A

SUMMER TRAINING PROJECT REPORT

ON

“Recruitment and payroll process”

Submitted to

Dr A P J Abdul Kalam Technical University, Lucknow

In the partial fulfillment of the requirement for the award of the degree of
MASTER OF BUSINESS ADMINISTRATION
(2017-2019)

Under the guidance of: Submitted By:

Mr. Abhishek chauhan kajal Rani
HR. Manager M.B.A- IIIrd Sem.
Super Oversreas pvt. Ltd (1703370013)

Raj Kumar Goel Institute of Technology

Department of Management Studies
(ISO: 9001: 2015 Certified)
5th KM. STONE, DELHI-MEERUT ROAD, GHAZIABAD (U.P)-201003

1
 Date: ……………….

TO WHOM SOEVER IT MAY CONCER

This is to certify that Ms.Kajal Rani is a bonafide student of MBA 2nd year of this

institute for the session 2018-2019 and she has undergone the summer training

in Supper Overseas pvt ltd and prepared Summer Training Project Report titled

Recruitment and payroll process for partial fulfillment of Master of Business

Administration (MBA) affiliated to Dr A P J Abdul Kalam Technical University,

Lucknow.

I wish her all the best for her future endeavors.

Dr. Vibhuti
Professor and Head
(Department of Management Studies)

2
 Declaration

I am KAJAL RANI D/o Vijay Singh am pursuing Master of Business Administration

(MBA) 2nd year from Raj Kumar Goel Institute of Technology , Ghaziabad in the
session 2018-19. I hereby declare that this summer training research project report
titled “Recruitment and Payroll Process.” is the outcome of my own effort at
organization SuperOversreas pvt. Ltd. under the guidance of Mr. Abhishek chauhan
designation HR manager . The same report has not been submitted earlier to any
Institute/ University for awarding any degree/ diploma of MBA or any other
professional course. If there will be any violation of IPR, I will be solely responsible
to that and Institute/ University has right to cancel my degree.

Date: ………………… Sign with Full Name

Place: RKGIT, Ghaziabad (1703370013)

3
 ACKNOWLEDGEMENT

Summer Training is a bridge connecting the educational qualification and professional

use. It is the path leading to success by shouldering responsibilities under the careful

guidance of seniors and experienced personnel without fear and failure.

It gives me immense pleasure to take the opportunity to remember and thanks the

personalities who have involved with this project work. I express my sincere thanks

and deep gratitude who are directly and indirectly associated in completion of this

project.

I would like to thanks to Mr. Abhishek chauhan designation HR manager of Super

Oversreas organization for assigning an extremely challenging project thereby giving

unique opportunity to meaningful contribution of such growing and vibrant

organization, guiding throughout the project, without his help the project would have

not added enough value. I am extremely grateful for the time he spent from his busy

schedule.

Kajal Rani

4
EXECUTIVE SUMMARY

This project focuses on “Procedure adopted for Recruitment and Selection at super
overseas PVT LTD, Noida”. The organization has to be more responsive to the
changing scenario and latest trends in, recruitments and then of selection process.
Organizational capabilities need improvement through continuous updating of latest
technique, involving latest trends and methodologies used for Recruitment and
Selection of candidates, formulating recruitment policy and in designing an effective
HR Plan as any failure in HR Planning will be a limiting factor in achieving the
objectives of the organization. Objectives in the present day of stiff challenge from
competitive market, it is ongoing process which requires proper identification of
organizational manpower requirement and also ways of hiring the efficient and right
person at the right time. The scope of the project was to collect data from the selected
employees of company, analyze the significance of the data and the conclusion.

The project starts with the general introduction to what Recruitment and Selection is
all about. Then comes the Company Profile. It consists of an introduction about the
organization. Here I have stated the history of the organization, its objectives,
products and capabilities of the organization. The project provides me excellent
opportunity to correlate my theoretical learning with the ground realities of the
industry and the market.

To accomplish the above, around 40 employees were surveyed and interviewed. The
core purpose of the survey was to find out0 employees perspective towards the
Recruitment and Selection process in the organization. In conclusion, this project will
enable one to understand the concept of Recruitment and Selection process among the
employees and simultaneously it will help the employer in practicing them. This
report will also help to understand benefits and drawbacks of present process of the
same.

5
 TABLE OF CONTENT

S. No. Topics Page No.

1. Introduction – The Organization 1-3

2. Business overview 4-5

3. Mission ,vision ,& objectives 6-7

4. Board of directors 11

5. History 12-15

6. achievement 16-17

7. Products & Services 18-22

8. Sales and financial performance 23-24

9. SWOT analysis 25-26

10. OBJECTIVE OF THE PROJECT 40-44

11. Recruitment and payroll process 45-65

6
12. Research methodology 66-73

13. Limitation 74-75

14. Data analysis 76-78

15. Findings 79-90

16. Recommendations 91-93

17. Conclusion 94-95

18. Bibliography 96-97

19. Questionnaire 98-103

7
 Part II:
Study of Organization

8
 Introduction of Organization

I learnt a lot after going through the training organized by Super Overseas, a brand
name secured its place in garment manufacturing industry since 1995. They endowed
in me efficient HR skills by presenting their work ethics and \consistency in
management genre.

Super Overseas Private Limited (SOPL) traces its roots back 15 years to the
establishment of Garment Exports Established in 1995, was amongst the first in India
in Mercerized Garments, largely considered to be one of the toughest product
categories Over the years, the Company has attained a reputation for the manufacture
of uncompromising quality in ‘top of the line’ knitwear, employing the best available
fabrics/yarns SOPL has learnt to harness its design expertise, strong infrastructure
base and focused product profile to deliver a highly refined, quality product that
reflects the strong commitment of our company to our clients Company prides itself
on its long-term relationships with several customers, that have shown sustained
growth over a period of time

This is a testament to our strong focus on client servicing, quality, product

development, and adherence of timelines Currently operating out of two units situated
proximal to one another, in the Hosiery Complex in Noida Unit I has been approved
for manufacture by several buyers, including Target Corporation, VF Corporation,
Cold Water Creek (SGS), Esprit (ITS), Miss Selfridges (ITS), George / Walmart
(Bureau Veritas) and Guess? Inc. (Bureau Veritas) Unit II is expected to be completely
on-line and compliant by September 2010 Monthly capacity of 1,00,000 pieces

People are at the centre of everything we do. This is evident in the relationship

between Adecco’s more than 731,000 internal and external employees, as well as that

between our employees and over 100,000 clients we serve every day. People are the

focus of our continued search for excellence in the provision of our principal

offerings: temporary staffing, permanent placement, secondment, outsourcing,

outplacement, training and consulting.

People, whatever their culture or background, all aspire to a better life and a more

rewarding future. We inspire individuals and organizations to create greater choice in

9
the world of work, for the benefit of all stakeholders. As the worldwide leader in HR

services, we are conscious of our global role of helping to shape tomorrow’s

workplace for the better.

As a complement to our traditional Office and Industrial businesses, we operate

Professional staffing businesses, focused on the specific expertise of our employees.

In today’s fluid business environment, Adecco people around the world are helping

connect private and public organizations with the right skills and expertise to fulfill

their needs. Matching talent is vital in giving individuals and companies a competitive

edge.

We build relationships with talented people around the globe to handle any size of

project or assignment. International companies requiring services provided at multiple

locations deal with a single Adecco partner who has expertise in the relevant field.

Our strategy is to develop lasting relationships with all our stakeholders.

10
Business Overview

Super Overseas Pvt.Limd. Management Services was established in 1995 and deals in

four verticals:

 Executive Search & Placement

 Manpower Outsourcing
 Corporate Training & Sales
 Business Advisories,

We deal in Embellished Products (Sequins/Beads, Handwork, etc.), Garment Dyeing

& Specialty Washes, Hi fashion dresses - couture, Men /women - tops /bottoms

in knits

They have their offices in PAN India and in abroad also in different regions i.e.

DELHI, MUMBAI, BANGLORE, KOLKATA, US, GHANA and UAE. They have

their corporate office in NOIDA.

Mission, Vision & Objectives

MISSION

11
Super Overseas Pvt.ltd. as an organisation aims at helping businesses grow by
matching the right talent to their specialized staffing and consulting needs and build
the rewarding careers for the professionals they place. The company adheres to the
philosophy of “Ethics First” in everything it does and create a environment were
employee can thrive and innovate. Super Overseas Pvt.ltd. inspires its employee to be
socially responsible corporate citizen and an active participant in the communities in
which we live and work.

VISION

Better work, Better life

Our vision is to be a leading consulting firm operating worldwide. Our success is

measured by the value we deliver to client, the quality of staff we employ and our
strength and spirit as a firm. We nurture our core values and they shape the culture of
our business and define the character of our firm. They guide our decision making our
interaction with our clients and our relationship with each other. Our people own,
adopt, and apply our values in their work

OBJECTIVE OF THE COMPANY

We inspire individuals and organizations to work more effectively and efficiently, and

create greater choice in the domain of work, for the benefit of all concerned. As the

12
world‘s leading provider of HR solutions – a business that has a positive impact on

millions of people every year – we are conscious of our global role.

