SUMMER TRAINING REPORT

ON

“RECRUITMENT & SELECTION”

LUMINOUS POWER TECHNOLOGIES PVT. LTD. GAGRET

SUBMITTED IN PARTIAL FULFILLMENT FOR AWARD OF

DEGREE

In

MASTERS OF BUSINESS ADMINISTRATION

(2018-20)

By
AMIT KUMAR
18MBA0209

MBA DEPARTMENT
GOVT.P.G. COLLEGE, UNA
(HIMACHAL PRADESH)
OCT, 2019
 ACKNOWLEDGEMENT

No management study is complete without practical experience. Being an MBA student I know
that creativity and practice both are essential element of management.

We would like to pay my sincere thanks to Mr. PARDEEP KUMAR for providing me a golden
chance to undergo summer training for gaining practical knowledge. We express our sincere
thanks to HR department team, who has given us a chance to get summer training at
LUMINOUS POWER TECHNOLOGIES. We are highly thankful to him for allowing me to
work at very interesting project. We express our sincere thanks to Mr. PARDEEP KUMAR for
their sympatric understanding and valuable cooperation. We are highly thankful to all the staff
members of HR department for providing their support and cooperation.

And I am heartily thanking my project report in-charge. MS. SHAMLI SHARMA, faculty
GOVT. P.G. COLLEGE UNA. Whose encouragement, guidance and support from the initial to
the final level enabled me to develop an understanding of the subject. I am grateful for Madam’s
contribution towards the executive of my project.

ii
 CERTIFICATE FROM THE CANDIDATE

I, AMIT KUMAR student of MBA (3RD Semester) Roll No. 18MBA0209 do hereby certify that
the Summer Training Report titled RECRUITMENT & SELECTION is a bonafide work
carried out by me.

Signature of the candidate:………………

Name: AMIT KUMAR

GOVT. P.G. COLLEGE Una (H.P)

Univ. Roll No. 18MBA0209

DATE: _____________

PLACE: __________

iii
 CERTIFICATE FROM THE GUIDE

This is to certify that the Summer Training Report work titled “RECRUITMENT &
SELECTION” is a bonafide work carried out by AMIT KUMAR in “LUMINOUS
POWER TECHNOLOGIES, GAGRET” University Roll No. 18MBA0209 a candidate
for the MBA 3rd Semester examination of the MBA Department, Govt. P.G College,
UNA (Himachal Pradesh) under my guidance and direction.

SIGNATURE OF GUIDE

_______________________

MS. SHAMLI SHARMA

ASSISTANT PROFESSOR
GOVT. P.G.COLLEGE, UNA

DATE:____________

PLACE:___________

iv
 DECLARATION

I hereby declare that the project work entitled “RECRUITMENT & SELECTION” submitted
to the HPTU, is a record of an original work done by me under the guidance of MS. SHAMLI
SHARMA (Assistant Professor).

This project is submitted in the partial fulfillment of the requirements for the award of the degree
of Master of Business Administration. The results embodied in this thesis have not been
submitted to any other University or institute for the award of any degree or diploma.

AMIT KUMAR

PREFACE

v
As a part of the partial fulfillment of the MBA programmer at GOVT P.G. COLLEGE UNA
(HP). Summer training was undertaken with the company LUMINOUS POWER
TECHNOLOGIES GAGRET.

The project is specially designed to understand the subject matter of RECRUITMENT &
SELECTION of the company. Project gives us information and report about company inventory
management. Throughout the project focus has been on presenting information and comments in
easy and intelligible manner.

The purpose of the training was to have practical experience of working in an organization and to
have exposure to the various management practices in the field of finance.

This project is very useful for those who want to know about company and recruitment &
Selection of the company.

CONTENTS

vi
CHAPTER TITLE PAGE NO.

CHAPTER 1 INTRODUCTION OF TOPIC 1 – 14

CHAPTER 2 INTRODUCTION OF THE COMPANY 15 – 22

CHAPTER 3 RESEARCH METHODOLOGY 23 – 27

CHAPTER 4 DATA ANALYSIS AND INTERPRETATION 28 – 39

CHAPTER 5 FINDINGS 40 – 41

CHAPTER 6 CONCLUSION 42 – 43

CHAPTRE 7 LIMITATIONS 44 – 45

BIBLIOGRAPHY 46 – 47

REFERENCES

vii
 CHAPTER -1

INTRODUCTION OF TOPIC

1
 INTRODUCTION TO TOPICS

RECRUITMENT:-

Recruitment refers to the process of sourcing, screening, and selecting people for a job or
vacancy within an organization. Though individuals can undertake individual components of the
recruitment process, mid and large size organizations generally retain professional recruiters.

