project report on recruitment leena

8/6/2019 Project Report on Recruitment Leena

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OBJECTIVE OF THE STUDY

SCOPE OF THE STUDY

RESEARCH METHODOLOGY

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OBJECTIVE

1. To get awareness about the P.D, their work culture, employees commitment.

2. To critically analyze the functioning & the effectiveness of the recruitment &

selection.

3. To study the working environment in the company & to identify the problem

areas of improvement.

4. To analyze the employee satisfaction.

5. To study the long-run company growth & of the employee growth

SCOPE

Every industry is trying to strengthen the employer relationship. As it affects the work

culture ofMaya corporation HR system is agreed by the employees & is formulated

according to employees satisfaction.

This system should be implied so the organization & if not the employees would be

leaving the organization & it will remain a training institute because there is no

survival without the functioning of HR system.By going through this project one can easily know about the following things given

below:

What are the actual policies of the personnel policies of the personnel department

in this company?

Project can also help to know the company what are their loopholes?

Are these policies helpful in strengthening the employee & employer

relationship?

New recruits can easily understand the company policies & the packages given to

them by the company.

Therefore, HR system is very good & very much relevant an are going on for further

improvement in MAYA EXPORTS CORPORATION

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RESEARCH METHODOLOGY

Meaning of research

Research in common parlance refers to search for knowledge. Once can also

define research as a scientific & systematic search for pertinent informationon a specific topic. In fact, research is an art of scientific investigation.

Types of research

The basic types of research is as follows:

1. Descriptive VS. Analytical: Descriptive research includes survey &

fact finding enquires of different kinds. In analytical research, on the

other hand, the researcher has to use facts or information already

available, & analysis these to make a critical evaluation of the material.

2. Applied VS. Fundamental: Research can either be applied or

action research or fundamental to basic or pure research. Applied

research aims at finding a solution for an immediate problem facing a

society or an business organization where as fundamental research

mainly concerned with generalizations & with the formulation of the

theory.

3. Quantitative VS. Qualitative: Quantitative research is based on

the measurement of quantity or amount. It is applicable to phenomena

that can be expressed in terms of quantity. Qualitative research, on theother hand, is concerned with qualitative phenomena, i.e. phenomena.

4. Conceptual VS. Empirical: conceptual research is that related to

some ideas or theory. It is generally used by philosophers & thinkers to

develop new concept or to reinterpret existing one.

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5. some other types of researches: All other type of research are

variations of one or more of the above stated approaches, based on

either the purpose of research or the time required to accomplish

research, on the environment in which research is done or on the basis

of some other similar factors.

Data collection

Methods of data collection

The task of data collection begins after a research problem has been defined

and research design/plan chalked out while deciding about the method of

data collection to be used for the study, the researcher should keep in mind

two types of data viz., primary and secondary. But I have collected the data

through primary source.

COLLECTION OF PRIMARY DATA

We collect primary data either through observation or through direct communication

with respondents in one form or another or through personal interviews.

1. OBSERVATION METHOD: under the observation method, the information

is sought by the way of investigators own direct observation without asking

from the respondent.

2. INTERVIEW METHOD: the interview method of collecting data involves

presentation of oral-verbal stimuli and reply in terms of oral-verbal response.

it can be of two types:

a. Personal interview

b. Telephone interview

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Research Design

A research design is the arrangement of condition for collection & analysis of

data in manner that aims to combined relevance to the research purpose witheconomy in procedure.

As such the design includes an outline of what researcher will do from writing

the hypothesis & its operational implication to the final analysis of data. More

explicitly, the design decisions happen to be in respect of:

1. what is the study about?

2. why is the study being made?

3. where will the study be carried out?

4. what type of data is required data be found?

5. where can the required data are found?

6. what periods of time will the study includes?

7. what will be the sample design?

8. what techniques of data collection will be used?

9. How will be the data analyzed?

10. In what style will the report be prepared?

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PRIMARY OBJECTIVES:

The primary objectives of the project are as mentioned below:

1. Proper understanding & analysis of the Maya exports corporation.

2. To study the brand image of .Maya exports corporation.

3. Proper understanding of promotional tools prevailing in the company.

4. To suggest the ways to promote Maya exports corporation.

5. To know strength, weakness, opportunities & threat of Maya brand

image.

The ongoing section will discuss the research methodology adopted to arrive at and

achieve the stated objectives of the research . HR practices in organizationalperformances with special reference to the practices in the Maya, the study followed the

below the mentioned research approach

.

Research design descriptive- cum- analytical

Research approach- survey

Research instrument Questionnaire and Observation.

Method of contact- personal

Universe of the study universe of the study included the employees of Maya

Exports Corporation (250)

Survey population- 100

Sample size (50) Staff And Workers

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SOURCE OF DATA

PRIMARY DATA COLLECTION

For primary data collection

Case study method has been used which has used the semi-structured

interview schedule for betterprobing of facts.

They were open ended.

These were supplemented with appropriate probing questions to gain

further insights into the issues.

The interviewees were conducted with the manager of escorts.

