light

intensity) of these lamps is almost twice as much as the light of a traditional

lamp. All the design, development and manufacturing processes are carried

out in-house. Rinder manufacturing units are equipped with injectionmolding machines, surface treatment machines (painting, hard coating, basecoating & metalizing) & assembly process (sealing, welding etc.).

The Rinder Family

Rinder feels its most important asset is its human resources, which is

dynamic, flexible, and well qualified to take up any challenge. Therefore,

Rinder invests extensively in the training and development of its employees.We encourage their creative skills & motivate the staff in a continuously

improving work environment.



11

Rinder Group started its activity in 1952 by establishing the mother

company Rinder Industrial in Guernica (Basque Country), Spain. Since then

Rinder has become world leading company in designing and manufacturing

of lighting products for automotive application.

As a result of Rinders Group growth, Rinder Corporation was established in

September 2006. The aim was to create a central decision-making structure

in order to optimize the various synergies and the potentialities of the

companies of the Rinder Group

In order to be next to our customers and be more competitive, Rinder

Corporation has an ambitious expansion program all over the world



12

Rinder product and services

Rinder Corporation has a wide range of Products in Two Wheeler and Four

Wheeler lamp segments

Rinder manufactures headlights, tail lights, blinkers and other lamps for

leading brands like TVS, Bajaj, Kawasaki Ninja, Royal Enfield etc

Rinder also manufactures Headlights, back lights, Indicators and other lamps

for leading Four Wheeler brands such as Volvo Bus and Trucks, Mitsubishi,

Ashok Leyland, Swaraj Mazda, Nissan, Mahindra etc.

MANUFACTURING

Rinder India manufacturing includes in-house processes such as plastic

injection moulding, vaccum metalizing for reflectors, hard coating for headlight lenses, painting on Reflector & Lens, Ultrasonic Welding, Robotic

Sealing, Assembly etc. which are being extensively controlled to ensure a

high product quality. A rigorous audit is done periodically in order to verifythe processes.

Moulding

Rinder India is equipped with over 40 Injection Moulding machines, rangingfrom 60 T to 500 T capacities.

Assembly Rinder India has streamlined conveyorized systems for the Assembly ofComponents, following a proper sequence of operations. The assembly lines

are equipped with robotic sealing machines for Sealant Application, anUltrasonic Welding machine, Vibration Wielding and a Hot Plate Weldingmachine.



13

Base Coating

A process required for PPS, PP reflectors to charge the surface beforemetalizing.

Metalizing

This process is the heart of the illumination and the key of Rinder?s light

output performance. A layer of aluminum is deposited precisely on the

plastic reflectors with the help of European vacuum chambers for all kinds

of reflectors for headlamps, tail lamps and blinkers.

Hard Coating

As per regulation, we have the facility to cover the lens surface with a

uniform layer of silicon. This silicon layer enhances the wearing strength of

the lens by protecting it against scratches and hence provides a better

illumination for a longer period.

Quality

The objective of the quality function is to ensure the compliance of our

products, processes & quality management systems with the customer

specifications..

We are an ISO/TS 16949:2009 certified company & will also achieve ISO

140001 & OHSAS 18000 by Oct 2012



14

der management

RINDER AWARDS

Our Innovative designs of the product have played an important role ingetting their products acknowledge in the market which helped them in

getting several renowned awards.. Triumph-Daytona was awarded as'International Bike of the Year ' in 2006 and Pulsar DTS-I 220 CC was

awarded as ' Bike of the Year' in 2008.

Rinder has also won various awards from its Domestic as well as Overseas

customers for the quality products it supplies. Some of these awards are:

BAL TPM Award 2011

BAL Quality Gold Award 2011

Received Status of “Star Export House” from the Office of “The JointDirector General of Foreign Trade”

Board of Directors

Chairman : Ishaat Hussain

Managing Director : Sanjay Johri

Director : Nasser Munjee

: Ravi Kant

: N D Khurody

: N N Tata

: Jimmy Bilimoria

: S N Menon

: Nani Javeri



15

3- OBJECTIVES OF STUDY



16

OBJECTIVES OF STUDY

To study the process recruitment, selection and Employee orientation in

Rinder

To study the internal and external sources of recruitment in Rinder.