The recruitment process in India is designed in such a way that each candidate gets the desired
profile according to its own choice. Place the candidate from the right profile, the best job
recruitment agencies, the solution is the end of most Indian job recruitment agencies.

The job recruitment agencies in India involves identifying those posts, preparing the job
description and person specification, advertising, management of the response, the
prequalification process, organizing meetings, conducting interviews, making decisions, the
appointment and action. This means that a lot of time and resources must be invested before the
right candidate is selected.

Most recruitment agencies in India follow three stages in the recruitment process, which are
essentially short list of application, preliminary assessment and final interview and selection.

The recruiting India process may include a written test to judge the particular skills of a
candidate. In this case, the test must be carefully prepared, not to deviate from the subject. Much
can be found on the candidate's resume. A good presentation of his resume is in an organized
way and refined talk a lot on the individual. His mentality and attitude can be judged according
to his resume.

Then the interview, which is an important and crucial part of the recruitment process. The person
who takes the interview of the candidate must be well prepared in advance. Concerns such as the
location of the interview, the timing, structure of the question of strategy, the style of taking the
interview must be decided in advance, so that nothing is excluded, and all subjects properly
treated.

2
In addition, there are a number of things that must be taken into consideration in the recruitment
process. Until the final decision about a certain candidate is taken, it is important to keep in
regular contact with the candidate. The decision-making process should not take too long to
prevent candidates from taking any other occasion. An applicant must be informed once the
decision is made. He or she must say the entire process of his appointment clearly with the
details of all documents to be submitted. A record should be kept of the candidate file for future
reference.

The recruitment process must be strong and justified and shall withstand external scrutiny. Only
a good job recruitment agency with a good understanding of the area and the process can execute
the same success. In India, most of the recruitment agencies to understand the needs of clients
and candidates and they work in a planned way to recruit people.

SOURCES OF RECRUITMENT

 Through Employment Exchanges

 Through Placement agencies/ Consultants

 Through open Market Advertisements

 From Engineering /Management / Educational Institutes.

 Through E-mail sources viz Naukri.com etc.

 Through Contractors /Suppliers etc.

 From within organization through Transfers

 Through referred cases, relatives / friends etc

3
THE RECRUITMENT PROCESS

These are the main recruiting stages.

1) Sourcing

Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing
multiple media, such as the Internet, general newspapers, job ad newspapers, professional
publications, window advertisements, job centers, and campus graduate recruitment programs;
and 2) recruiting research, which is the proactive identification of relevant talent who may not
respond to job postings and other recruitment advertising methods. This initial research for so-
called passive prospects, also called same-generation, results in a list of prospects who can then
be contacted to solicit interest, obtain a resume/CV, and be screened.

2) Screening & selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and
computer skills. Qualifications may be shown through resumes, job applications, interviews,
educational or professional experience, the testimony of references, or in-house testing, such as
for software knowledge, typing skills, numeracy, and literacy, through psychological tests or
employment testing.

3) Onboarding

A well-planned introduction helps new employees become fully operational quickly and is often
integrated with the recruitment process.

4
SELECTION:-

This is the process of choosing individuals who have relevant qualifications to fill vacant
positions. The process begins when a hiring department identifies the need to fill a position, and
ends when a person is hired to meet that need. What happens in the middle of the process
includes job analysis, position description development, recruitment, testing, and screening,
corresponding with applicants, Credentials verification, background investigations, interviewing,
reference checking, physical examinations, and the offer. Discriminatory hiring practices could
result in significant costs for the Company. Individuals acting on behalf of the organization who
fail to follow nondiscrimination policies may face personal liability. Poorly designed or executed
selection processes will generally fail to identify the right person for the job, result in missed
opportunities or delays in accomplishing the mission of the organization, and lead to
discrimination claims. Impolite or incompetent interviewers, unnecessarily long waits, and lack
of follow-up may cause unfavorable impressions of the Company.