SECONDARY DATA COLLECTION

The study has adopted document based data search using Secondary data. Both the

document based data & multi-source secondary data were used substantially.

The important data sources were:

Text books

Journals from various data bases.

Companies annual reports.

Maya- HR manual.

Maya related web-sites.

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RECRUITMENT

Recruitment is the process of attracting qualified applicants for a specific job. the

process begins when applications are brought in and ends when the same is finished.

the result is a pool of applicants, from where the appropriate candidate can be

selected.In simple words it mean, recruitment is the process of selecting the right kind

of person to suitable job.

DEFINITIONS

According to EDWIN B FLIPPO, "Recruitment is the process of searching for

prospective employees and stimulating and encouraging them to apply for jobs in

an organization."

Thus, recruitment enables the organization to select suitable employees for different

jobs. it is the most important function of the personnel department. It is concerned

with the discovery of the sources of manpower and tapping of these sources so that

the potential

employees are properly evaluated and the new employees are placed and inducted to

fill up the vacant position in the organization.

Recruitment aims at developing and maintaining adequate supply of labour force

according to the need of the organization.

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CHARACTERSTICS OF RECRUITMENT PROCESS

1. Therecruitment is the process of searching the candidates for employment and

stimulating them to apply for jobs in the organization

2. The basic purpose of recruitments is to create a talent pool of candidates to

enable the selection of best candidates for the organization, by attracting more and

more employees to apply in the organization

3. Recruitment is a positive process i.e. encouraging more and more employees to

apply

4. Recruitment is concerned with tapping the sources of human resources

5. There is no contract of recruitment established in recruitment

OBJECTIVE OF RECRUITMENT & SELECTION

1. To Assist the Organization to achieve its strategic goals through highly trained

workforce.

2. To encourage employees to be accountable for continuous learning and

provide knowledge and skills to improve their job performance.

3. To provide continuing professional and technical training to avoid knowledge

and skills obsolescence.

4. To increasing employees competency and hence competency of the

organization to benchmarked level.

5. To prepare employees with demonstrated potential for increased responsibility

in meeting future staffing requirements.

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SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment

processes from two kinds of sources: internal and external sources. The sources within

the organization itself (like transfer of employees from one department to other,

promotions) to fill a position are known as the internalsources of recruitment.

Recruitment candidates from all the other sources (like outsourcing agencies etc.) are

known as the external sources of the recruitment

INTERNAL SOURCES OF RECRUITMENT

Some Internal Sources Of Recruitments are given below:

1.TRANSFERS

The employees are transferred from one department to another according to their

efficiency and experience.

2.PROMOTIONS

The employees are promoted from one department to another with more benefits andgreater responsibility based on efficiency and experience.

3. Others are UPGRADING AND DEMOTION of present employees according to

their performance.

4. RETIRED AND RETRENCHED EMPLOYEES may also be recruited once

again in case of shortage of qualified personnel or increase in load of work.

Recruitment such people

save time and costs of the organizations as the people are already aware of the

organizational culture and the policies and procedures.

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5. The dependents and relatives ofDECEASED EMPLOYEES AND DISABLED

EMPLOYEES are also done by many companies so that the members of the family

do not become dependent on the mercy of others.

EXTERNAL SOURCES OF RECRUITMENT

1. PRESS ADVERTISEMENTS

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.

2. EDUCATIONAL INSTITUTES

Various management institutes, engineering colleges, medical Colleges etc. are a

good source of recruiting well qualified executives, engineers, medical staff etc.

They provide facilities for campus interviews and placements. This source is known

as Campus Recruitment.

3. PLACEMENT AGENCIES

Several private consultancy firms perform recruitment functions on behalf of client

companies by charging a fee. These agencies are particularly suitable for

recruitmentof executives and specialists. It is also known as RPO (Recruitment

Process Outsourcing)

4. EMPLOYMENT EXCHANGES

Government establishes public employment exchanges throughout the country. These

exchanges provide job information to job seekers and help employers in identifying

suitable candidates.

5. LABOUR CONTRACTORS

Manual workers can be recruited through contractors who maintain close contacts

with the sources of such workers. This source is used to recruit labour for

construction jobs.

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6. EMPLOYMENT EXCHANGES

Government establishes public employment exchanges throughout the country.

These exchanges provide job information to job seekers and help employers in

identifying suitable candidates.

7. UNSOLICITED APPLICANTS

Many job seekers visit the office of well-known companies on their own. Such

callers are considered nuisance to the daily work routine of the enterprise. But can

help in creating the talent pool or the database of the probable candidates for the

organization.

8. EMPLOYEE REFERRALS / RECOMMENDATIONS

Many organizations have structured system where the current employees of the

organization can refer their friends and relatives for some position in their

organization. Also, the office bearers of trade unions are often aware of the

suitability of candidates.Recruitment Management can inquire these leaders for

suitable jobs. In some organizations these are formal agreements to give priority in

recruitment to the candidates recommended by the trade union.

9. RECRUITMENT AT FACTORY GATE

Unskilled workers may be recruited at the factory gate these may be employed

whenever a permanent worker is absent. More efficient among these may be recruited

to fill permanent vacancies.