Our aim is to give everyone involved with Adecco the opportunity to improve their

situation, be it at work, at home, in leisure activities or in life.

We are the world leader in connecting people both globally and locally with the talent

they need and the work that they want.

We seek those motivated to make change and know that, as partners we can help them

to shape and achieve their personal and professional goals.

We offer life skills, career progression and specialized expertise. We continually seek

new approaches and we partner with the best trainers. We use technology to create

real advantages. We want associates and clients to truly benefit from working with us

and we continually invest to sustain our position as innovators.

Our responsibility is to connect people both globally and locally. To accomplish this,

we must be easily accessible by our clients and associates at all times. We must

provide them with a thorough understanding of how we can work with them and the

services that we offer.

We encourage the situation where individuals have greater choice and want to work

with a partner who demonstrates they have the relationships and skills that fit their

exact requirements. We are confident that, as Adecco, we will help to inspire our

colleagues, clients and associates to achieve better work, better life.

13
 The basic objective is to bring employers and job seekers in a common

platform.

 To focus on the major elements of Recruitment and Payroll process.

 To experience different recruitment and payroll activities which are followed

by Super Overseas Pvt Ltd.

 Recognize and identify how theories and concepts that covered in MBA

program are applied in recruitment and payroll process.

 To know the sources of recruitment at various level.

 To headhunt the people whose skills fit according to the job profile

14
0295667 Director 11 December 2001

02956689 ASHRAY GUJRAL Director

01342833 SEEMA GUJRAL Director

08058005 ANADYA GUJRAL Additional Director

BOARD OF DIRECTORS

15
 COMPANY HISTORY

Super Overseas Private Limited is a Private incorporated on 11 December 2001. It is

classified as Non-govt company and is registered at Registrar of Companies, Delhi. Its
authorized share capital is Rs. 22,500,000 and its paid up capital is Rs. 8,783,700.It is
inolved in Other retail trade of new goods in specialized stores

Super Overseas Private Limited's Annual General Meeting (AGM) was last held on 30
September 2016 and as per records from Ministry of Corporate Affairs (MCA), its
balance sheet was last filed on 31 March 2016

Super Overseas Private Limited is a Private incorporated on 11 December 2001. It is

classified as Non-govt company and is registered at Registrar of Companies, Delhi. Its
authorized share capital is Rs. 22,500,000 and its paid up capital is Rs. 8,783,700.It is
inolved in Other retail trade of new goods in specialized stores

Super Overseas Private Limited's Annual General Meeting (AGM) was last held on
30 September 2017 and as per records from Ministry of Corporate Affairs (MCA), its
balance sheet was last filed on 31 March 2017.

Directors of Super Overseas Private Limited are Ashish Gujral, Ashray Gujral, Seema
Gujral and Anadya Gujral.

Super Overseas Private Limited's Corporate Identification Number is (CIN)

U52392DL2001PTC113425 and its registration number is 113425.

Its Email address is rajeev@superoverseas.com and its registered address is D-1080

NEW FRIENDS COLONY NEW DELHI DL 110065 IN , - , .

Super Overseas Private Limited (SOPL) traces its roots back 15 years to the
establishment of Garment Exports Established in 1995, was amongst the first in India
in Mercerized Garments,

16
largely considered to be one of the toughest product categories Over the years, the
Company has attained a reputation for the manufacture of uncompromising quality in
‘top of the line’ knitwear, employing the best available fabrics/yarns.

SOPL has learnt to harness its design expertise, strong infrastructure base and
focused product profile to deliver a highly refined, quality product that reflects the
strong commitment of our company to our clients.

Company prides itself on its long-term relationships with several customers, that
have shown sustained growth over a period of time This is a testament to our strong
focus on client servicing, quality, product development, and adherence of timelines
Currently operating out of two units situated proximal to one another, in the Hosiery
Complex in Noida

Current status of Super Overseas Private Limited is - Active. .

INTERNSHIP PROFILE

17
DESCRIPTION OF THE TASK

 I worked as an intern in SUPER OVERSEAS so I have to handle many core

responsibilities within the Recruitment and Payroll dept.which prevails within
an organization.

 I looked after the whole Recruitment process starting from searching of a

candidate from the different web portals i.e. Naukri.com and Timesjob.com,

 To make call to the selected candidates, scheduling interview with the HR

MANAGER and with the DIRECTOR of the company, help the new
employees in their joining procedures, coordinating the joining of new interns.

 In the Recruitment process I have done both the INTERNAL as well as the
EXTERNAL hiring and recruitment.

 I have also worked for the company known as Target Corporation, VF

Corporation, Cold Water Creek (SGS), Esprit (ITS), Miss Selfridges
(ITS), George / Walmart (Bureau Veritas) and Guess? Inc. (Bureau
Veritas)

 In the Internal hiring , I have hired the employees for our own organization i.e.
Super Overseasfor different profiles such as:

 HR RECRUITER

 IT RECRUITER

 US IT STAFFING

 BUSINESS DEVELOPMENT MANAGER (BDM)

 ADMINISTRATIVE EXECUTIVE

18
PAYROLL

 It is the list of a company's employees and the amount of money they are to be
paid.

 I have studied about the basic breakup of the salary being made by the
company.

 I have also learnt the practical as well as the theory part of PROVIDENT
FUND (PF) &EMPLOYEE STATE INSURANCE CORPORATION (ESIC).

 I have also learnt how to update the PF as well the ESIC data.

 I have also made the CHALANS for the PF as well as the ESIC.

DETAILS OF INDUSTRY MENTOR

 Name: Abhishek Chauhan

 DESIGNATION: HR MANAGER

 DEPARTMENT : HR & PAYROLL

 LOCATION: B-16,Phase-II, NOIDA

 EMAIL ID :

3.3WEEKLY REPORT
Name: Kajal Rani
Enrollment Number: 1703370013
Programme: MBA
Summer Internship Subject Area: RECRUITMENT & PAYROLL

19
 CHAPTER 4
INTRODUCTION OF RECRUITMENT

20
 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

21
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.

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.

GUIDING PRINCIPLES OF RECRUITMENT

Appropriate and effective recruitment strategies vary with each position. The length

and scope of the recruitment should be relevant to the position.

In setting the timeline for your recruitment, consider the wording carefully- there are

consequences to your choice.

 If you specify a recruitment deadline, you may not consider any applications

received after that date.

22
 If you indicate the position will remain open until filled, you must consider any

applications received until an offer has been extended and accepted.

 If you indicate "applications received by a certain date will be assured full

consideration," you can decide whether or not to review applications received

after the specified date. When using this wording, it is critical to establish a

meaningful date.

Recruitment activities should include good faith efforts to solicit a diverse applicant

pool and affirm that race, sex, age, disability or veteran status will not be used to

discriminate.

If the position is in a job group that is underutilized, by women or ethnic minorities,

additional targeted recruitment efforts should be undertaken.

All advertisements and position announcements should be consistent with each other,

reflect the qualifications identified in the position description.

Prior to recruiting for a position, ensure that you know what institutional policies and

procedures apply. Contact your HR Generalist before beginning recruitment.

If you wish to waive recruitment for faculty and unclassified positions, consult with

the appropriate HR Director or designee.

RECRUITMENT STRATEGIES AND RESOURCES

HR Persons will assist search committees and hiring departments in developing

recruitment strategies for each vacancy. General guidelines for specific types of

positions are listed below.

Tenure-track Faculty

Scope of Search: National or regional

23
Recruitment Resources:

Discipline-specific journalisé, list-serves, Professional associations

Personal contacts with colleagues, alma maters, and alumni associations

Position announcement mailings to doctoral-degree granting universities

Chronicle of Higher Education

Recommended Recruitment Period: At least 3 weeks after appearance of first

advertisement; at least 1 full week after publication of last advertisement

Unclassified staff, Director Level and above

Unclassified (below Director Level) and Classified Staff

Scope of Search: Regional (for technical or paraprofessional positions) or local

Recruitment Resources:

Position announcement mailings to state employment offices, local vocational and

community colleges.

Recommended Recruitment Period

Unclassified: At least 2 weeks after appearance of first advertisement; at least 1 full

week after publication of last advertisement

Classified: Contact your HR Generalist for state requirements

POSITION ANNOUNCEMENTS

Purpose of the Position Announcements:

24
Provides applicants, hiring departments and search committees with a general idea of

the nature of the position, the terms and conditions of appointment, salary range,

reportage, and required application materials and application deadline.

Serves as a convenient mailer or flyer to advertise the position by direct mail.

General Guidelines for Developing Position Announcements:

 Use the recommended format, which is either printed on company’s own

letterhead. Limit the announcement to one page, using the reverse side of the

page, if necessary.

 Provide enough information to give applicants adequate understanding about the

nature of the position. Identify required and preferred qualifications so that you

solicit qualified applicants and stimulate interest in the position.

 Provide notification of the company's EO/AA policy, and identify contacts for

requesting reasonable accommodation.