THE COST OF SELECTION:-

The cost of selecting performers who are inadequate performers or who leave the organization
before contributing to profits is a major cost of doing business. These cost incurred by the
organization suggest that hiring is very expensive activity and that any efforts the organization
can make toward minimizing turnover and hiring costs can pay dividends. Thus proper selection
of personnel is obviously an area where effectiveness (choosing competent workers who perform
well in their position) can result in large savings.

5
GUIDING PRINCIPLES OF SELECTION:-

The selection process exposes the organization or company to liability. Seeking training from
HR for anyone who participates in the process before beginning.

Provide reasonable accommodation in the application process to persons with disabilities.

Use a nondiscriminatory, valid, and consistently applied selection criteria/process. Use of a

rating guide is recommended. This is a form used to rate applications for a position based on the
required and preferred qualification as defined in the position description. Rating guides simplify
the paper screening process, ensure that applications are being evaluated against the same criteria,
and provide documentation which will be used to defend any challenged outcome.

Once it is determined that an individual does not meet the established minimum qualifications,
she must be eliminated from further consideration. If you are unclear whether or not an applicant
possesses the minimum qualifications, it is appropriate to conduct a verification phone interview.
You may also ask applicants to include a cover letter detailing how they meet the established
qualifications as part of the application process.

Be able to justify every selection/non selection decision with appropriate documentation (e.g.,
the position description, applications/resumes, rating guides, selection criteria, interview
questions, and reference checks). This documentation should be forwarded to HR Generalist
after the search is completed.

Avoid prohibited pre-employment inquiries and interview contaminants.

Conduct reference checks as part of the selection process.

Remember that every applicant is a potential complainant.

6
TIPS FOR INTERVIEW PROCESS:-

Minimize Stereotypes:–

Provide interviewers with a job description and specifics on job requirements. In the absence of
specific information individuals may be more likely to make stereotypical judgments about a
candidate

Job Related:–

Construct interview questions that are job related. Not having job related interview questions will
lower the validity of the interview process.

Train Interviewers:–

“Improve the interpersonal skills of the interviewer and the interviewer’s ability to make
decisions without influence from non-job related information. Interviewers should be trained to:

 Avoid asking questions unrelated to the job

 Avoid making quick decisions about an applicant

 Avoid stereotyping applicants

 Avoid giving too much weight to a few characteristics

 Try to put the applicant at ease during the interview

 Communicate clearly with the applicant

7
COMMON INTERVIEW CONTAMINANTS:-

FEELINGS –

Frequently carry more clout than fact. If you like a candidate, you may attach attributes to her
that don't actually exist.

MISSING DATA –

Especially if the candidate isn't encouraged to fill in the gaps.

NEGATIVE BENT –

The tendency to focus on information which will automatically disqualify a candidate, causing
you to overlook his/hers strengths in the process

SNAP JUDGMENTS –

Can devastate the interview process -- remember that you gather information during the
interview and evaluate it afterwards.

IMPROPER QUESTIONS –

Loaded, confusing, irrelevant or antagonistic

INCOMPLETE/INAPPROPRIATE RECORD-KEEPING –

Unless you carefully document the interview, valuable material will slip through the cracks;
avoid recording inappropriate information (i.e., anything not related to the job) or statements
based on your own inferences.

STEREOTYPING –

A major problem. Focusing on the job rather than personal traits can offset a tendency to
categorize candidates.

THE HALO EFFECT –

A tendency to generalize one outstanding feature of a candidate as representative of success in

any endeavor, no matter how unrelated

MIND SET -- Your background, attitudes, motives, values, aspirations and biases

8
REFERENCE CHECKS:-

Nearly 80% of what is needed

o be known about candidates can be learned through good investigative techniques. Although
privacy legislation has had an impact on the reliability of reference checks, they remain a viable
means of verifying applicant information. Appropriate checks are also necessary to defend
against charges of negligent hiring. Keep the following guidelines in mind:

Obtain permission from candidates.

Inform candidates that reference checks and validation of credentials will be part of the selection
process.

A candidate may have valid reasons for setting some limits, and these limitations should be
respected.

The bottom line is that the candidate must allow some access to people familiar with their work,
or withdraw their candidacy.

If access is significantly candidate-controlled, she/he must understand that less restricted checks
will be made before any offer is extended.