RECRUITMENT PROCESS

The recruitment and selection is the major function of the human resource department

and recruitment process is the first step towards creating the competitive strength and

the recruitment strategic advantage for the organizations. Recruitment process

involves a systematic procedure from sourcing the candidates to arranging and

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conducting the interviews and requires many resources and time. A general

recruitment process is as follows:

IDENTIFYING THE VACANCY:The recruitment process begins with the human resource department receiving

requisitions forrecruitmentfrom any department of the company. These contain:

Posts to be filled

Number of persons

Qualifications required

Preparing the job description and person specification.

Locating and developing the sources of required number and type of

employees (Advertising etc).

Short-listing and identifying the prospective employee with required

characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

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1. Identify vacancy

2. Prepare job description and person specification

3. Advertising the vacancy

4. Managing the response

5. Arrange interviews

6. Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e.

the final interviews and the decision making, conveying the decision and the

appointment formalities.

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FACTORS AFFECTING RECRUITMENT

The recruitment function of the organisation is affected and governed by a mix

of various internal and external forces. The internal forces or factors are the

factors that can be controlled by the organisation. And theexternal factors are

those factors which cannot be controlled by the organisation. The internal and

external forces affecting recruitmentfunction of an organisation are

RECRUITMENT FACTORS

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INTERNAL FACTORS AFFECTING RECRUITMENT

Internal factors or forces which affecting recruitmentand can be controlled by

the organisation are1.RECRUITMENT POLICY:

The recruitment policy of an organisation specifies the objectives of recruitment

and provides a framework for implementation of recruitment programme. It may

involve organizational system to be developed for implementing recruitment

programmes and procedures by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors

Government policies on reservations.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the gaps present in

the existing manpower of the organization. It also helps in determining the

number of employees to be recruited and what qualification they must

possess.

3. SIZE OF THE FIRM

size of the firm is an important factor in recruitment process.If the

organization is planning to increase its operations and expand its business, it

will think of hiring more personnel, which will handle its operations.

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4. COST

Recruitment incur cost to the employer, therefore, organizations try to employ

that source of recruitment which will bear a lower cost of recruitment to the

organization for each candidate.

5. GROWTH AND EXPANSION

organization will employ or think of employing more personnel if it is expanding

its operations, expand its business, it will think of hiring more personnel, which

will handle its operations.

EXTERNAL FACTORS AFFECTING RECRUITMENT

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an important

determinant in the recruitment process. If the company has a demand for more

professionals and there is limited supply in the The external factors which affecting

recruitmentare the forces which cannot be controlled by the organisation. The major

external market for the professionals demanded by the company, then the company

will have to depend upon internal sources by providing them special training and

development programs.

3. LABOUR MARKET

Employment conditions in the community where the organization is located

will influence the recruiting efforts of the organization. If there is surplus of

manpower at the time of recruitment, even informal attempts at the time ofrecruiting like notice boards display of the requisition or announcement in the

meeting etc will attract more than enough applicants.

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IMAGE / GOODWILL

Image of the employer can work as a potential constraint forrecruitment. An

organization with positive image and goodwill as an employer finds it easier to attract

and retain employees than an organization with negative image. Image of a company

is based on what organization does and affected by industry. For example finance was

taken up by fresher MBAs when many finance companies were coming up.

POLITICAL-SOCIAL- LEGAL ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and employment

have direct impact on recruitment practices. For example,Government of India has

introduced legislation for reservation in employment for scheduled castes, scheduled

tribes, physically handicapped etc. Also, trade unions play important role in

recruitment. This restricts management freedom to select those individuals who it

believes would be the best performers. If the candidate cant meet criteria stipulated

by the union but union regulations can restrict recruitment sources.

3. UNEMPLOYMENT RATE

One of the factors that influence the availability of applicants is the growth of

the economy (whether economy is growing or not and its rate). When the

company is not creating new jobs, there is often oversupply of qualified

labour which in turn leads to unemployment.

COMPETITORS

The recruitment policies of the competitors also effect the recruitment function of

the organisations. To face the competition, many a times the organisations have to

change their recruitment policies according to the policies being followed by the

competitors.

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IMPORTANCE AND PURPOSE OF RECRUITMENT

Determine the present and future requirements of the organization in

conjunction with its personnel planning and job analysis activities.

Increase the pool of job- candidates at minimum cost.

Help in increasing the success rate of the selection process by reducing the

number of under-qualified or over qualified applicants.

Help reduce the probability that job applicants ,once recruited and

selected,will leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition

of its workforce.

Being identifying and preparing potential job applicants who will beappropriate candidates.

MAYAS RECRUITMENT PROCEDURE

RECRUITMENT PROCESS

Recruitment is done as per the procedure lead down here under:

MANPOWER PLANNING

Each division/ production unit (PU) / department shall undertake annual

manpower planning every year

Manpower planning may be necessitated due to following reasons.

1. Separation resignation, termination, transfers etc.

2. Expansion/ re-organization.

3. Time bound jobs of temporary nature / leave vacancies.

4. retirement(premature/on attaining 58 years of age).