To study the purpose of employee orientation program & identifying

the various inputs that should go into any such program

To study the Nature & Importance of employee orientation programs

To know the employees opinion about the recruitment, selection as well

as employee orientation program



17

4-

5- MENT,SELECTION &EMPLOYEE ORIENATION



18

RECRUITMENT POLICY.

HR POLICY ON RECRUITMENT (Management staff)

1. Rinder is an equal opportunity employer. It is the policy of Rinder that all

decisions regarding selection and hiring of employees are made solely on

the basis of job-related criteria and merits and to recruit applicants who

are suitably qualified or trainable for employment, in accordance with pre-

determined job-related criteria. Every effort will be made to place new

employees in positions that best utilize their competencies and in which

they will be able to achieve both success on the job as well as personal

satisfaction and opportunities for growth.

Rinder will have an annual headcount plan for each division/function

which will be approved by the CMG. The draft annual headcount plan for

each division/department should be prepared and submitted to the CMG

by February 15 each year by the Business Group Head and the Division

Head, and for each department by the head of the function. This

headcount plan should be in consonance with the Strategic Business Plan

of the division/function. Vacancies should be filled up only as per the

approved annual Headcount Plan for the division/function. Since the

organization structure and manpower plans with numbers are approved

during the budgeting process, out-of-plan recruitment should be kept at

the bare minimum and will require the MD’s approval.

3. The minimum age for employment at Rinder is 18 years.



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4. Graduation in Engineering, Science, Commerce or Arts is the minimum

education qualification requirement for selection and appointment at

Rinder in the Management cadre. Depending on the requirements of a

position, post-graduate qualifications may also be a necessary criterion.

Diploma holders in engineering or air-conditioning and refrigeration (with

requisite nature and length of experience) may be acceptable qualification

for the M3,M4,M5 and M6 cadre and this will be based on the

requirements of each division.

5. Employment of all personnel is subject to receipt of satisfactory

references including those from previous employers for candidates having

previous work experience (except in case of campus recruitment).

6. All staff selected for employment at Rinder are required to undergo a pre-

employment medical examination before commencing employment. The

objective would be to obtain information on the health status of the

prospective employee in order to ensure that the prospective employee is

medically fit for performing the required job functions. The HR

department will issue an offer letter to the selected employee only after

receiving confirmation of medical fitness from the Company Doctor.

Details of the pre-employment medical examination are given in the

procedure.

7. Applicants previously employed with Rinder and who have re-applied

will be given favorable consideration, subject to their past work history

and performance being satisfactory. However, they will normally not be

re-hired unless approved by the concerned division/function head and the



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Vice President – Human Resources. In such cases, wherever feasible, the

candidate's earlier division/function head will be asked for a reference

regarding his/her performance and other aspects of employment, before

the re-hiring decision. An ex-employee's re-employment will be

considered as a fresh appointment commencing as of the new date of

employment. All re-hired employees, irrespective of the period of

separation, will be required to undergo a pre-employment medical

examination.

8. All recruitment must be initiated by the requisitioning division/function

through a formal request to the concerned HR Manager to hire an

employee. This request should include specifications. (Details are

mentioned in the procedure). The process of recruitment and selection

should be completed and the selected candidate given a written offer

within two months of notification of vacancy.

9. All vacancies will be advertised internally within all divisions and at all

locations to invite applications from within. Applications should be

forwarded to the concerned HR Manager through the head of that

division/function to which the applying employee belongs.

(Please refer Annexure 'B' for signing authorities for offer letters and

appointment letters).

11. All campus recruitment at Rinder will be centrally co-ordinate by the

DGM Talent Acquisition to present one common interface between the

company and various engineering colleges and management institutes



21

and to avoid duplication of efforts and costs. Each year, DGM Talent

Acquisition will seek requirements from divisions/functions and form

panels of interviewers from divisions. Campuses to be visited for

placements shall be decided by DGM Talent Acquisition in consultation

with the Divisional heads. Campus recruitment will be carried out as per

the plan developed and shared by DGM Talent Acquisition. Each

Business Group Head, in consultation with the VP-HR, will decide and

announce each year for his/her Business Group, the stipends to be paid

and the entry-level salary for Management Trainees and Management

probationers.