Intentionally choose whom to contact. Consider the following guidelines:

 Call the references identified by the candidate.

 Seek permission to call persons who should know the candidate (e.g., current department
chair, departmental head, supervisor, vice president, colleagues, etc.).

 Complete enough calls for a full picture of the candidate to emerge.

Apply the following guidelines for determining what inquiries to make:

 All information considered in the selection process must be related to job performance.

 Request the same information regarding all applicants.

 Avoid asking references prohibited pre-employment inquiries.

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 Focus on gaining information about the knowledge, abilities, skills and work behaviors
identified as being important to the position.

 Address significant gaps or missing elements in the candidate's application materials.

 Avoid being put off by scattered "negative" comments from references.

 Look for patterns of strength and limitations, and for indications of fit between the person
and the position.

 Not every comment should be given equal weight. Attempt to evaluate the reference's
perspective, how credible they may be, and how recently or how well they know the
candidate.

Guidelines:-

Depending on the type of position, a hiring department may decide to use a search committee to
manage the recruitment and selection process. The committee's role will vary with the
department, school, or administrative unit and type of position. The following guidelines should
be considered when using a search committee:

The decision to establish a search committee rests with the individual who has authority to make
a final offer for a position.

The search committee should be comprised of individuals who have some knowledge of the
position to be filled, are committed to equal employment opportunity, and have the capacity for
balanced judgment and discretion. Whenever possible, committees should represent diverse
backgrounds and perspectives.

Generally, the ideal size of a committee is relative to the position. For some positions, a
committee of 3 is adequate. For positions at or above the manager level, committees of 5-7 are
more appropriate. Committees for positions at the Executive level may be significantly larger.

A search committee chair should be appointed. Chairs should be selected for their ability to
provide leadership to the committee, a demonstrated understanding of the recruitment and
selection process, and their commitment to ensure a legally defensible process.
10
The committee should receive a formal charge, which establishes the scope of its responsibilities.
At a minimum, the charge should indicate whether or not the committee is responsible for
conducting interviews, and whether its recommendations to the hiring official shall be in ranked
or unranked order. Typically, a Company’s search committee responsibilities include all or some
of the following:

 Helping develop the position announcement, including the identification of minimum and
preferred qualifications, timeline and recruitment plan.

 Completing recruitment and selection activities for classified and unclassified staff positions.

 Placing advertisements or conducting personal outreach.

 Developing the selection procedure, including rating guides receiving applications,

corresponding with applicants, sending applicant information forms, and maintaining the
applicant record.

 Screening applications, conducting reference checks, determining a long or short list of

finalists.

 Maintaining required search documentation.

 Coordinating campus visits for interviews and/or conducting interviews.

 Making recommendations to the hiring official.

 Appointing one of the members, or using departmental staff, to act as search committee
secretary.

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Recruitment And Selection Statement Policy :-

Every position vacancy will be filled based upon a thorough position analysis regardless of the
level of the position or the extent of the search. The diversity goals of the institution, division of
affairs, and the unit will be addressed in all recruitment and selection processes.

Units may use different processes for recruitment depending upon the circumstances surrounding
the need to fill the position, but must take steps to ensure that the values of the profession are
applied in all procedures that are used. IT Recruitment and selection committee members should
be properly trained to assume the important responsibilities of recruitment and selection.

Supervisors should adhere to any institution-wide recruitment and selection programs. This
cannot, however, substitute for an understanding of procedures and processes from a student
affairs perspective.

Recruitment and selection should be planned, implemented, and evaluated to ensure that each
potential employee is provided equal opportunities to compete for the position.

12
 FLOW CHART FOR

RECRUITMENT AND SELECTION IN LUMINOUS

Manpower planning

Requirement Generation (Allotted Vs Actual Basis)

Internal Fitment (Job Rotation)

Recruitment (CVs screened by HR Department along with Business Head)

Selection Procedures (Initial interview by HR Department/Finalization by Business

Head/Executive Committee/CMD)

Joining and Induction

Orientation

Placement

Appraisal

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OBJECTIVES OF RECRUITMENT AND SELECTION:-