5. heavy maintenance or other emergencies.

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Every PU / department head will review and work out the manpower

requirements of his department/ PU in view of the companies business /

targets giving proper justification.

Respective employees relation department will ensure that the manpower ismade available as per the approved manpower

RECRUITMENT

Recruitment will be done from internal and external sources

INTERNAL- RECRUITMENT PROCESS

All internal resources will be explored to get the vacancies filled

through internal recruitment/ redeployment/ re-organization,

redeploying indirect workmen to direct manufacturing areas or through

transfers.

Plant employee relations department will administer the recruitment

process in consultation with the concerned department.

The decision of the management will be final in filling the vacancies

EXTERNAL RECRUITMENT PROCESS

Whenever it becomes necessary to recruit permanent workmen from a

external sources , the vacancies will be notified to the concerned

employment exchange and following measures can also be taken to fill

the vacancies.

Recruitment of employees referrals

Recruitment from open market. / Advertisement in newspaper and media.

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SELECTION PROCEDURE

The employee relation department will coordinate or organize and

administer the selection process for the permanent workmen in

consultation with the respective department / PU.

The employee relation department will get the prescribe application

form filled up by the candidate for procuring information about the

candidate.

Written test or practical will be conducted by employee relations

department and the candidate passing the test with the minimum cut

off marks shall be short listed for interviewee and final selection.

Employee relation department in consultation with the concerned

department will set dip interviewee committee consisting of ER head /

manager and department/PU head /manager.

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ENTRY LEVEL AND GRADE FIXATION

The new appointee will be placed in an appropriate grade decided on the basis

of his/her qualification, skill & experience.

The minimum entry level / grade in vogue at present in different areas of

work/staff functions are as under:

Category/Area Of

Work[Minimum]

Qualification Grade Starting

basic

Sanitation staff

mali/gardner

Matric E01 1,150

Helper Matric E01 1,150Peon Matric E03 1,250

Operator I.T.I E03 1,250

Operator I T.I with

apprenticeship

E04 1,300

Driver Metric( with valid

driving license)

E04 1,300

Clerical staff Graduate,

computer literate

E06 1,400

Clerical staff(experience)

Graduate,computer literate

and 1 year

experience

E07 1,450

Inspector/auditor I.T.I with

apprenticeship

E06 1,400

Draughtsman I.T.I with

apprenticeship

E07 1,450

Experienced candidates may be placed in higher grades or at higher basic on

the basis of prior service/ experienced and / or qualification

LETTER OF INTENT

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The selected candidate will be given an intent letter with prescribed details as

below:

Position for which selected

Expected date of joining

Trade and salary details. Advice for medical examination.

Details of the testimonials and other document to be submitted at the time of

joining

Acceptance by the selected candidates.

MEDICAL EXAMINATION

Candidates for regular employment before joining will be require to undego re-

employment examination by the companies medical officers or the doctors

nominated in this respect

TESTIMONIALS AND DOCUMENTS TO BE SUBMITTED AT THE

TIME OF JOINING

The selected candidate for regular employment will be required to submit the

following documents at the time of joining.

Educational qualification certificates(photocopies)

Experienced and clearance certificates from previous employer (if applicable)

Three recent coloured passport sized photographs,

Medical fitness certificate from companies doctor-in original.

Certificate in support of proof of age.

Character certificate/ service certificate from the previous employer.

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JOINING FORMALITIES TO BE COMPLETED BY THE

EMPLOYMENT UNITS OR EMPLOYEE RELATIONS

DEPARTMENT.

Personal particular form duly filled .

Joining report in original.

Allotment of employees identification number and cost centre

Create personal file for service record

Prepare checklist.

Prepare identity cum-punching card.

Issue temporary punching card for attendance recording.

Update the employees master information form

Enter name in the adult workers register and master-roll.

Provident funds form no. 13, if applicable.

Information form for entitlement of welfare / safety items.

ISSUE OF APPOINTMENT LETTER

On joining duty the employee will be issued an appointment letter by the

employee relation department.

The terms and conditions of employment shall be as per standard format ,

which may be suitably modify as demanded by circumstances.

All testimonials and documents along with the sign checklist must be on

file before issuing the appointment letter.

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INDUCTION PROGRAMME

All new joiners will undergo an induction programme for one day soon after

joining in order to familiarize them with the companies history product, personal policies,

work systems, organizational rules and regulations, values and culture, vision and

mission, safety and general behavior expected from the workmen

Induction programme shall be done by employees relations department in

consultation and involvement of concerned department/other department.

Induction programme will consist of class room session for half a day and

plant visit of half day.

PROBATION

Probation means a workman who is provisionally empl0oyed on trial to fill

vacancies in a permanent post and has not been conformed as permanent.

Ordinally the period of probation shall be six months, but it can be extended

by another period of three months at a time at the sole discretion of the

management.

A workman shall continue top be on probation till conformed in writing by the

management. Services of a probationer can be terminated without assigning

any reason or notice at any time during the probationary period.