12. Outstation candidates will be reimbursed three-tier A/C rail fare (non-

Rajdhani) if they have applied for vacancies in M3 to M6 grades.

Candidates who have applied for M2, M1, SM grades and above would

be reimbursed Check-fares/Apex fares air travel.



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RECRUIMENT PROCESS

RECRUITMENT PROCESS IN RINDER LTD

EMPLOYEE

REQUISITION

JOB ANALYSISPERSONAL

PLANNING

RECRUITMENT

PLANNING

-Number

-Types

IDENTIFY JOB

VACCANCY

SEARCHING

-Consultancy

-Campus

STRATEGY

DEVELOPMENT.

-Where-How

-When

POTENTIAL

HIRE

SOURCING

APPLICATIONAPPLICANT

POOL

EVALUTION

AND

CONTROL

APPROVED

HEADCAUNT

TO

SELECTIONPROCESS



23

IDENTIFY VACCANCY

Identify the vacancy the word explains itself in which identify or find out the

vacancy in the organization for required position. Identify vacancy its one of

the important managerial as well as human resource department function.

Ultimately we can say that its first step towards the recruitment, selection

and further processes identify vacancy in the organization place potential

candidate to fill that vacant position in organization with the help of internal

and external sources of recruitment.

PERSONAL PLANNING

Personal planning its process which help to determine personal needs in the

future. Personal planning is the processes by which an organization ensure

that it has right number and kind of people at right place , at right time ,

capable of effectively and efficiently completing those task that will help

the organization achieve its overall objective. Personal planning translates

the organizations objectives and plans in to the number of workers needed to

meet those objectives. And its not possible without a clear cut planning of

the human resources.

JOB ANALYSIS

Job analysis its help determine the essential characteristics of a job in order

to produce a job specification. A job specification is a written statement of

the essential characteristics of a job including necessary qualifications,

duties, responsibilities and degree of authority of the job holder.

The purposes for which a job analysis is required in Rinder

To establish criteria for Recruitment and selection process



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APROVED HEADCAUNT

Vacancies should be filled up only as per the approved organization

structure and annual headcount plan(which specific

designation/grade/location for each position) of division/ department.

EMPLOYEE REQUISITION

All recruitment must be initiated by requisitioning division/department

through a formal request to the human resource department to hire an

employee. This communication must incorporate the following information

required to proceed recruitment and selection process.

Designation

Location

Grade

Reporting Relationship

Position supervised by the incumbent

Major responsibilities and Duties

Extent of travel that the job entails

SEARCHING

The searching method generally follows in Rinder through the

consultancies, they contact with consultancies and search the potential

applicant as per the job requirement in the organization. and if fresher

requirement is needed in Rinder then generally they prefer the

campus recruitment process. Because through campus recruitment

process organization get new talent.



25

STRATEGY DEVELOPMENT

This is also one of the essential function in recruitment process in this step

its help to get answer of how to where to find like location vise and the

second important question is how to find? which is the important question

for recruitment. How to look refer two sources of recruitment internal

recruitment and external recruitment. In Rinder also there are two sources of

the recruitment.

SOURCING OF APPLICATION

In Rinder refer the internal and external source of recruitment.

Internal source

An internal advertisement for vacancy must be displayed on the notice

board of all location and also trough Rinder board by email through the

internal advertisement should mention a brief job summary. And also desire

experience with Skills and Qualification. Internal advertisements are to

encourage growth from within and also to encourage job rotation and

location transfer. It also a boost to word of mouth publicity to get external

application directly.

The HR Department and/ or divisional Manager will evaluate the suitability

of potential internal candidates.

Internal source of recruitment



26

Promotion- The employees are promoted from one department to another

with more benefits and greater responsibility based on efficiency and

experience.

Transfer- The employees are transferred from one department to another

according to their efficiency and experience.

Demotion.- Demotion will according to performance of the employee.

The advantage of internal sources

- The time saving and economically too. No advertiertiement is

required to be

given for the job in external media. Cost of selection is Reduced.

- Its help to improve the moral and motivation Of employees of the

organization and to develop loyalty towards the organization and

sense of responsibility.