1. Hire the right person.

2. Conduct a wide and extensive search of the potential positive candidates.

3. Recruit staff members who are compatible with the organization’s environment or culture.

4. Hire individuals by using a model that focuses on learning and education of the whole
person.

5. Place individuals in positions with responsibilities that will enhance their personal
development.

14
 CHAPTER – 2

INTRODUCTION OF THE COMPANY

15
 INTRODUCTION: LUMINOUS POWER TECHNOLOGIES, GAGRET
“Luminous Power Technologies is the leading home electrical specialist in India having a vast
portfolio comprising of Power back up solutions such as UPS, UPS Batteries and Solar
Applications to Electrical offerings such as Fans, Wires & Switches. With 7 manufacturing units,
more than 28 sales offices in India and presence in over 36 countries

our 6000 employees serve more than 60,000 channel partners and millions of customers. Our
motive has always been Customer Delight through Innovation & Passion with focus on
Execution & Team-work. At Luminous, we passionately innovate to make life comfortable and
efficient.”

CORPORATE PHILOSOPHY

Vision :- Passionately innovate to make life comfortable and efficient .

Mission :- Be the brand of choice for products and services that generate, control, store and
use electricity efficiently. Through passionate people we innovate to consistently deliver a
tangible competitive advantage in reliability, service and cost.

16
ACHIEVEMENTS OF LUMINOUS

1) Market Penetration Leadership Award

Received the “Frost & Sullivan Market Penetration Leadership Award in Asia Pacific for
DC-ACUPS in non-renewable energy markets”
2) Quality Brands Award, 2012 to 2014 & Rashtriya Udyog Ratna Award
2014
“Awarded to us Based on Industrial Field Survey by National Organization for
Commerce & Industry”

3) SME Channel Connect & Achievers Awards 2012

For the ‘Best UPS’ & ‘Best Battery Categories

4) Just Award
We have been recognized as the most preferred UPS brand for the year 2013/14 by the
Just India online study as well as the Best Power Back-up Solution

5) India’s most Trusted Brand 2014

Luminous has been listed as India’s most Trusted brand in the category of Power
Products in ‘The Brand Trust Report, India Study, 2014’ which has been recently
launched in India. Just like we say: ‘Jispe Desh Kare Bharosa’India’s
6) Most Attractive Brand 2015
We’ve been listed as India’s most attractive brand in UPS& Battery category by TRA
(formerly Trust Research Advisory)
MNRE CRISIL : Solar Grading
We were also awarded with the MNRE CRISIL SP 1A Grade for our capability as a system
integrator in the Photovoltaic segment.

17
 PRODUCTS OF LUMINOUS

1. UPS
2. BATTERIES
3. FANS
4. SWITCHES
5. LIGHTING
6. WIRES
7. SOLAR

1. UPS

There is various types of luminous UPS.

 REGALIO
 ZELIO
 ECOVOLT
 ELECTRA
 ECOWATT
 JOSH

2. FANS

There is various types of luminous FANS

 ASPIRATION RANGE
 DECORATIVE PREMIUM RANGE
 PERFORMANCE RANGE
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  DECORATIVE CLASSIC RANGE
 VENTILATINF FANS

3. MODULAR SWITCHES

There is various types of luminous MODULAR SWICHES

 ZOLIO ELEGANCE EXTRAORDINAIRE
 VIVACE

4. LED LIGHTING

 LED LAMPS

 LED BATTENS

 LED SLIM PANELS

 LED SURFACE LIGHTS

 LED STRIP LIGHTS

 LED DOWN LIGHTS

5. BATTERIES

 FLATPLATE BATTERY

19
 TABULAR BATTERY

 SOLAR BATTERY

20
  MOTIVE POWER

COMPANY’S TIMELINE

1988: - Company founded by Rajesh

Malhotra with 3 people.

1991: - first luminous inverter rolled out.

1994: - first luminous UPS got manufactured.

2000: - first luminous product exported.

2004: - first battery manufactured plant came into existence.

2004: - tie-up for battery technology with eagle Picher inc. US

2005: - luminous awarded with consumer world award 2005

2006: - tie-up with Hyundai, formation of Hyundai power product.

21
2006: - luminous awarded with consumer world award 2006.

2007: - got industry leadership award from frost & Sullivan.

2007: - luminous awarded with consumer world award 2007.

2007: - 1st manufactured facility outside India (Lang Ming, china)

2008: - luminous awarded with consumer world award 2008.

2010: - SACHIN TENDULKAR appointment as the brand ambassador of luminous.