If a permanent workman is employed on probation in anew post or a

vacancies and his work during such probation is not found satisfactory, he

may at any time during the probationary period be reverted to his previous

permanent post

CONFORMATION

A department shall evaluate a probationer for conformation through an

assessment form. The employee shall be treated as co0nformed only after

the issuance of a written order in this regard.

Respective employee relation departmentwill ensure that necessary

information is sent to all other department agencies for different

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administrative purpose about his conformation and a record of such

communication is maintained.

CHANGE OF ADDRESS / PARTICULARS

It will be obligatory on the part of permanent employee to communicate immidately

upon the change of any particular relating to family education, address, permanent, or

present telephone number, if any other changes in the information already provided

by him at the time of employment in his personal particular form.

CLASSIFICATION OF WORKMAN

Classification of workman as per the certified standing orders are as under:

1. permanent

2. probationer

3. substitute

4. temporary

5. casual

6. apprentice/trainee.

HIRING OF TEMPORARY/CASUAL WORKMAN

the objective of hiring of casual and temporary workman is to fill up a

vacancies created by absentees of a temporary requirement for a short period .

the required manpower duly approved by the sanctioning authority should

reach employee relation department atleast seven days in advance.

QUALIFICATIONS

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Category Qualification

Unskilled Matric

Semi-skilled I.T.I/or relevant experience

The above are only guidelines. However based on the nature of jobs and urgency the

management can relax the qualification if a candidate has enough experience to carry

out the job independently.

DOCUMENTS REQUIRED

Bio-data

Proof of date of birth.

2 passport size photographs & 2 post card size group photographs of family

members.

Copies of qualification/experience.

PROCEDURE FOR SELECTION

The application form made available t the gate Shall be filled by the

candidates and handed over at the gate itself along with the copies of

document mentioned above.

The concerned department head shall depute his o9icer for interviewee on

technical aspects along with the officers of the employees relations

department.

JOINING FORMALITIES

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After the completion of statuary formalities the employee relations department

will issue casual or temporary check-list. This check will be retained by the

individual during the period of his service and , can also be used as an identity

card.

INDUCTION OF CASUAL EMPLOYEES

Training section will arrange a two-hour induction to cover mainly safe

working conditions, rules and regulations and the facility available

programme.

ATTENDANCE

The employee relation department will issue the attendance card to casual or

temporary workman for marking of attendance, however for the purpose of

verification of the physical presence of concerned workman, the shop supervisor will

mark attendance in first half and second half.

STATUARY COMPLIANCE

It will be the sol responsibility of the concerned employee relations department to

ensure that the minimum rates of wages are paid to the temporary / casual workman

as fixed by the state govt. of Haryana and revised from time to time under minimum

wages act.

All precautions will be taken to ensure that all statuary obligations are taken care of

such as the payment of wages/ provisions of facility of legal formalities with regard to

employment of casual / temporary workers.

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COMPANY PROFILE

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We like to introduce ourselves as a leading garment manufacturing and exporting

company based in New Delhi, India.

Our company was formed in 1973. Since then we have worked directly with chain of

shops, departmental stores and catalogue houses of Europe. We deal in both Knitted

and Woven garments. We make garments for Young Ladies, Juniors, Kids & Men.

We are oldest and the biggest suppliers from India to M/s. H&M since the last 36

years. Some of our other customers are M/s. Kiabi, M/s. Pimkie, M/s. 3Suisses, M/s.

Vero Moda, M/s. Lindex, M/s. Jane Norman, M/s. Orsay, M/s New Look & M/s

Charles Voegele.

We have an annual production capacity to manufacture 72,00,000 Pcs (wovens +

knitted) on 1500 Sewing Machines), in our state of the art production units. We

have 1 corporate office & 3 production units with modern production facilities like

CAD, fabric inspection machines, Overlocks with lint collector, computer

embroidery machines, perk washing machines, thread trimming machines, heat

transfer printing machine, colour cad etc . Our entire production is done in an

assembly line starting from cutting to packing. The production floor is organised in

such a manner that the garment does not leave the line for any purpose, the garment

starts at one end and is packed at the other end. All production floors have verypleasant working conditions and the temperature is controlled by a HVAC system.

We have a highly professional team starting from General Manager level to the

lower levels. All orders are, handled in a professional pre-planned and highly

organised manner. This is done with the help of ERP software through backward

planning charts, T & A calendars daily and weekly reports etc.

We have an independent quality control department headed by a Q.A Manager.

This team is directly reportable to me. At fabric stage, fabric is checked by 4 point

system and at garment stage regular inspections are done at AQL 2.5 level.

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All our factories are compliant from Social and Environmental point. We have a

independent compliance team headed by a senior compliance manager who

ensures that all the requirements of our buyers are in place. This team is also

responsible to build culture down the line through regular meetings with factory and

departmental heads and also through regular classes and lectures. We meet SA 8000

and ISO 9001 norms.

We have a team offree lance designers based in London and Paris and also we have

a design studio in Delhi having a team of 3 designers headed by a Senior Designer.