- To encourage the employee to work hard, sincerely and put sincere

efforts to get promotion.

- As the management has the better knowledge of the strength and

weakness of the employee, proper decisions can taken to promote or

to transfer or to demote, the chance of making wrong decision are

considerably reduced.

External source of Recruitment

External sources of recruitment have to be solicited from outside the

organization



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In Rinder , the Human resource Department will maintain an application

databank of all application that is received from time to time. If suitable

candidate are not identified from either of above sources, The HR manger

will initiated appropriate steps to sources candidates externally. Word of

mouth publicity will be initiated. The search process , whether through

headhunters, consultants and web based advertisement ,or news papers

advertisements etc. Will be decided by the HR Manager after doing a cost-

benefit analysis. The HR Manger will finalize the Advertisement or the

position write-up.

The external sources of recruitment

-Placement agencies (Consultancy)

Several private consultancy firms perform recruitment functions on behalf of

client companies by charging a fee. These Advertisements of the vacancy in

newspapers and journals are a widely used source of recruitment. The main

advantage of this method is that it has a wide reach

-Campus Recruitment

Various management institutes, engineering colleges,etc. are a good source

of external recruiting well qualified executives, engineers, They provide

facilities for campus interviews and placements. This source is known as

Campus Recruitment.

Advantage of external source of recruitment

- Its help to attract and introduced the new blood in the organization.

Makes the organization more dynamic through the inflow of

innovative ideas, fresh thinking, etc

- Best candidates can be selected. It offer wider scope for selection

employee as there is possibilities that large number of candidates.

with the requisite, qualification, and experiences may apply for the job



28

- This source proves to be more economical if experiences, well trained

candidates are required.

SELECTION PROCESS SELECTION PROCESS IN RINDER

- Employee Selection is the process of putting right men on right job. It

is a procedure of matching organizational requirements with the skills

and qualifications of people. Effective selection can be done only

when there is effective matching. By selecting best candidate for the

SCREENING

APPLICATION

INTERVIEW

REFARANCE CHECK

WRITEN TESTMEDICAL TEST

OFFER LETTER

APPOINMENT

LETTER



29

required job, the organization will get quality performance of

employees. Moreover, organization will face less of absenteeism and

employee turnover problems. By selecting right candidate for the

required job, organization will also save time and money. Proper

screening of candidates takes place during selection procedure. All the

potential candidates who apply for the given job are tested

SCREENING OF APPLICATION

The human resource department will normally assist in initial screening of

applications to determine if the applicant meets the requirement for the said position. The HR department will forward all screened application to the

respective division/ function head for review and assessment.

Interview

The interview is used to eliminate those candidates who do not meet the

minimum eligiblity criteria laid down by the organization. The skills,

academic and family background, competencies and interests of the

candidate are examined during preliminary interview. Preliminary

interviews are less

REFERANCE CHECK

Successful applicants should be informed in advance that their appointment

would be subject to satisfactory reports being received form their referees

and previous employer/s if any

It is imperative that at least two reference check are conducted on a

particular selected candidate. In the case of recruitment of senior

management position(SM & above), at least three reference check should be



30

conducted, of which one must be perfectly be a reference not given by the

candidate himself.

Reference check from a very important part of the recruitment process as

they provide pertinent information about a selected employee.

WRITEN TEST

Various written tests conducted during selection procedure are aptitude test,

intelligence test, reasoning test, personality test, etc. These tests are used to

objectively assess the potential candidate. They should not be biased.

MEDICAL AND FITNESSOF SELECTED CANDIDATESFollowing a decision to hire the applicant, a medical examination should be

arranged. This should be done as soon as possible after his selection is

finalized and telephonic reference checks have been conducted and cleared.

OFFER LETTER

The HR manger in consultation with requisitioning department will

formulate a salary and benefit package in line with the company’s policy

and grade and compensation structure. An offer letter must be given to a

selected candidates as soon as possible, after he/she has cleared the pre-

employment medical examination.

APPOINMENT LETTER -



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After offer letter accepted by the applicant then he is appointed by

giving a formal appointment letter

EMPLOYEE ORIENTATION

Induction is a process meant to help the new employee to settle down

quickly in to the job by becoming familiar with the people, the surrounding,

the job, the firm and the industry.