2011: - luminous- Schneider electric joint venture.

2011: - luminous stepped into the electrical product space-offers fans, switches, wires & cables,
MCBs, RCCBs & Distribution boards.

2012: - luminous awarded super brand status.

2012: - ISO 50001:2001 is rating and MNRE: CRISIL recognition.

22
 CHAPTER – 3

RESEARCH METHODOLOGY

23
 RESEARCH METHODOLOGY

Research methodology is a way to systematically solve the research problem. It may be

understood as a science of studying how research is done scientifically. In it we study the various
steps that are generally adopted by a researcher in studying his research problem along with the
logic behind them. It is necessary for the researcher to know not only the research
methods/techniques but also the methodology.

The process used to collect information and data for the purpose of making business decisions.
The methodology may include publication research, interviews, surveys and other research
techniques, and could include both present and historical information.

This section includes the research methods, their rationale, validity, reliability, sample size,
alternatives and limitations faced during primary research.

 To know about the various needs of staff and what they want from their job.
 To discuss what steps do managers to take the motivate their staff and fulfill their needs.
 To gauge the impact of staff motivation on employee productivity.

Primary Research

I have chosen different tools to collect primary data including questionnaire, interviews etc.

RESEARCH DESIGN

24
The research design is purely the framework or plan for a study that guides the collection and
analysis of data. It is blue print that is followed in completing a study. It may be a worthwhile to
mention here that a research design is essentially the framework for the study.

Scope of the study: - This research provides me the opportunity to explore in the field of human
resources.

TYPES OF RESEARCH DESIGN

Research design is mainly of types:-

Descriptive research

Exploratory research

Exploratory research: - It Is Often the initial step in the series of studies designed to supply
information for decision making. The main purpose of this research is for formulating the
problem for more precise investigation or of developing a working hypothesis from an
operational point of view. The major emphasis in such studies is on the discovery of ideas and
insight.

Descriptive research: -It includes surveys and fact-finding enquires. The descriptive typically
concerned with determining the frequencies with which something occurs or determining the
degree to which variables is associated. It is guided by an initial hypothesis.

Experimental research: - In this some variables are manipulated to observe their effect on the
other variables. Experimentation is defined as a process where events occur in a setting at the
discretion of the experiment and controls are used to identify the source of the casual relationship
between variables.

The method of the research used here is descriptive Research.

The research methodology adopted for the project can be stated as follow-

25
1. An extensive study of the topic through various sources like internet, books, company manuals
and work done on some topics.
2. To know the impact of the HR policies on the performance of the employees.
3. With the help of observation method and interview method with the HR ASSISTANT
MANAGER Mr. Anil Kumar in luminous, study of various procedures and process of HR
policies of luminous
4. All the responses were studied and certain findings and conclusions were given.

SOURCES OF DATA

The work does not end by framing is design, it is necessary to acquire the various details. The
collected information is aimed at getting a truthful & clear result. The results can be further
analyzed to get the necessary inputs and is a tough task to undertake. Hence the selection of best
possible method for collecting data becomes very vital for this type of study.

Data is basically collected in two methods. They are classified into two ways:-

Primary data
Secondary data

Primary data: The primary data are those, which are collected afresh and for the first time, and
thus happen to be original in character.

There are different methods available in collection of primary data.

1. Observation
2. Personal interview
3. Questionnaire
4. Telephone enquiry
5. Feedback form

Secondary data: - secondary data means, data that are already available that is they refer to the
data which have already been collected and analyzed by someone else and which have already
26
been passed through the statistical process. Secondary data may either be published data or
unpublished data and can be gathered through: -

1. Internet
2. Books
3. Magazines
4. Manuals
5. Journals etc.

Here in my research I have used both the primary as well as secondary data for research topic. Primary
data that I have used is the observation and interview method.

1. The data was collected by conducting the interview of employee of the HR department in
luminous along with various company manuals. Along with the primary data obtained through
the interview and observation method, I have used secondary data from various sources like
websites, newspapers, slide share, journals etc.
2. They don’t have much time to explain me everything in detail.

OBJECTIVE OF THE STUDY

1) To know the satisfaction levels of employees toward recruitment process

2) Describe the factor to be considered while evaluating recruiting efforts at Luminous.
3) To know the various source and method of recruitment at Luminous.
4) To define selection and explain the selection process at the Luminous.