 Provide a contact name, address and phone number.

 Explain application requirements.

THE RECRUITMENT INDUSTRY

The recruitment industry has four main types of agencies. Their recruiters aim to

channel candidates into the hiring organization’s application process. As a general

rule, the agencies are paid by the companies, not the candidates. The industries

practice of information asymmetry and recruiters' varying capabilities in assessing

candidate quality produces the negative economic impacts.

Traditional recruitment agency

25
Also known as an employment agencies, recruitment agencies have historically had a

physical location. A candidate visits a local branch for a short interview and an

assessment before being taken onto the agency’s books. Recruitment Consultants then

endeavor to match their pool of candidates to their clients' open positions. Suitable

candidates are with potential employers.

Remuneration for the agency's services usually takes one of two forms:

A contingency fee paid by the company when a recommended candidate accepts a job

with the client company (typically 20%-30% of the candidate’s starting salary), which

usually has some form of guarantee, should the candidate fail to perform and is

terminated within a set period of time.

An advance payment that serves as a retainer, also paid by the company. In some

states it may still be legal for an employment agency to charge the candidate instead

of the company, but in most states that practice is now illegal, due to past unfair and

deceptive practices.

Online recruitment websites

Such sites have two main features: job boards and a Resume/Curriculum Vitae (CV)

database. Job boards allow member companies to post job vacancies. Alternatively,

candidates can upload a résumé to be included in searches by member companies.

Fees are charged for job postings and access to search resumes.

In recent times the recruitment website has evolved to encompass end to end

recruitment. Websites capture candidate details and then pool then in client accessed

candidate management interfaces (also online).Key players in this sector provide e-

recruitment software and services to organizations of all sizes and within numerous

26
industry sectors, who want to e-enable entirely or partly their recruitment process in

order to improve business performance.

The online software provided by those who specialize in online recruitment helps

organizations attract, test, recruit, employ and retain quality staff with a minimal

amount of administration.

Online recruitment websites can be very helpful to find candidates that are very

actively looking for work and post their resumes online, but they will not attract the

"passive" candidates who might respond favorably to an opportunity that is presented

to them through other means. Also, some candidates who are actively looking to

change jobs are hesitant to put their resumes on the job boards, for fear that their

current companies, co-workers, customers or others might see their resumes.

27
HEADHUNTERS

Headhunters are third-party recruiters often retained when normal recruitment efforts

have failed. Headhunters are generally more aggressive than in-house recruiters. They

may use advanced sales techniques, such as initially posing as clients to gather

employee contacts, as well as visiting candidate offices. They may also purchase

expensive lists of names and job titles, but more often will generate their own lists.

They may prepare a candidate for the interview, help negotiate the salary, and conduct

closure to the search. They are frequently members in good standing of industry trade

groups and associations. Headhunters will often attend trade shows and other

meetings nationally or even internationally that may be attended by potential

candidates and hiring managers.

Headhunters are typically small operations that make high margins on candidate

placements (sometimes more than 30% of the candidate’s annual compensation). Due

to their higher costs, headhunters are usually employed to fill senior management and

executive level roles, or to find very specialized individuals.

While in-house recruiters tend to attract candidates for specific jobs, headhunters will

both attract candidates and actively seek them out as well. To do so, they may

network, cultivate relationships with various companies, maintain large databases,

purchase company directories or candidate lists, and cold call.

28
In-house recruitment

Larger employers tend to undertake their own in-house recruitment, using their

Human Resources department. In addition to coordinating with the agencies

mentioned above, in-house recruiters may advertise job vacancies on their own

websites, coordinate employee referral schemes, and/or focus on campus graduate

recruitment. Alternatively a large employer may choose to outsource all or some of

their recruitment process (Recruitment process outsourcing).

29
 THE RECRUITMENT PROCESS

These are the main recruiting stages.

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.

SCREENING & SELECTION

30
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.

In some countries, employers are legally mandated to provide equal opportunity in

hiring.

On boarding

A well-planned introduction helps new employees become fully operational quickly

and is often integrated with the recruitment process.

PITFALLS OF RECRUITMENT

Candidates can sometimes be subject to undue pressure to accept a job or position by

an overly zealous recruiter or personnel person.

RECRUITMENT PROCESS OF SUPER OVERSEAS

Recruitment involves locating individuals, with appropriate qualifications and in

sufficient numbers and encouraging them to apply for the job with the particular
organization. The basic purpose of recruiting is to ensure the sufficient pool of
applicants from which the most qualified individuals may be selected.

The job-seekers too, on the other hand, are in search of organizations offering them
employment. Recruitment is a linkage activity bringing together those with jobs and
those seeking jobs. In simple words, the term recruitment refers to discovering the

31
source from where potential employees may be selected. The scientific recruitment
process leads to higher productivity, better wages, high morale, reduction in labour
turnover and enhanced reputation. It stimulates people to apply for jobs; hence it is a
positive process.

Recruitment is concerned with reaching out, attracting, and ensuring a supply of

qualified personnel and making out selection of requisite manpower both in their
quantitative and qualitative aspect. It is the development and maintenance of adequate
man- power resources. This is the first stage of the process of selection and is
completed with placement.

Factors Influencing Recruitment:

All enterprises, big or small, have to engage themselves in recruitment of persons. A

number of factors influence this process.

Some Of The Main Factors Are Being Discussed Below:

1. Size of the Enterprise:

The number of persons to be recruited will depend upon the size of an enterprise. A
big enterprise requires more persons at regular intervals while a small undertaking
employs only a few employees. A big business house will always be in touch with
sources of supply and shall try to attract more and more persons for making a proper
selection. It can afford to spend more amounts in locating prospective candidates. So
the size of an enterprise will affect the process of recruitment

2. Employment Conditions:

The employment conditions in an economy greatly affect recruitment process. In

under-developed economies, employment opportunities are limited and there is no
dearth of prospective candidates. At the same time suitable candidates may not be
available because of lack of educational and technical facilities. If the availability of

32
persons is more, then selection from large number becomes easy. On the other hand, if
there is a shortage of qualified technical persons, then it will be difficult to locate
suitable persons.

3. Salary Structure and Working Conditions:

The wages offered and working conditions prevailing in an enterprise greatly

influence the availability of personnel. If higher wages are paid as compared to
similar concerns, the enterprise will not face any difficulty in making recruitments. An
organisation offering low wages can face the problem of labour turnover.

The working conditions in an enterprise will determine job satisfaction of employees.

An enterprise offering good working conditions like proper sanitation, lighting,
ventilation, etc. would give more job satisfaction to employees and they may not
leave their present job. On the other hand, if employees leave the jobs due to
unsatisfactory working conditions, it will lead to fresh recruitment of new persons.

IMPORTANCE OF RECRUITMENT

 Attract and encourage a good number of candidates to apply for the

organizational vacancies.

 Create a talent pool of prospective candidates that enables the selection of best
candidates to suit for the organizational need.

 Determine present and future organizational requirement taking into

consideration of personnel planning and job analysis activities.

 Links the employers with the potential employees.

 Increase potential candidates’ pool at less cost.

 Increases success rate of selection process by reducing the number of under

qualified or overqualified job applicants.

 Reduce the probability of leaving the organization only after a short period of
time, once recruited and selected.

 Meet the organizations’ legal and social obligations maintaining its workforce
composition.

 Determine the appropriateness of the candidates by identifying and preparing

potential job applicants.

33
  Increase organizational and individual effectiveness regarding application of
various recruitment techniques and taping different sources of recruitment
concerned.

SOURCES OF RECRUITMENT

Basically, there are two sources of recruitment. One is internal source and another is
external source. Every organization has the choice of choosing candidates from these
two kinds of sources, for its recruitment process.

INTERNAL SOURCES OF RECRUITMENT: Internal sources are the most

obvious and most likely sources of recruitment. Before an organization actively
begins recruiting applicants, it ought to consider internal sources to choose the type of
employees it needs. Different types of internal sources are as follows.

 Present employees: Promotion and transfer from among the existing

employees can be good sources of recruitment. Since, the existing employees
are well conversant with the organization culture, and practices, their
motivation level may increase and they can be more productive. Again,
internal source is cheaper as it requires less job training. However, the major
disadvantage lies in limiting the choice by choosing out of the few people and
denying the vast external sources. Furthermore, it may results in inbreeding
that creates frustration among other employees, those are not promoted.

 Former employees: Former employees like retired or retrenched employees

and employees who have left the organization for some reason or other may be
interested to return back to the company and render service on full time or part
time basis. The organization may hire those people. The major advantage of
this source is that organizations hire those people whose performance is
already known. Sometimes the employers recruit the relatives and defendants
of deceased too.

 Employee referrals: References given by the present employees can be used

as a very good source of recruitment. Present employees are well aware of the
job requirements, organizational culture of their company in one hand .On the

34
 other hand they are also aware of qualifications, emotions, attitudes and
experience of their friends and relatives. For which they can make preliminary
judgments regarding the match between the job demand with their friends and
relatives in providing referral services.