These Designers feed us regularly with up-coming trends and enable us to show

collections to our buyers round the year.

We are a financially sound company. Our turnover last year was $ 13 Million and

we are targeting to do a turnover of $ 16 million this year.

We are very keen to start business with your esteemed organisation. We assure you

that once given an opportunity we shall leave no stone unturned in providing you with

excellent service and quality goods.

STRENGTHS

DESIGNING

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WGSN / Premier Vision / Tex World

2 Free Lance Designers in London

3 Designers in Delhi

Round the year collection making

Market shopping Europe

Local market Regular fabric & trims sourcing

MARKETING

Round the year picture presentation

Visit Europe 6 8 times a year

PLANNED ORDER BOOKING & CAPACITY UTILISATION

Prices are quoted along with capacity booking by the planning department

Sell only 95% of our capacity

MERCHANDISING

Highly organized teams

SOP

In-depth analysis & control

Order foundation meeting

Wash standardization

Yellow sheet

Organised order handling / filing

FABRIC & TRIM SOURCING

Sourcing fabric & trims from direct manufacturers

Sourcing from organised & quality manufacturers

Purchasing at low prices, buying cash

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Fabric teams placed all over the country for efficient co-ordination of fabric

production & on the spot approvals

Trim sourcing China

LOW COST & HIGHLY EFFICIENT PRODUCTION Engineering department from Inquiry stage

Parallel sampling

Controlled overheads

Strict control on cost of production

Modern techniques of production

Strict control on wastages

QUALITY PRODUCTION

Independent quality control department

Self reliant for many buyers

COMPLIANT FACTORIES

H&M approved

George approved

BSCI approved

ON TIME SHIPMENTS

99% shipments on time

SATISFIED CUSTOMERS

We are key suppliers to our customers.

All are extremely satisfied with our performance & like to grow their business

with us.

Good growth chart

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COMPANYS VALUES

EMPLOYEES

PAYMENT AS PER LAW

ON TIME PAYMENT

AUTHOURITY WITH RESPONSIBILITY

CLEAR CUT DEFINED

DEFINED RESPONSIBILITIES

B.) SUPPLIERS

LONG TERM RELATIONSHIP

ON TIME PAYMENT

ETHICAL VALUES

METRIX SYSTEM

VENDOR EVALUATION SYSTEM

C.)ENVOIRNMENT

MSDS FOR ALL CHEMICALS / DETERGENTS IN USE.

WATER TREATMENT PLANT

ORGANIC COTTON

ENCOURAGE ALL SUBCONTRACTORS DYES/PRINTERS TO

BE FRIENDLY TOWARDS ENVOIRNMENT

NOISELESS GENERATORS

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KEY CUSTOMERS

M/S HENNES & MAURITZ SWEDEN, NORWAY, DENMARK

NETHERLANDS, ENGLAND,SWITZERLAND, GERMANY,

BELGIUM, AUSTRIA, FINLAND

FRANCE, U.S.A, SPAIN, POLAND,

CZECH REPUBLIC, CANADA

&TO THEIR MAIL ORDER

COMPANY CALLED ROWELLS.

M/S GEORGE UK

M/S VEROMODA DENMARK

M/S LINDEX SWEDEN

M/S ORSAY GERMANY

M/S PIMKIE ITALY / FRANCE / GERMANY

M/S KIABI FRANCE

M/S SEPPALA FINLAND

M/S 3SUISSES FRANCE

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M/S CUBUS NORWAY

M/S BONAPARTE DENMARK

M/S AHLENS SWEDEN

M/S JANE NORMAN UK

M/S NEW LOOK UK

M/S FRANSA DENMARK / NORWAY

M/S CHARLES VOEGELE SWITZERLAND

M/S RABALDER SWEDEN

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PRODUCT RANGE

(WOVEN & KNITS)

A) WOMENS DRESSES, BLOUSES, SHIRTS, SPORTS T-

SHIRTS, PULL OVER & NIGHT WEAR.

B) JUNIOR BLOUSES, SHIRTS, T-SHIRTS, VESTS, & DRESSES.

C) CHILDREN DRESSES, SKIRTS, T-SHIRTS PINAFORE,

ROMPERS & JUMP SUITES.

SPECIALISED IN

A) EMBROIDERY :- COMPUTRIZED, MACHINE,

HAND, APPLIQUE & PATCHWORK.