27
 CHAPTER- 4

Data Analysis and Interpretation

28
 Data Analysis and Interpretation

1. Does your company follow formal recruitment process?

Formal recruitment No. of respondents Percentage

process

Yes 44 88%

No 01 2%

Can’t say 05 10%

29
INTERPRETATION:-

From the above diagram it is quite clear that employees of Luminous (88%) are satisfied by the
recruitment and selection procedure followed by the company. However there can be some
changes introduced in the procedure which are suggested by the employees to improve the
recruitment and selection policy of the company.

30
2. When your company does hire new employees?

Hire employees No. of respondents Percentage

Immediate need 11 22%

Yearly basis 02 4%

Both 37 74%

INTERPRETATION :-

From the above diagram we can see that there were mix responses from the employees regarding
the above mentioned question. 74% said that company is hiring employees annually as well as
according to the company needs but 22% of my sample size believes company hires according to
the need of the organization and 4% says that Luminous employs on yearly basis.

31
3.Which sources of recruitment your company should follow?

Sources of recruitment Respondent Percentage

Promotion/transfer 20 40%

Consultancy 14 28%

Reference 16 32%

INTERPRETATION :-

There are various ways of recruiting candidates in the Luminous.

Some of the sources used by them are promotion, internal referrals and consultancy firms. From
the chart it is clear that employees of Luminou40% s are in favour of promotion and transfers.
32% of employees are in favour of internal references and 28%% have suggested using
consultancy services.

32
4. What criteria do you think should be used for selection process?
Criteria Respondent Percentage

Written test 4 8%

Personal interview 30 60%

Written test and interview 16 32%

INTERPRETATION :-

Luminous practices panel interview for selecting a candidate but from the chart it is clear that
60% of employees want personal interview to select a candidate.and 8% employee are in
favour of written test and 32% employees are in favor in both written and personal interview.

33
5) According to you, 3 rounds of interview in Luminous are essential for an effective
recruitment process.

3 rounds of interview No of respondent Percentage

Strongly agree 32 64%

Agree 12 24%

Disagree 6 12%

Strongly disagree 0 0%

Interpretation:

12% of the departments disagree with the statement that 3 rounds are essential. It depends upon
the position for which the interview is being conducted.

34
6) Were you given same job description as discussed in the Interview?

Same job Description Respondents % of Respondents

Yes 49 98%

No 1 2%

INTERPRETATION:-

Almost all the employees got the specified jobs offered to them. This implies that the Luminous
have the organized manpower planning and well organized recruitment policy.

From the chart it is crystal clear that the candidates get exactly the same job as described. So
from Luminous perspective it is a good sign for the overall growth and development. There were
some employees around 2% of my sample study who were against the above mentioned point.

7) According to you on what basis candidates should be evaluated for selection?

Evaluated for selection Respondent Percentage

Academic qualification 16 32%

Experience 18 36%

Family background 05 10%

all three 11 22%

35
INTERPRETATION:-

The above diagram clearly depicts that the employees prefer Experience as a criteria to select the
candidate. Next they consider academic qualification should be given importance while selecting
a candidate. Only 10% are in favor of family background to be used as a selection criteria by the
company.

22% of sample size is in favour of all the three factors that are experience, academic
qualification and family background.

8) Do you think physical examination should be included in selection process?

Physical examination No of Respondent Percentage

included in selection
process

Yes 12 24%

No 35 70%

Can’t say 03 6%

36
INTERPRETATION:-

The physical examination discloses the physical characteristics of the individual that are
significant from the standpoint of his efficient performance of the job that he may be assigned.

Accordingly 24% of employees are in favor of physical examination to be included in the

selection procedure because they believe it will ensure higher standard of health and physical
fitness of the employees and will reduce the rates of accident, labour turnover and absenteeism.

70% are not in favor of physical examination as they think it is a wasteful expenditure of the
company.

9) Are you satisfied with the overall recruitment & selection process of your company?

Satisfied with the overall No of respondent Percentage

recruitment
&selection process

Satisfied 25 50%

Neutral 05 10%

Dissatisfied 20 40%

37
INTERPRETATION:-

From the above figure, it is quite clear that out of my sample size , 40%% are those who are not
satisfied with the recruitment and selection policy followed by Luminous and have suggested
some measures to improve them. 50% were those who were satisfied by the policy and 10%
were those who were not able to comment on it.