 Previous applicants: Applications from the potential candidates are always

there with the organization. Sometimes the organization contacts these
applicants though mail or messengers and fill up the vacancies. Particularly
this source of recruitment is very useful for unskilled or semiskilled jobs.

EXTERNAL SOURCES OF RECRUITMENT :These sources lie outside the

organization and usually include:

 Employment exchanges: National employment services were established

after India got independence. The basic objective is to bring employers and job
seekers in a common platform. The compulsory notification of vacancies Act
of 1959 (employment exchange act) was instituted and is operative since 1960,
in response to it. These employment exchanges have branches operating in
most cities. They primarily indulge in registration of job seekers and their
placement in the notified vacancies. Employment exchange serves as the
useful source for blue-collar, white- collar and technical workers.

 Employment agencies: There are number of private agencies, in addition to

the government agencies. They invite applications and register them, maintain
a databank for providing employment. They shortlist the data bank and furnish
a list of suitable candidates as and when needed by the prospective employers.
The representatives of the employer organization take the final decision on
selection. In this method, the employer organizations save time in getting a
large pool of potential candidates. Many times organizational identity remains
undisclosed to the job seekers, for which attempts to influence can also be
avoided.

35
  Advertisement: News paper job advertisement is the oldest method but still
pretty efficient for recruitment. It is cost effective and is still considered as one
of the best technique for many jobs, although many HRM professionals do not
believe in news paper advertisement. Web job advertisement is the modern
recruitment method and fully managed by the organization.

 Campus Recruitment: Campus Recruitment is otherwise known as Campus

Placement. It has become very popular to-day and commonly used method for
picking the required personnel for an organization. Companies pay visit to
some of the premier technical and Professional Institutes with the objective to
hire young, intelligent and smart talents at source. In campus recruitment, the
job seekers do not approach employers. The employers approach prospective
candidates with job offer. The major advantage of this approach is that, the
employers get a wide variety of talent pool at one place. They can arrange
interviews at short notice. The employers may also take the opportunity of
selling their respective organizations to a large student’s body who would be
graduating subsequently. The basic disadvantage is that, only entry positions
can be filled up by campus recruitment.

 Data Banks: It involves collecting the resume of the candidates from sources
like Employment Exchanges, Educational Training Institutes and maintaining
a databanks.

METHODS OF RECRUITMENT

Recruitment methods are the means by which an employer organization reaches at the
potential job seekers. Recruitment methods are different from the sources of

36
recruitment. The former is the means of establishing links with the prospective
candidates, whereas, the latter refers to the location where the prospective employees
are available. Dunn and Stephen have broadly classified three methods of recruitment.

 Direct method: This is the method by which the representatives of the

organizations visit to the educational and professional institutes in search of
the potential candidates . The objective is to establish contacts with the
candidates seeking jobs. Persons pursuing management, engineering, medical
and basically most of the software programmers are picked up by this manner.
Sometimes, employer firms establish direct links with professors of these
institutes and solicit information about students with excellent academic
records. Employer organisation also send recruiters to the conventions,
seminars, set up job fairs and take the help of mobile offices to establish direct
contact with the job seekers.

 Indirect method: Indirect methods include advertisements in the newspaper,

on radio and television, in trade and professional journals, technical
magazines, and brochures etc. Basically indirect method is most suitable when
the organizations want to reach out a vast territory. Sometimes, many
organizations prefer for blind advertisement, in which only Box No is
mentioned and the identity of the organization is not revealed. Generally,
reputed organizations do not go for blind advertisements.

 Third party method: This method take use of commercial or private

employment agencies, state agencies, management consultant firms,
professional bodies, and professional associations. It also include employee
referral and recommendation, services of voluntary organization, trade banks,

37
 labor contractors and friends and relatives and so on to establish contact with
the job seekers.

RECRUITMENT PROCEDURE

38
Since recruitment is the process of locating, identifying, and attracting capable applications
for available jobs in an organization. The process of recruitment comprises of the following
five steps:

 Recruitment Planning: planning is the first step in the recruitment process. It

involves drafting a comprehensive job specification for the positions to be
filled up. That defines major and minor responsibilities associated with the
job, prescribes the needed skills, essential qualifications and experience. It
also specify the grade and level of pay, mention joining date, clarify temporary
or permanent, and define the special conditions of the job to be filled.

 Strategy Development: Once, an organization find out the size and quality of
candidates to be recruited, then a suitable recruitment strategy is developed.
The strategic considerations considers issues like whether to choose from
internal sources or hire it from outside. It also takes care of choosing
recruitment method, geographical area to be selected for searching the
candidates and include sequence of activities to be followed in recruiting
candidates.

 Searching: This step involves attracting job seekers to the organization.

Broadly, there are two sources used for recruitment. One is internal source and
another is external source.

 Screening: Screening may be viewed as the starting point of selection. It can

also be considered as an integral part of recruitment because selection process
starts only after the applications have been screened and short listed.
Screening is done on the basis of Job specification. Applications are screened
against the qualification and experiences, knowledge, skills, abilities and
interest as mentioned in the job specification. The techniques used for

39
 screening may vary depending upon the sources of supply and methods used
for recruitment. Preliminary applications screening, de-selections tests and
screening interviews are commonly used techniques for screening the
candidates.

 Evaluation and control: The recruitment process involves considerable cost.

The costs generally include cost of preparing job analysis, advertisement cost,
administrative expenses, cost of outsourcing or overtime, and the cost of
recruiting unsuitable candidates. It also includes recruiters’ salary too.
Therefore, to know the effectiveness of recruitment, its evaluation and control
is imperative.

PAYROLL

Payroll refers to the administration of employees' salaries, wages, bonuses, net pay,

and deductions. It consist of the employee ID, employee name, date of joining, daily

attendance record, basic salary, allowances, overtime pay, bonus, commissions,

40
incentives, pay for holidays, vacations and sickness, value of meals and lodging etc.

There are some deductions such as PF, taxes, loan installments or advances taken by

employee.

Payroll is administered on monthly basis and annual basis. While administrating the

monthly payroll basic salary, HRA, conveyance, and other special allowances such

mobile, etc are considered. There are some deductions which are provident fund

(12%) of the salary, taxes and other deductions.

Figure: Components of Monthly Payroll

Deductions such as tax and loan/advances taken by the employee from organizations

are deducted only where applicable. Dearness Allowance and House rent allowance is

provided at a fixed rate stated by the employment law. Provident fund is deducted

from the gross salary of employee on the monthly basis as per the employment law,

which is provided later to the employee. Organizations also contribute the same

amount to the provident fund of the employee. Annual payroll consists of leave travel

41
allowances, incentives, annual bonuses, meal vouchers/reimbursements, and medical

reimbursements.

Figure: Components of Annually Payroll

Allowances, incentives, bonuses and reimbursements are based on organizational

policies. Some organizations provided the allowances on a fixed rate say 10% or 12%

of the basic salary. Some organizations go for performance based incentives.

PROCESSING OF PAYROLL

Payroll process typically functions, using a payroll supplier, an in-house payroll

process assisted by computer systems, or an in-house system that is entirely processed

42
by hand. These descriptions also include flowcharts of each process and coverage of

the exact controls that are most useful for each situation. Additionally, the chapter

covers the types of documents used to set up a new employee in the payroll system,

how to organize this information into a personnel folder, and how to process changes

to employee information through the payroll system

The next three sections describe how the payroll process flows for specific types of

system outsourced payroll, in-house computerized payroll, and in-house manual

payroll. In this section, we cover the general beginning-to-end processing of payroll,

step-by-step, irrespective of the specific payroll system, in order to show the general

process flow. Though some of these steps will not apply to each of the processes

noted in later sections, it gives a good feel for how a payroll is completed. The steps

are:

a) Set up new employees. New employees must fill out payroll-specific information

as part of the hiring process, such as the W-4 form and medical insurance forms

that may require payroll deductions. Copies of this information should be set aside

in the payroll department in anticipation of its inclusion in the next payroll.

b) Collect timecard information. Salaried employees require no change in wages

paid for each payroll, but an employer must collect and interpret information

about hours worked for nonexempt employees. Having employees scan a badge

through a computerized time clock, punch a card in a stamp clock, or manually fill

out a time sheet.

c) Verify timecard information. Whatever the type of data collection system used

in the last step, the payroll staff must summarize this information and verify that

employees have recorded the correct amount of time. This typically involves

having supervisors review the information after it has been summarized, though

43
 more advanced computerized timekeeping systems can perform most of these

tasks automatically.
d) Summarize wages due. This should be a straightforward process of multiplying

the number of hours worked by an employee’s standard wage rate. However, it

can be complicated by overtime wages, shift differentials, bonuses, or the

presence of a wage change partway through the reporting period.

e) Enter employee changes. Employees may ask to have changes made to their

paychecks, typically in the form of alterations to the number of tax exemptions

allowed, pension deductions, or medical deductions. Much of this information

must be recorded for payroll processing purposes, since it may alter the amount of

taxes or other types of deductions

f) Calculate applicable taxes. The payroll staff must either use IRS-supplied tax

tables to manually calculate tax withholdings or have a computerized system or a

supplier determine this information. Taxes will vary not only by wage levels and

tax allowances taken but also by the amount of wages that have already been

earned for the year-to-date

g) Calculate applicable wage deductions. There are both voluntary and involuntary

deductions. Voluntary deductions include payments into pension and medical

plans, while involuntary ones include garnishments and union dues. These can be

made in regular amounts for each paycheck, once a month, in arrears, or

prospectively. The payroll staff must also track goal amounts for some deductions,

such as loans or garnishments, in order to know when to stop making deductions

when required totals have been reached

h) Account for separate manual payments. There will inevitably be cases where

the payroll staff has issued manual paychecks to employees between payrolls.