B) WOVENS & KNITS :- YARN DYES, PRINTS & SOLID

C) WASHES :- VINTAGE (PEACH), SILICON,

ENZYME, BLEACH, ACID &

CAUSTIC

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HUMAN RESOURCES

A.) MAN POWER

MANAGERS - 15 PERSONS

QUALITY CONTROLLERS 20 PERSONS

PATTERN MASTERS - 04 PERSONS

CUTTING MASTERS - 07 PERSONS

PRODUCTION - 1600 PERSONS

FINISHING - 25 PERSONS

PACKING - 20 PERSONS

SAMPLING & MERCHANDISING - 60 PERSONS

TOTAL NUMBER OF EMPLOYEES - 1750 PERSONS

B.) PRODUCTION STRUCTURE

PATTERN MAKING

CUTTING

EMBROIDERY

STITCHING

BUTTONING

IRONING

FINISHING

PACKING

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MINIMUM QUANTITIES - 2000 PCs FOR SOLID &

WOVEN

FABRICS 3500 MTRS FOR SCREEN PRINT, 6000 MTRS FOR ROTARY

PRINT WITH MINIMUM 3000 MTRS. PER COLOUR

LEAD TIME - WOVEN - 11 TO 14 WEEKS

KNIT - 10 TO 12 WEEKS

YEARS IN BUSSINESS - 37 YEARS

WORKING HOURS OF - 09 : 00 HRS TO 17:30 HRS

FACTORY (Monday to Saturday)

PAYMENT OF EMPLOYEE - MONTHLY (Salary Basis)

PRODUCTION CAPACIT - 72,00,000PCS

(ANNUALLY) (WOVENS & KNITS)

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PRODUCTION LINE

FINISHING

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,

CAD ROOM

COMPUTERIZED EMBROIDERY MACHINE

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Q1: RECRUITMENT IS MADE ACC. TO IMMEDIATE NEED?

TABLE- 4.1

Response No. of response

Agree 24

Disagreed 6

Moderate agree 20

Figure 4.1

INTERPRETATION:- 54% of the responses are in favour of that

recruitment is made acc. to immediate need. 32% of the people are moderately

agreed and 14% of the people were disagreed.

44

NO.OF RESPONSES

54%32%

14%

AGREE

MODERATELY AGREE

disagreed


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Q2: PRINCIPLE OF RIGHT MAN AT RIGHT JOB IS STRICTLY

FOLLOWED?

Table 4.2

Figure 4.2

INTERPRETATION :-60 % of the people agree thatprinciple of right man

atright job is strictly followed And 40% of the people disagree that it is not followed..

Responses No. of responses

Yes 30

No

20

45

no. of responses

60%

40%yes

no


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Q 3. IS THERE ANY WELL DEFINED RECRUITMENT

POLICY?

Table 4.3

RESPONSES NO.OF RESPONSES

Agree 30

Moderately agree 12

Neutral 8

Figure 4.3

INTERPRETATION:- 60% responses are in favour ofWell Defined

Recruitment Policy of the Maya exports corporation. 24% people are

moderately agreed and 16% of people havent said anything regarding this.

Q4.WHICH ARE THE PARAMETERS ON WHICH

CANDIDATES ARE EVALUATED?

46

NO.OF RESPONSES

60%24%

16% AGREE

MODERATELY

AGREE

NEUTRAL


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Table 4.4

Parameters No. of responses

Skill 25

Experience 19

Training 6

Figure 4.4

INTERPRETATION:-Most of the candidates are evaluated on the basis of

skill., few candidates are evaluated on the basis of e candidates are evaluated on

the basis of training. Hence it shows Maya Exports Corporation evaluated their

candidates more on the basis of skill.

Q 5: IS THERE ANY PARTICIPATION BY THE MANAGER IN

PLANNING AND RECRUITMENT?

Table 4.5

47

no. of responses

25

19

6

0

5

10

15

20

25

30

skills experience training

no. of responses


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RESPONSES NO.OF RESPONSES

Agree 28

Moderately agree 12

Neutral 10

Figure 4.5

INTERPRETATION:-, most of the people said that manager participates in

planning and recruitment ,few people said that manager sometimes participate

and somepeople havent said anything.

Q6: IS INTENRAL OR EXTERNAL SOURCE OF RECRUITMENT

SELECTED BY YOUR COMPANY?

Table 4.6

48

NO.OF RESPONSES

28

128

05

1015202530

AGREE

MODERATE

LYAGREE

NEUTRAL

NO.OF RESPONSES


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SOURCES No. of responses

INTERNAL 30

EXTERNAL 20

Figure 4.6

INTERPRETATION:- 60% of the recruitment is done internally with in the

organization and 40% of the recruitment is done externally outside the

organsation

Q 7: ARE YOU AWARE OF THE RECRUITMENT POLICIES?

Table 4.7

49

no. of responses

60%

40%

INTERNAL

EXTERNAL


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AWARENESS No. of responses

YES 30

NO 20

Figure 4.7

INTERPRETATION:- 80% of the people were in favour of the awareness

about recruitment policies and they were strongly agreed for this. And 20%

were disagreed regarding awareness about recruitment policies.

Response chart

Yes , 80%

No, 20% ,

YesNo

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Q8: ANY FEEDBACK TAKEN?

Table-4.8

FEEDBACK

17

30

2

4

6

8

10

12

14

16

18

YES NO

RESPONSE

NOO

FEMPLOYEE

S

Figure 4.8

INTERPRETATION: , Is Taken From The Yes Feedback Trainee After The

Training Is Over Terms Like Whether They Like The Training, Which They

Had Undergone, Was The Sufficient Enough To Make Them And Competitive

To Go With? .If Not Then What Can Be Done Which Make It Easy And Handy

To Understand.