10. Which of the following factors mentioned below you think have a beneficial effect upon
the ability of Luminous to attract and retain good employees?

Factors effect ability No of respondent Percentage

Salary package 19 38%

Career growth 20 40%

Good working 11 22%

environment

38
INTERPRETATION:-

From the above chart it can be understood that most of the employees are inspired by the career
growth and salary package of the Luminous. Its clear from the chart that Brand name is also
important factor which is a motivating force for the employees of Luminous. Only 22% of the
employees consider working environment in Luminous to be a motivating factor.

39
CHAPTER – 5

FINDINGS

40
 Findings

 To ensure the steady in flow of quality candidates for all the existing vacant positions,
with an aim to select the best within a good recruitment deadline.
 Maximum employees are satisfied with formal recruitment process.
 The company followed both Immediate and yearly based method.
 Promotion/ transfer, reference sources are maximum used by the company for the
recruitment.
 Luminous follow personal interview for selecting the employees.
 Experience is most important factor to evaluate the candidate in selection process.
 70%candidates are not agreed at physical examination is important in selection process.
 50% of the candidates are satisfied with recruitment and selection process.
 Career growth is beneficial for luminous to attract and certain good employees.
 Company follows the job portals like.naukari.com,,,contractors,employee references etc
to recruit the employees

41
CHAPTER- 6
CONCLUSION

42
 CONCLUSION

According to my analysis Pantaloon Retail should use Campus placements as a source of

recruitment .Company mainly focuses on internal sources which has its own limitations.
By focusing on Campus Placements Company can attract qualified personnel for vacant jobs
in the organization. It can facilitate the infusion of fresh blood with new ideas in to the
enterprise. This will improve the overall working of the enterprise .For the selection of the
candidate for a vacancy company should first conduct written test and on the basis of the
result of the test score interview should be scheduled for the selected candidate .According to
the analysis company should evaluate the candidates on all the factors (experience,
qualification and family background) however greater importance should be given to the
experience and then qualification should be considered .Company should include physical
examination in the selection process. After the result of this question THE COMPANY HAS
DECIDED TO INCLUDE PHYSICAL examination in the selection process and are now
getting in touch with various hospitals to enter into a contract with them .Certain changes
should be made in Recruitment and Selection process of Luminous such as new sources of
recruitment should be entertained, written examinations should be included in selection
process and physical examination should be considered as a part of Selection Process.

43
CHAPTER – 7

LIMITATION

44
 Limitation of the Study

1. There is some information which are confidential for collecting the data .So, some data could
not have been collected for confidentiality or secrecy of management.

2. Because of a small period of time only small sample had to be considered which doesn’t
actually actually reflect & accurate picture.

3. In many cases, up to data information is not published

45
BIBLIOGRAPHY

REFERENCES

46
 BIBLIOGRAPHY

 http://www.managementstudyguide.com/understanding-employee-engagement.htm
 www.scrib.com
 wikipedia

FROM BOOKS:-

Human resource management, oxford university press, India, 92-111.

Human resource management, Luminous power technology private limited

47
 QUESTIONNAIRE

1. Does your company follow formal recruitment process ?

a) Yes b) No

2. When does your company hires new employees?

a) Immediate need b) yearly basis

c) Both

3. Which sources of recruitment your company should follow ?

a) Promotion / Transfer b) consultancy

c) Reference

4. What criteria do you think should be used for selection process?

a) Written test b) personal interview

c) Written test and Interview

5. According to you, 3 rounds of interview in Luminous are essential for an effective recruitment
process.

a) Strongly agree b) Agree c) Disagree

48
 d) Strongly Disagree

6. Were you given same job description as discussed in the Interview?

a) Yes b) No

7. According to you on what basis candidates should be evaluated for selection?

a) Academic Qualification b) experience

c) Family Background d) all three

8. Do you think physical examination should be included in selection process?

a) Yes b) No c) can’t say

9. Are you satisfied with the overall recruitment & selection process of your company?

a) Satisfied b) Neutral

c) Dissatisfied

10. Which of the following factors mentioned below you think have beneficial effect upon the
ability of Luminous to attract & retain good
employees?

a) Salary Package b) Career growth

c) Good working environment

49