This may be caused by an incorrect prior paycheck, an advance, or perhaps a

termination. Whatever the case, the amount of each manual check should be

included in the regular payroll, at least so that it can be included in the formal

44
 payroll register for reporting purposes, and sometimes to ensure that the proper

amount of employer-specific taxes are also withheld to accompany the amounts

deducted for the employee.

i) Create a payroll register. Summarize the wage and deduction information for

each employee on a payroll register, which can then be used to compile a journal

entry for inclusion in the general ledger, prepare tax reports, and for general

research purposes. This document is always prepared automatically by payroll

suppliers or by in-house computerized systems.

j) Verify wage and tax amounts. Conduct a final cross-check of all wage

calculations and deductions. This can involve a comparison to the same amounts

for prior periods, or a general check for both missing information and numbers

that are clearly out of line with expectations.

k) Print paychecks. Print paychecks, either manually on individual checks or, much

more commonly, through a computer printer, with the print outs using a standard

format that itemizes all wage calculations and deductions on the remittance

advice. If direct deposits are made, a remittance advice should still be printed and

issued.
l) Enter payroll information in general ledger. Use the information in the payroll

register to compile a journal entry that transfers the payroll expense, all

deductions, and the reduction in cash to the general ledger.

m) Send out direct deposit notifications. If a company arranges with a local bank to

issue payments directly to employee accounts, then a notification of the accounts

to which payments are to be sent and the amounts to be paid must be assembled,

stored on tape or other media, and sent to the bank.

n) Deposit withheld taxes. The employer must deposit all related payroll tax

deductions and employer-matched taxes at a local bank that is authorized to

handle these transactions. The IRS imposes a rigid deposit schedule and format

for making deposits that must be followed in order to avoid penalties

45
o) Issue paychecks. Paychecks should, at least occasionally, be handed out directly

to employees, with proof of identification required; this is a useful control point in

larger companies where the payroll staff may not know each employee by name,

and where there is, therefore, some risk of paychecks being created for people

who no longer work for the company

p) Issue government payroll reports. The government requires several payroll

related reports at regular intervals, which require information on the payroll

register to complete.

PAYROLL MANAGEMENT PROCESSES

Calculation of gross salaries and deductible amounts is a tedious task which involves

risk. Some of the organizations use the traditional manual method of payroll

processing and some go for the advanced payroll processing software. An

organization opts for any of the following payroll processing methods available.

46
 Figure: Various Payroll Processes

MANUAL SYSTEM

Manual payroll system is the traditional payroll system which involves pen and ink,

adding machine, spreadsheet, etc instead of computers, software and other

computerized aids. The process was very popular when there were no computerized

means for payroll processing.

Now-a-days it is only few small scale organizations in the remote areas that use the

manual payroll. Sometimes the construction industry and manufacturing industry also

use the manual payroll systems for the contractual labour, as theses contracts are on

daily/weekly basis.

There is full control in the hands of owner. But the process is tedious, time consuming

and risky as it is more prone to errors.

47
ACCOUNTANT.

Accountant is a professional having a degree/diploma course in finance/accountancy.

He/she is responsible for all the activities related to payroll accounting. He/she has the

sound knowledge of accounting principles and globally accepted standards.

The process adds costs to the organization. It involves paying someone who is

responsible for calculating the salaries of others. The financial control regarding

salary goes in the hand of accountant.

PAYROLL SOFTWARE

In today’s computerized environment, payroll system has also developed itself into

automated software that performs every action needed by the payroll process. It helps

in calculating the payable amounts and deductions very easily. It also helps in

generating the pay slips in lesser time. Automated calculations result in no errors.

Data is validated automatically by the software.

It needs professionals to make use of the software for its efficient working.

PAYROLL OUTSOURCING

Payroll outsourcing involves a third party (an outsourcing company) in the

calculations of salaries and deductions. The outsourcing organization is responsible

for all the activities of the payroll accounting. It saves time and cost for the

organization. If there is more number of employees (say more than 900-1000) in the

organization, payroll outsourcing would be very much beneficial.

The data is provided to the consultants/outsourcing firms. The various payroll

functions undertaken by the outsourcing organizations are as follows:

48
  Analysis of Payroll records, payroll taxes

 Medical claim processing

 Employee Insurance & Provident fund processing

 Quality Audit procedures & planning

 Significance of Payroll Outsourcing

Outsourcing industry is growing at a higher rate. HR outsourcing helps the HR

professionals free themselves from the daily routine work and take part in the

strategic level processes. Organizations really do not take HR as a strategic function;

it is merely treated as paper work division. Therefore they want to reduce the cost

being spent on HR activities.

In India payroll outsourcing is one of the HR processes and is being outsourced since

1997. Payroll outsourcing involves an external organization performing all the

activities related to payroll management. Adecco has come up with payroll

outsourcing.

Outsourcing organizations strive for providing cost saving benefits to their clients.

The organizations use its marketing division thoroughly to acquire more number of

clients and retain them. Payroll outsourcing does not provide much cost reduction but

it yield in high quality. Since compensation outsourcing requires lot of market survey

and industry knowledge, it is not easy for an organization to carry the tasks with its

operational business activities

49
 Figure: Benefits of Payroll Outsourcing

Outsourcing has benefited not only the service providers but also organizations and

economy of the country. It enables the management to focus on the core competencies

and strategic planning. It maintains the confidentiality of the pay package offered to

employees as it is an external body administrating. Organizations do not have to keep

the track of law related to salaries and compensation; it is the outsourcing firm which

has to look after it. It offers qualitative results. It is very much time saving and cost

effective. It also offers legal protection as the outsourcing firm is responsible for all

the legal matters.

Outsourcing firms enjoys the revenue benefits as the services are being offered to

MNCs. Service exports have caused the economic system to develop more and

contribute to GDP.

50
 Why Payroll Outsourcing

In today’s global competitive environment organizations need to focus on cost-cutting

strategies and high qualitative results. Organizations has to deal with tax filling, they

have to adhere to the sate employment law. These complexities have force the

organizations to outsource their payroll processes. Outsourcing helps an organization

to stay focused on the business operations. It results in cost-effectiveness and time

saving. The organizations are relieved from law regulations and tax formalities.

 Cost-Effective

Payroll outsourcing results in cost effective benefits. A market study has

revealed that outsourcing payroll process is cheaper than administrating

the process internally.

Organizations have to set an additional department for the purpose

resulting in the salaries of those responsible for performing the activities of

payroll process. It also includes the cost associated with payroll checks,

bank accounts and other charges, record maintenance, computerized aids

such as payroll software, etc

51
 Time Saving
Payroll outsourcing saves a lot of time for management. Time spent on

activities associated with payroll process can now be utilized for more

strategic roles. The organizations can focus on their strategic decisions and

business operation

 Less Legal Adherence

Organizations are not bound for any legal formalities. Outsourcing

companies are responsible for following rules, regulations and filing the

tax returns. They look after changes in the tax slabs and state jurisdictions.

This provides management a great relief and enables them to focus on

business operation.

 Profit Generation

Organizations can make use of new opportunities and utilize the time and

money on new business ventures and generate more profits.

52
  Error Free

Payroll outsourcing results in error free reports. Internal payroll process is

more prone to errors, but the service providers recruit professionals and

they make sure there are no mistakes.

 Qualitative Results

The expertise and technological advancements results in qualitative

results. There are no delays and no errors.

Figure: Reasons for Payroll Outsourcing

The survey also reported that 53% of the participant organizations outsource their

payroll processes and from those who outsourced 25% believes that it results in more

53
focused strategic decisions. Most of the organizations agreed that it is cost-effective

measures.

A payroll is a company's list of its employees, but the term is commonly used to refer
to: the total amount of money that a company pays to its employees. A company's
records of its employees' salaries and wages, bonuses, and withheld taxes.

Payroll in the sense of "money paid to employees" plays a major role in a company
for several reasons.

From an accounting perspective, payroll is crucial because payroll and payroll taxes
considerably affect the net income of most companies and because they are subject to
laws and regulations (e.g. in the US, payroll is subject to federal, state, and local
regulations).

From a human resources viewpoint, the payroll department is critical because

employees are sensitive to payroll errors and irregularities: Good employee morale
requires payroll to be paid timely and accurately. The primary mission of the payroll
department is to ensure that all employees are paid accurately and timely with the
correct withholdings and deductions, and that the withholdings and deductions are
remitted in a timely manner. This includes salary payments, tax withholdings, and
deductions from paychecks.