Employee orientation is the process of acquainting the new employee with

the existing culture and practices of the new organization.



32

Induction means introduction to the company as in the overall preview of

company its more in the form of presentations while orientation is the

practical overview of the company that is it includes introducing employee

do different people of the organization making him more familiar with every

one so that he get the idea that what kind of company he will be working for

generating a level of comfort within the organization.

EMPLOYEE ORIENATOIN PROCESS IN RINDER

The process of employee orientation at Rinder will be as per the following

induction checklist

MANAGER’S CHECKLIST OR NEW EMPLOYEE INDUCTION

The concerned HR manger or the location HR manger will be responsible

for inducting new entrants in to the company. Every new employee will be

inducted in to organization as per the comprehensive procedure outlined in

this induction check-list;

Before the employee arrives: Pre-arrival- before the date of joining:

The new employee orientation process begins before the employee comes to

work on the first day. Planning ahead for your new employee’s arrival will

allow you to spend productive time on the first day and also create good first

impression. So before the employee arrives,



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Have the seating place organized, i.e. the table (with empty drawers),

chair, stationary, diary, calendar, reminder board and telephone.

Make sure the employees work-space is clean and organized, Arrange

for PC with a LAN connection, if required.

Prepare an induction folder containing: a copy of the description, the

company’s organization chart ,the induction manual (only till such

times as the multi-media induction not develop) brochures on our

company its business, activates , its product and services, annual

reports, marketing material and newsletters that can give our new

team member an insight in to our company

Also include a writing pad, pens and other items of stationary,

necessary forms, department procedure manual and important

telephone numbers.

Plan interesting task for the employee’s first day and week after

induction.

Identify a staff member to act as a mentor for the first two month.

Mention about the new entrant and his/her date or joining to other

team members inform them what the person’s job will be. Request

your team members to welcome the new employee and encourage

their support.



34

The concerned HR manger will prepare an organization

announcement to be circulate the day the new recruit joins(for SM

and above or a corporate function where information to all is

important.

PURPOSES OF EMPLOYEE ORIENTATION IN RINDER ,LTD

1. To Reduce Startup-Costs

Proper orientation can help the employee get "up to speed" much

more quickly, thereby reducing the costs associated with learning the job.

2. To Reduce Anxiety

Any employee, when put into a new, strange situation, will

experience anxiety that can impede his or her ability to learn to do the job.

Proper orientation helps to reduce anxiety that results from entering into an

unknown situation, and helps provide guidelines for behavior and conduct,

so the employee doesn't have to experience the stress of guessing.



35

3. To Reduce Employee Turnover

Employee turnover increases as employees feel they are not valued, or

are put in positions where they can't possibly do their jobs. Orientation

shows that the organization values the employee, and help provide tools

necessary for succeeding in the job.

4. To Save Time For Supervisor & Co-Workers

Simply put, the better the initial orientation, the less likely supervisors and

co-workers will have to spend time teaching the employee.

5. To Develop Realistic Job Expectations, Positive Attitudes and Job

Satisfaction

It is important that employees learn early on what is expected of them, and

what to expect from others, in addition to learning about the values and

attitudes of the organization. While people can learn from experience, they

will make many mistakes that are unnecessary and potentially damaging



36

6- RESEARCH METHEDOLOGY

Research Methodology

The methods used in the completion of project were questionnaire cum

interview method. It is the process in which we can interview the person on

the basis of questions available. It is a time saving process like maximum

output with minimum input. The sources for collecting data were both



37

primary as well as secondary sources. Secondary data was sourced from

various staff members of Rinder ltd. Like HR executive of various

department, senior HR manger and the other management trainee.

Data is analyzed with the help of computer software EXCEL, to make

graph.

Data sources: Both primary & secondary data are taken into Consideration.

Primary data are data gathered from field for specific Research project.

ii) Research approach: I have mainly collected the primary data through

interview & few cases by observations.

iii) Research instrument: Questionnaire is used to collect most of the

Primary data.

SAMPLING:

Sample is the small group taken under consideration from the total group.

The small group represents the total group, in the project the segment which

was asked to study was part of employees in Rinder ltd.