Q9:DOES YOUR COMPANY MAINTAIN RECRUITMENT &

SELECTION RECORDS?

FEEDBACK RESPONSE

YES 17NO 3

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Table 4.9

RESPONSE PERCENTAGE

YES 85

NO 10

CANT SAY 5

Yes

NoCan't say

Yes

No

Can't say

Figure 4.9

INTERPRETATION:,- were As per my observation most of the people

strongly satisfied that recruitment and selection records are properly

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maintained. Few people said that records are not maintained and some said

cant say.

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RECOMMENDATIONS

Candidate must be recruited on the basis of equally skills ,experience and

knowledge.

Company properly follows the policy of right man at right job without any

bias.

All the records must be appropriately maintained for recruitment process.

Candidates must be selected from both internal as well as external source.

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LIMITATION OF THE STUDY

The following limitations faced by me during the study of my project as :-

1. Unavailability of proper material

2. Lack of guidance

3. Organization Restrictions

4. Lack of Responsiveness by the employees towards the Questionnaire

5. Time Limitation

1. UNAVAILABILITY OF PROPER MATERIAL

The lack of proper material was also a limitation when developing the report.

There was not adequate availability of material in developing the report. Some of

the material available was not too relevant. The material available was not

sufficient. The library was not able to provide the best material

2. LACK OF GUIDANCE

There was lack of guidance at some of the stages when preparing the report. The

supervisors some times were not able to give proper guidance because of his own

job responsibilities. So it was a little lack of guidance.

3. ORGANISATIONAL RESTRICTIONS

There were restrictions clear on the supervisors and on the respondents to very

much all the policy and process of the recruitment and selection process

organization is authorized to disclose all the policies it is because of some certain

principles made by the top management of the organization.

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4. LACK OF RESPONSIVENESS BY THE EMPLOYEES TOWARDS THE

QUESTIONNAIRE

There was lack of responsiveness by the employees towards the Questionnaire.

Some of them were not able to provide the responses in a right way .some of them

were not able to give the best response. Some of them dont seem to be much

serious about full filling the questionnaire.

5. TIME LIMITATION

The time was a limitation during the completion of the report. the time was not

enough to cover all the points about the topic . Also it was a tough job to

understand all training policy in this short period. it brings the eagerness in

completion of the report.

The time raises a big difficulty in the preparation of the report. This time

limitation enables to better understanding the policies of company

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CONCLUSION OF THE STUDY

Learning at Maya was very good experience for me. We got practical knowledge

which we dont have. Their rules and regulations are known to us. Maya H.R

manager is very cooperative with me and also their staff members. Its wonderful

experience for me to be a trainee of Maya. It will be easier now to understand the

things in reality.

My training in the hr dept. allowed me to learn the finer points of recruitment process.

After the adequacy study & visits I have reached certain edge, which are summed up

in various headings can be pointed out as follows:

The organization has got a proper system for every recruitment activity.

Recruitment system of Maya is outstanding.

The methods of recruitment are also very outstanding.

Internal l sources of recruitment boosts up the morale of the employees.

Maya recruitment function is receiving large no. of applications to make

selection from.

In the company it is a positive process as more and more candidates are

induced to apply for the job.

It has been a very memorable experience throughout, which no doubt will

immensely help me in attaining my goals.

.

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BIBLIOGRAPHY

BOOKS

1. Dazzler G. , Human Resource Management:,, Pearson education, 9th

Edition(2009)

2. Gomez-Mejia L.R., Balk in D.B., Cardy R.L. , Managing Human

Resources: , Pearson Education, Prentice Hall of India 3rd edition (2000)

3. Kothari C.R. Methods & Techniques Pearson education , second edition.

(1990)

4. Rao T.V. , Readings in HRD Oxford & IBH Publishing Co. Pvt. Ltd.,

New Delhi, 4th edition (2001)

WEB SITE

1. www.ecel.com

2. www.maya corp. pvt ltd.com/_assets/5568

59
http://www.maya/http://www.maya/


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ANNEXURE

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QUESTIONNARIE

Q1: RECRUITMENT IS MADE ACC. TO IMMIDIATE NEED? Agree

Moderately agree

Neutral

Q2: PRINCIPLE OF RIGHT MAN AT RIGHT JOB IS STRICTLY

FOLLOWED?

Yes

No

Q 3. IS THERE ANY WELL DEFINED RECRUITMENT

POLICY?

Agree

Moderately agree

Neutral

Q4.WHICH ARE THE PARAMETERS ON WHICH CANDIDATES

ARE EVALUATED?

Skills

Experience

Knowledge

Q 5: IS THERE ANY PARTICIPATION BY THE MANAGER IN

PLANNING AND RECRUITMENT?

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Agree

Moderately agree

Neutral

Q 6:IS

INTERNAL OR EXTERNAL SOURCE OF

RECRUITMENT IS SELECTED BY YOUR COMPANY?

Internal

External

Q 7: ARE YOU AWARE OF THE RECRUITMENT POLICIES?

Yes

No

Q8: ANY FEEDBACK TAKEN?

Yes

No

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project report on recruitment leena

Documents