54
IMPORTANCE OF PAYROLL

Payroll is an integral part of all organizations. The payroll department is not only
responsible for employees’ salary compensation, but it also plays a vital role in
protecting the company’s reputation by ensuring compliance with various legislations.
Too often, many view the payroll as merely a processing function. They fail to
recognize the importance of payroll and the mammoth effect it has on businesses.
Payroll affects every aspect of the organization, from the reputation of the company
right down to the morale of its employees.

 Morale of the employees: A critical aspect of payroll is its impact on the

morale of the employees. Employees need to feel assured that they can be paid
on a consistent and timely basis. A late and inaccurate payroll might cause
employees to question the financial stability of the organization. This might
compromise on the work climate within the organization, resulting in
underperformance and ignorant behavior towards the organization. Given that
employees form the base in all organizations, the importance of a reliable and
accurate payroll cannot be overstated.

 Compensation package: In addition to the financial obligations that an

organization has towards its employees, the organization has to ensure that its payroll
activities adhere to the country's tax obligations and comply with employment
legislations. The efficiency of meeting tax obligations on time and upholding of
legislative laws can further establish the organization’s reputation as a stable
employer. With this value-added branding, it will ultimately attract and retain the
right pool of talent to the organization.

55
  Uphold company’s reputation: In addition to the financial obligations that an
organization has towards its employees, the organization has to ensure that its
payroll activities adhere to the country's tax obligations and comply with
employment legislations. The efficiency of meeting tax obligations on time
and upholding of legislative laws can further establish the organization’s
reputation as a stable employer. With this value-added branding, it will
ultimately attract and retain the right pool of talent to the organization

 Re-allocation of resources: With all the paperwork and excel calculations

that comes synonymously with payroll, it can be an extremely time-consuming
and manual job. Furthermore, as payroll has to be performed regularly every
month, additional resources need to be employed to ensure the accuracy and
precision of payroll calculations. As such, most organization these days tackle
this issue by engaging a reliable payroll software system. A payroll software
system would allow a more comprehensive data management and provides
organizations the option to generate customized reports. In addition, payroll
software systems are typically up-to-date with the latest legislative changes
and thus, organizations need not worry about an overhaul on their current
payroll system just to keep up with recent legislative changes. As payroll is
now automated, it allows organizations to save on costs in the long run.
Furthermore, it frees up valuable resources for the organization to focus on
other business areas.

BASIC SALARY BREAKUP (Joining – Exit formalities)

56
  Cost to company (CTC)

 Monthly salary

 Basic – 40% to 60% on monthly income

 House Rent Allowance (HRA) – Metro cities -50% on basic & Non Metro
cities- 40% on basic.

 Conveyance – 1600 (max.) Tax limit

 Medical Allowance – 1250 (max.) Tax limit

 Total / Gross

 Special Allowance = Total – Monthly income.

TAX SLAB

 2 lakh – No Tax

 2 lakh to 5 lakh – 10% tax

 5 lakh to 10 lakh – 20% tax

 Above 10 lakh – 30% tax

TAX SLAB FOR ABOVE 60 YRS

 lakh – No tax
 3 lakh to 5 lakh – 10% tax
 5 lakh to 10 lakh – 20% tax
 Above 10 lakh – 30%

57
COMPLAINCE OF BASIC SALARY BREAKUP

 PROVIDENT FUND :

 A provident fund is a form of social safety net into which workers

must contribute a portion of their salaries and employers must
contribute on behalf of their workers. The money in the fund is then
paid out to retirees, or in some cases to the disabled who cannot work.

 It is important to note that 12% of the basic pay of a salaried employee

(in addition to dearness allowance and cash value of food allowances,
if any) is deducted from his or her remuneration on a monthly basis as
contribution towards an EPF account.

 From the employer’s contribution, 8.33% is deposited in the Employee

Pension Scheme (EPS) while only 3.67% is deposited in the EPF
account.

 The current rate of interest (for financial year 2015-16) for an EPF account is
8.7% p.a. The rate of interest is subject to change every year, as announced
every year by EPFO.

EPF WITHDRAWAL PURPOSE

58
  Marriage: A salaried person can withdraw for self, siblings and children. He
or she should, however, have completed a minimum of seven years of service
to withdraw 50% of contribution (thrice in a career).

 Construction/Purchase of plot: If a salaried person wishes to withdraw from

an EPF account for the purpose of either construction or purchase of a plot, the
property must be registered in his or her name, spouse or be jointly held.

 Medical treatment: A salaried person can withdraw up to either six times of

his or her monthly salary or total corpus towards medical treatment of self,
parents, spouse and children.

 Retirement: An individual must be 54 years old to withdraw up to 90% of

the corpus of his or her provident fund account.

 Miscellaneous : Individuals can choose to withdraw from their EPF account

for various other reasons such as premature retirement as a result of any
physical or mental disability, migrating abroad for the sake of better
employment or settling down in a foreign country.

UNIVERSAL ACCOUNT NUMBER (UAN)

 The UAN or the Universal Account number is a 12 digit unique number allotted to
each member of Employee Provident Fund (EPF) which helps him to control all his
EPF accounts.

 This number is issued by the Ministry of Labor and Employment, Government of

India. If an individual changes his job, he will get a new PF account with the
organization.

 The UAN is a single account number that will connect the multiple IDs associated
with an employer. With UAN, an employee can connect all his EPFO accounts to
make the process of PF withdrawal and transfer easier.

EMPLOYEE’S STATE INSURANCE CORPORATION :

59
Employees' State Insurance Scheme of India is an integrated social security scheme
tailored to provide social protection to workers and their dependents, in the organized
sector, in contingencies, such as, sickness, maternity and death or disablement due to
an employment injury or occupational hazard.

The ESI Act, (1948) applies to following categories of factories and establishments in
the implemented areas:

 Non-seasonal factories using power and employing ten (10) or more

persons.
 Non-seasonal and non-power using factories and establishments
employing twenty (20) or more persons.

The "appropriate Government" State or Central is empowered to extend the

provisions of the ESI Act to various classes of establishments, industrial, commercial
or agricultural or otherwise. Under these enabling provisions most of the State Govts
have extended the ESI Act to certain specific class of establishments, such as, shops,
hotels, restaurants, cinemas, preview theatres, motors transport undertakings and
newspaper establishments etc., employing 20 or more persons.

The ESI Scheme is mainly financed by contributions raised from employees covered
under the scheme and their employers, as a fixed percentage of wages. Employees of
covered units and establishments drawing wages upto Rs.10 000/- per month come
under the purview of the scheme for social security benefits. However, employees’
earning upto Rs.50/- a day as wages are exempted from payment of their part of
contribution.

Employees covered under the scheme are entitled to medical facilities for self and
dependents. They are also entitled to cash benefits in the event of specified
contingencies resulting in loss of wages or earning capacity. The insured women are
entitled to maternity benefit for confinement. Where death of an insured employee
occurs due to employment injury, the dependents are entitled to family pension

ADMINISTRATION

The Employees’ State Insurance Scheme is administered by a corporate body called

the Employees’ State Insurance Corporation (ESIC), which has members representing

60
employers, employees, the Central Government, State Governments, medical
profession and the Parliament.

A Standing Committee constituted from among the members of the Corporation acts
as the Executive Body for the administration of the Scheme. Administration.

There is also a Medical Benefit Council to advise the Corporation on matters

connected with the provision of Medical Benefit.

The Director General who is the Chief Executive of the Corporation is also ex-officio
member of the Corporation and of its Standing Committee.

Besides the Hqrs.Office in New Delhi, the Corporation has 23 Regional Offices and
12 sub-Regional Offices at Vijayawada, Vadodara, Surat, Hubli, Pune, Nagpur,
Coimbatore, Madurai, Tirunelveli, Noida, Varanasi and Barrack pore and 844 Local
Offices and Cash offices all over the country for the administration of the Scheme.

The Medical care under the Scheme is administered by State Governments, who have
the statutory responsibility in this regard, except in Delhi State and Noida area of U.P.
Besides, the ESI Hospital, K.K. Nagar at Chennai, ESI Hospital, and Thakurpukur at
Calcutta and ESI Hospital at Nagda are also being run directly by the Corporation.

Six Social Security Benefits

 Medical Benefits: Full medical care is provided to an Insured person and his
family members from the day he enters insurable employment. There is no
ceiling on expenditure on the treatment of an Insured Person or his family
member. Medical care is also provided to retired and permanently disabled
insured persons and their spouses on payment of a token annual premium of
Rs.120/-

61
  Sickness Benefits:Sickness Benefit in the form of cash compensation at the
rate of 70 per cent of wages is payable to insured workers during the periods
of certified sickness for a maximum of 91 days in a year. In order to qualify
for sickness benefit the insured worker is required to contribute for 78 days in
a contribution period of 6 months.

 Maternity Benefits : Maternity Benefit for confinement/pregnancy is payable

for three months, which is extendable by further one month on medical advice
at the rate of full wage subject to contribution for 70 days in the preceding
year.