Sampli ng unit : project was concentrated on employees as a sampling

unit

Sampling size : project consists of 15 respondents from Rinder Ltd.

o Sampli ng Technique : Survey, study Personal Interviews,

Observation, Predetermined set of questions



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7- DATA ANALYSIS



39

1. How effective is recruitment at Rinder limited?

a. Excellent b. Good c. Average d. Below average e. Poor

SR NO OPTIONS NO OF REPONSE PERCENTAGE

1 Excellent 4 26.662 Good 8 53.32

3 Average 3 20

4 bellow average 0 0

5 Poor 0 0

Total 15 100

Table 6.1



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ANALYSISIS

The near about 54% people said that Rinder recruitment is good.

2. Which of the following sources are being used

(reference to objective no 4)

for recruitment at Rinder ltd?

SR.NO SOURCES NO. OF RESPONSE

1 INTERNAL SOURCES2 A-Data bank 3

3 B-Promotion 3

4 C-Internal Transfer 2

5 EXTERNAL SOURCES

6 A-Campus 3

7 B-Consultancy 4

0

10

20

30

40

50

60

Excellent Good Average bellow average poor

1 2 3 4 5

4

8

30 0

26.66

53.32

20

0 0

NO O

PERC



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8 C-Advertisement 2

Total 15

Table 6.3

ANALYSIS

In Rinder almost the internal and external sources are being used near

about equally.

3. Do you hire people -

a. with right skills and experience

b. hire and then train them as per the needs

c. Both

SR. NO OPTION NO. OF RESPONSE PERCENTAGE

1 With right skills 9 60

No. of response

1 internal sources

2 A-Data Bank

3 B-Promotion

4 C-Internal Transfer

5 External Sources

6 A-Campus

7 B-consultancy

7 c-Advertiesment



42

2 Hire them and then trainas per the need

3 20

3 both 3 20

Total-15

Table6. 4

ANALYSIS

Here we found 60% people say that people with experience should be hired.

4. In selection process are there any tests conducted for the candidates?

(reference to objective no 1)

a. Yes b. No

0

10

20

30

40

50

60

With right skills Hire &and train them

as per need

Both

1 2 3

9

3 3

60

20 20No. of Respons

Percentage



43

Sr. No. OPTIONS No. OF RESPONSE PERCENTAGE

1 Yes 12 80

2 No 3 20

Total 15

Table 6.5

ANALYSIS

The maximum number of people said yes there is test conducted for therecruitment process.

0

10

20

30

40

50

60

70

80

No.OF RESPONSE PERCENTAGE

12

80

3

20

1 Yes

2 No



44

5. If yes, then which tests are conducted in this organization?(with the

reference no 3

a. Aptitude Test

b. Psychometric Test

c. Managerial ability

d. Technical test

Sr. No. OPTIONS No. OF RESPONSE PERCENTAG

1 Aptitude Tests 10 66.66

2 Psychometric Tests 0 0

3 Managerial Ability Tests 3 20

4 Technical test 2 13.33

Total 15

Table 6.6

ANALYSIS

0

10

20

30

40

50

60

70

Aptitude Tests Psychometric

Tests

Managerial

Ability Tests

Technical test

1 2 3 4

No. OF RE

PERCENTA



45

Out of 15 people 10 people said that generally they are conducted aptitude

test.

6. Which are the main areas you think where a person should be Judged?

a. creativity & imaginative skills

b. logical and critical thinking

c. strengths

d. roles for which they are most suited

Sr. No. OPTIONS No.OF

RESPONSEPERCENTAGE

1 Creativity 4 26

2 Logical & Critical Thinking 5 33

3 Strengths 4 26

4Roles for which they are

most suited2 13

Total 15

Table 6.7



46

ANALYSIS

We got feedback of people according to their perception.

7. Are this employee orientation program helpful to quickly settle down in

organization?

(With the reference objective no 3)

a. Yes b. No

Sr. No. OPTIONS NO.OF

RESPONSEPERCENTAGE

1 Yes 15 1002 No 0 0

Total 15

Table 6.9

0

5

10

15

20

25

30

35

creativity logical& critical

thinking

streinght Roles themost

playy are

1 2 3 4

4 5 42

26

33

26

13

no of Response

percentage



47

ANALYSIS

The 100% positive feedback we got.