 Disablement Benefits: From day one of entering insurable employment &

irrespective of having paid any contribution in case of employment injury.
Temporary Disablement Benefit at the rate of 90% of wage is payable so long
as disability continues.

 Dependents Benefits:DB paid at the rate of 90% of wage in the form of

monthly payment to the dependents of a deceased Insured person in cases
where death occurs due to employment injury or occupational hazards.

 Other Benefits:Funeral Expenses: An amount of Rs.10,000/- is payable to the

dependents or to the person who performs last rites from day one of entering
insurable employment.

Confinement Expenses: An Insured Women or an I.P.in respect of his wife in

case confinement occurs at a place where necessary medical facilities under
ESI Scheme are not available.

KEY OBSERVATIONS

62
 The recruitment process of Super Overseasis mostly fair and
transparent.

 Super Overseasuses both Internal and external recruitment channels.

 No discrimination against the applicant on the basis of sex, color,

region, race, age, national origin or any other factor.

 The company always tries to find out the best people for recruiting.

 Company always prefers the people who have already completed the
Bachelor or Masters in any recognized public or private universities.

 The company arrange limitation amount of training for professional

and personal development of the employee.

 The Management always tries it best to find the best and suitable
person for employment.

 The management follows a standard procedure in the selection process.

 Training is designed for every new joinee in the organization.

 The company uses different web portals such as naukri.com,

timesjob.com etc. for the recruiting process and for finding the talented
candidate.

 It is being observed that the company is utilizing job description in

order to make screening process more efficient.

 Once the recruitment and selection process is done then the employees
are appointed based on their job description.

 Interns are also recruited based on their good performance.

 The company has the structured and standardized selection process.

 Another way to find applicants is through the employee referral by

different departments.

 The organization fills the position by promoting the present employee,

but mostly it recruits from outside.

ACHIEVEMENT

63
Best exporters Award from AEPC

Best Vendor of the year rated by Wal-Mart/JC Penney/ Target

Best Manufacturing facilities rated by NIFT.

64
Supper Overseas pvt ltd ranked among the Iconic Brands of India 2017, by The
Economic Times

Supper Overseas pvt ltd biggest gainers in Brand Equity Most Trusted Brands
2016 List

Supper Overseas pvt ltd India CEO Mr. Sunil Duggal named Best CEO in
Garments Category for second year in a row

65
 Supper Overseas pvt ltd bags AsiaStar 2016 Packaging Award for Supper
Overseas pvt ltd

Supper Overseas pvt ltd moves up six places; ranked 39 in BT500 ranking of
India's Most Valuable Companies for 2016

Supper Overseas pvt ltd ranked Best Healthcare Brand in Alternative Medicines
category, by WCRC magazine

66
Supper Overseas pvt ltd India Ltd ranked 26 in the list of Best Indian Brand for
2016

Supper Overseas pvt ltd bags the prestigious BrandZ Award; Ranked amongst
the Top 50 Most Valuable Indian Brands 2016

PRODUCT AND SERVICES

67
Premium ware

We are catering to Golf ware, Corporate-ware, Premium-ware, which

are crafted from the finest Egyptian or Pima cotton to the stringent

quality levels.

Fashions ware

We are catering to the customer in Northern America, Europe especially

Italy where they are the trend setters and close to the fashion 'n' quick

delivery subject to the changes as the order progress with innovative ideas & design in-puts.

Retail

We are able to cater the major retailers in Northern American/Europe

where we have expertise in sourcing the right fabric at the competitive

price and the optimum efficiency in sewing to make the products more

competitive to cater to the major retailers worldwide.

Products

Mens / Boys
Polo

68
 Crew Neck
Henley
Raglon
Hoody
V Neck
Fleece Jacket

Womens / Girls
Tee
Camisole

69
 Embelished Top
Cap sleeve Top
Strap Tank Top
Vest

Fabrication

All Cotton & Cotton blended fabrics will be manufactured in-house. We

also import various blended fabrics suiting to our buyer requirements.

Single Jersey
Pique
Sheer Jersey
Interlock
Waffle
Ottoman
Flat Back Rib
Yarn Dyed Striper
Mini-Jacquard
Electronic Jacquard
Velour

70
 Pointel
Sueded
Rib 1x1, 2x2
Verigated Rib
Cotton Fleece
Polyester Fleece

Production Capacity

We are producing 1 million garments per month, having future plans to

expand 0.5 million by 2007.

Leadtime

Normally we work on 90 - 120 days leadtime & for repeat orders we

even work on 75 - 90 days leadtime.

71
 Sales & Financial Performance

Profit & Loss - Superoversea pvt.ltd.

Rs (in Crores)

Mar'18 Mar'17 Mar'16 Mar'15 Mar'14

12Months 12Months 12Months 12Months 12Months

INCOME:

Sales Turnover 5609.06 5369.84 5832.53 5505.66 4926.22

Excise Duty 16.77 79.19 82.53 74.38 56.14

72
NET SALES 5592.29 5290.65 5750.00 5431.28 4870.08

Other Income 0 0 0 0 0

TOTAL INCOME 5875.52 5565.29 5946.64 5569.13 4979.74

Super overseas pvt. ltd Financial Summary

For the three months ended 30 June 2018, Superoversea pvt.ltd. revenues increased
16% to RS20.81B. Net income increased 25% to RS3.29B.

Revenues reflect Consumer Care Business segment increase of 16% to RS16.56B,

Foods segment increase of 17% to RS3.64B.

Net income benefited from Exceptional items decrease from RS145.4M (expense) to
RS0K. Basic Earnings per Share excluding Extraordinary Items increased from
RS1.50 to RS1.87.

73
 SWOT Analysis

Strengths
1. Employee friendly work culture and personnel policies
2. Efficient production process of plants
3. Fully integrated project management system
4. Decades of experience in the sector shows its credibility
5. Backing of Central Government
6. Efficient & timely completion of projects.
7. Project conceptualization, planning, and execution without any time and cost over
runs.

74
8. Streamlined and transparent tendering system attracting global power equipment
manufactures.
9. In- house engineering skills.
10. Highly skilled and experienced human resources exposed to state of the art
technologies in power generation.
11. High operational efficiency and reliability

Weaknesses
1. Depleting input materials sources.
2. Govt intervention can often cause disruptions in operations.
3.Prices are determined by India's Act.

4. Limited clarity in reporting relationships.

2. Multi layered structured delaying decision making.

3. Essentially functional in nature each working silos leading to resistance to cross

functional team work.

4. Risk awareness leading to low level of innovation.

Opportunities
1.Huge demand and supply gap
2.Large opportunity in energy consultancy service
3.New sources of power generations

4. Aggressive capacity expansion to: To anticipate competition. . Expand generation

capacities by putting up thermal and hydro capacities, maintaining the position of a
domination generating utility in the Indian power sector Securing ultra and mega power
projects.

5. Broad base fuel mix by considering imported coal, gas, nuclear power, etc. ,with a
view

6. Expand services of EPC, R&M, and O&M activities in domestic as well as

international

7. Backward integrate into cottonmining and secure long- term sources both in India and

75
 8.. Improve collections by trading, direct sale to bulk customer and active role in capacity

Threats
1. Rising cost of production
2.Huge competition from growing private sector firms
3. New and cleaner sources of power
4. Delayed SEB reforms and continuing financial ill-health.

5. Infrastructural bottlenecks in the form of delays in inter-regional connectivity.

6. Regular pressures on tariffs.

7. Increase in competition in core business from SEB plants and IPPsCPPs.

8. Mismatch in fuel supply linkages for existing and future power stations.

9. Uncertainties arising out of changes in Government policies.

10. Rising environmental concerns such as emission of Green House Gases, Stack
emission and ash disposal

OBJECTIVE

RESEARCH OBJECTIVES

The primary objective is to study, understand and analyze aspects related to various
HR Procedures of Recruitment and payroll at super overseas pvt. Ltd., Noida.

OBJECTIVES OF STUDY

 To study the existing policy of super overseas pvt. Ltd. regarding Recruitment
and Selection process.
 To know the satisfaction level of employees towards the existing recruitment and
selection process.

76
 To identify the internal and external sources of recruitment and payroll

RESEARCH METHODOLOGY

Research Design: Research Methodology is the systematic, theoretical analysis

of the methods applied to a field of study. It comprises the theoretical analysis
of the body of methods and principles associated with a branch of knowledge.
It includes the process of gathering, recording and analyzing critical and
relevant facts about any problem in any branch of human activity. It refers to the
critical searches into the study and investigation of the theory or hypothesis.
Sources of secondary data: The data and information of this report are collected
from –

 Primary sources
 Secondary sources and
 Personal interview

Primary Sources:It is the data observed or collected directly from first-hand

experience. These data are collected through personal interview and discussion
and by participating in the recruitment process. For this report the information

77
 is being gathered from personal interview of HR MANAGER, DIRECTOR
and discussion with the employees of PAYROLL department.