8. Do you think these induction program help to increase employees moral?

a. Yes b. No

Sr. No. OPTIONS NO. OF

RESPONSEPERCENTAGE

1 Yes 15 100

2 No 0 0

Total 15

Table 6.10

0

10

20

30

40

50

60

70

80

90

100


15

100

0 0

1

2



48

ANALYSIS

Out of 15 all 15 said yes employee orientation program help to increasemoral of employee.

9. Do u think the employee orientation programs help to reduce employee

turnover ?

a. Yes

b. No

0

10

20

30

40

50

60

70

80

90

100


15

100

0 0

1 Yes

2 No



49

Sr. No. OPTIONS No.OF RESPONSE PERCENTAGE

1 Yes 8 53.33

2 No 7 46.66

Total 15

Table 6.11

ANALYSIS:

We got the feedback according to the persons perception regarding

employee orientation.

0

10

20

30

40

50

60


8

53.33

7

46.66

1 Ye

2 No



50

10. Is employee orientation programs are time consuming?

a. Yes

b. No

Sr. No. OPTIONS No. OF

RESPONSEPERCENTAGE

1 Yes 5 33.33

2 No 10 66.66

Total 15

Table 6.12

ANALYSIS

Out of 15 the maximum no of people said no its not time consuming.

0

10

20

30

40

50

60

70


5

33.33

10

66.66

1 Yes

2 No



51

11. Is the employee orientation programs are reduced start up cost?

a. Yes

b. b. No

Sr. No. OPTIONS No.OF RESPONSE PERCENTAGE

1 Yes 8 66.66

2 No 3 25

3 No Comments 1 8.33

Total 12

Table 6.13

ANALYSIS

Maximum no of employee says that yes its reduced start up cost.

0

10

20

30

40

50

60

70

Yes No No Comments

1 2 3

83 1

66.66

25

8.33

No.OF RESPONSE

PERCENTAGE



52

7-FINDING

FINDING

Rinder recruitment process are effective

(With the reference Question no.1 feedback)

It is found that proper selection process is followed.

Once find out potential candidates for required job the various test are

conducted during Various selection process. (with the reference of

Question no.4,5,6)

The internal and external sources are used for recruitment in Rinder.

(With the Reference of question no.2)

The employee orientation programs helps to the new employee quickly

settle down with job responsibilities as well as with working environment

((With the Reference of question no.7)

Employee orientation program help to increase moral and confidence of

the employee.

(With the Reference of question no.8)

Employee orientation program reduced startup cost and employee

turnover.



53

((With the Reference of question no.10,11)



54

8-CONCLUSION

During my training I have found out that the recruitment and

selection process play vital role in Rinder to find out best

candidate for the organization

Employee orientation programs are sometime time consuming as

well as cost consuming.

Employee orientation programs help to reduced employee

turnover.

RINDER follows their commitment

To ensure that every employee is treated with dignity and respect,

and in a fair, consistent and equitable manner

To create a stimulating, enabling and supportive work atmosphere

To aid and encourage employees in realizing their full potential

Employee orientation program are compulsory for the new

employees.



55

9- LIMITATION

Due to the large organization there is large number of employee

so it’s quite difficult to interact with maximum member of

department.

In Rinder Due to the Companies norms & regulations some of the

official data

Couldn’t be made available.

Many times the officers were so busy with their works so that

they couldn’t answer the queries



56

10- BIBLOGRAPHY



To find out the information Follow given websites:

www.Rinder.com

1 Jun 2013 to 10 Sep 2013

Daily 1 to 2 pm

www.google.com

1 Jun 2013 to 10 Sep 2013

10 to 5 pm

www.cthr.com

20 July 3pm to 5 pm

R eference Books

Human resource management & Personnel management

-By Aswathapa

15 June to 28 June

Page no.93-107

Managing Human Resources

- By R.S. Dwivedi

25 June

Page no.103 to 109

Human Resources Management: Managing People at work

http://www.voltas.com/


http://www.google.com/


http://www.cthr.com/





analytical study of recruitment,selection,and employee orienation of rinder ltd

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