Secondary Sources: A secondary source is any source about an event, period, or

issue in history that was produced after that event, period or issue has passed. For this

report the information has been gathered from Annual Report, Job Description,

Published Material, Training Material and from the web site of Super Overseas

Management Services

Sampling Plan:

 Define Population & Sample:

 Sampling Method:

 Sample Size:

RESEARCH METHODOLOGY

Areas : Within Organization

Research Design : Exploratory

Sources of Information : Primary Data

Secondary Data

Data collection Method : Structured Non Disguised

Questionnaire

Types of questions Used : Open Ended

78
 Multiple Choice

Close ended

Dichotomous

Target Group : Employees

Sampling Method : Random Sampling

Sample Size : 50 Employees

RESEARCH DESIGN

 Type of research: Exploratory research

 Sources of data: primary and secondary data

 Primary data – questionnaire

 Secondary data – websites

 Data collection method: survey method

 Survey instrument: questionnaire (closed and open ended)

 Method of communication: collect the data through survey of the employees

in the organization

79
  Sample size: 50 Employees

 Sample unit: Dabur kaushambi (Ghaziabad)

Sample design: convenient sampling (sample collection)

Research in common refers to a search for knowledge. Research can also define

as a systematic & scientific search for pertinent information on a specific

topic. In fact it is art of scientific investigation.

“Systematic effort to gain new knowledge”

- Redman & Mory

“The manipulation of things, concepts or symbols for the purpose of generally to

extend, correct or verify knowledge whether that knowledge aids in construction of

theory or in the practice of an art.”

- Clifford Woody

80
 LIMITATIONS OF RESEARCH
 Sample size was very small, and area of research was restricted to Ghaziabad only. So it

cannot give a fair result.

 Data collected cannot be reliable and accurate.
 Gathering and processing data can be very expensive.
 The collection of data can take a longer time.
 Some ethical and legal constraints related to security of data.

81
DATA ANALYSIS

82
DATA COLLECTION

The task of data collection begins after a research problem has been identified and the
research design has been chalked out. While deciding the method of data collection to
be used for the study, the researcher should keep in mind two types of data:
a. Primary data
b. Secondary data

In this research project the data being collected is as follows:

Primary Data: The survey method is used to collect the primary data in this research
as it is the Analytical research to find out the shortcomings and area of improvements
according to the skill required for recruitment team. The data that is collected first
hand by someone specifically for the purpose of facilitating the study is known as
primary data. So in this research the data is collected from respondents through
QUESTIONNAIRE.

 Primary source of data :

(i). Personal interview

(ii). Questionnaire technique.

QUESTIONNAIRE - Survey among the officials and employees of MONARCH.

PERSONAL INTERVIEWS with the company representatives regarding recruitment
and selection practices in organization.

83
Secondary Data:

The secondary data is also used in a lesser proportion to find out the name and
designation of the employer who are working with this organization and the company
profile. Secondary data refer to information gathered by someone other than the
researcher conducting the current study. Such data can be internal or external to the
organization and accessed through the Internet or perusal of recorded or published
information.
Secondary sources of data provide a lot of information for research and problem
solving. Such data are as we have seen mostly qualitative in nature.

 Secondary source of data :

(i). Company brochure.

(ii). Internet.

(iii). Websites

(iv). Organizational Reports & Records.

(v). Business magazines

(vi). Journals etc

84
 SAMPLING TECHNIQUE

SIMPLE SAMPLING

Simple sampling is a sampling process that utilizes some form of random selection. In
probability sampling, each unit is drawn with known probability, or has a nonzero
chance of being selected in the sample. Such samples are usually selected with the
help of random numbers. With probability sampling, a measure of sampling variation
can be obtained objectively from the sample itself. Simple Random sampling has been
adopted for this research. Under which we have considered the sampling which has
been done for a specific designated population, because here a small cluster of
professionals has been considered out of the total universe which has been divided in
small group like recruitment team & employee.

SAMPLE SIZE

Sample size refers to the number of items to be selected from universe to constitute a
sample. The sample size should be optimum as it should fulfill the objective of the
research.
40 Nos.- Total manpower strength is 450 and I have focused upon 10% of total
employees of DENAVE. (Covering each and every department).

85
 SAMPLE AREA

The sample area refers to the universe to be studied under our research project. The
area denotes the place or the region to be studied and taken into research
consideration. Thus, the sample area chosen for this research project is Denave India
pvt ltd, Noida.

86
 CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

87
 DATA ANALYSIS AND INTERPRETATTION

Q1) Is there a well-defined Recruitment Policy in your organization?

S.No. Options No. %

1. Strongly agree 20 50

2. Moderately agree 10 25

3. Strongly disagree 5 12.5

4. Moderately disagree 3 7.5

5. Can’t say 2 5

88
INTERPRETATION

An organization must have a well-defined recruitment policy corresponding to the

company and vacancy requirements. Existing employees can give a fair feedback on
the suitability of the policy. Responding to it 30 out of 40 employees (75%) told that
there is a sound recruitment policy in organization that can be evaluated by comparing
skills and knowledge of new recruits and existing employees. 8 out of 40 employees
(20%) feel that the organization’s recruitment policy is not properly defined. And rest
2 could not say about the recruitment policy. Majority of employees felt that policy
was well defined which is a great morale victory on the part of management; still
there are chances of its improvement as 20% employees have negative opinion about
the policy.

Q2) Which internal source of recruitment is followed by the company and given
more priority?

89
INTERPRETATION

Internal Recruitment seeks applicants for positions from those who are currently
employed. S.No. Options No. % Responding
to above 1. Job Posting 10 25 asked
question, 2. Employee Referrals 10 25 50%
employees tell that
3. Internal Promotions 20 50
company prefers
internal 4. Transfer - - promotion as
internal source of recruitments. 25% employees tell that Employee referrals are given
due priority and rest 25% say that Job posting is preferred. Majority of employees
actually thinks that internal promotion is given priority and followed by company as
internal source of recruitment.

Q3) Which external source of recruitment is followed by the company and given
more priority?

90
 S.No. Options No. %

1. Campus Interview - -

2. Advertisement 3 7.5

3. Online Job Portals 2 5

4. Walk-in Interview 35 87.5

5. Agencies/ Consultancies - -

6. Employment Exchanges - -

INTERPRETATION

External Sources of recruitment lie inside the organization.35 out of 40 employees

(87.5%) feel that company prefer online Job Portals for hiring from outside. 5%
employees (appx.) think that company prefers Advertisement as external source of
recruitment. 7.5 say that Campus Interviews and Consultancies hiring from outside
did not prefer by the Organization. Analysis shows that more than 87% employees tell
that preferred External Source of Hiring and finds these recruiting cheaper, faster and
potentially more effective.

Q4) which source of recruitment is replied upon when immediate requirement

arises?

91
 S.No. Options No. %

1. Internal 4 10

2. External 36 90

INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources.

Responding to recruitment source question, almost all the employees tell that External
sources are relied upon when there is any immediate manpower requirement in
company. Analysis clearly represents that 36 out of 40 employees (90%) show that
External sources are prefer for immediate opening in organization but my study
suggests that internal hiring would be better option for immediate opening in
organization in which company can have sufficient knowledge about the internal
candidate and it is less costly

Q5) what type of interview is taken while selection?

92
S.No. Options No. %

1. Patterned 20 50

2. Stress 5 12.5

3. Depth 10 25

4. Others 5 12.5

93
INTERPRETATION

The PATTERNED INTERVIEW format has a structure to it. There is a set of pre-
determined questions that will be asked from each candidate for a position. The
STRESS INTERVIEW is the interview in which the interviewers try to 'discomfort'
the candidates in various ways and observe how they react to various difficult
situations. An IN-DEPTH INTERVIEW is a qualitative research technique that
allows person to person discussion. It can lead to increased insight into people's
thoughts, feelings, and behaviour on important issues. This type of interview is often
unstructured.Responding to the type of interview 20 out of 40 employees think that
patterned interviews are generally taken. 25% employees have the opinion that depth
interviews are often used. Rest believes that stress or any other type of interview is
being taken.

Q6) the recruitment and selection process of company meets the current and
legal requirements?

S.No. Options No. %

1. Agree 20 50

2. Disagree 5 12.5

3. Moderately 10 25

4. No opinion 5 12.5

94
INTERPRETATION

Every organization has the option of choosing the candidates for its recruitment
processes. In this research most employees responded positively to this question.
They feel that the company follows different recruitment process for different
positions. Analysis clearly represents that 25 out of 40 employees (62.5%) show that
maximum employees are agree with this process whereas 10 out of 40 employees
(25%) did not like the current recruitment process whereas 12.5% were unable to
answer.

Q7) Are you happy with the salary what you offered by the company?

Sn. Options No. %

1. Yes 20 50

2. No 10 25

3. Can’t Say 10 25

95
INTERPRETATION

The basic focus of every organization is to satisfy the employees with its own
compensation plan. In this research most employees responded positively that they are
satisfied with their salary. They feel that the company has good compensation plan for
their employees. Analysis clearly represents that 20 out of 40 employees (50%) show
that maximum employees are satisfied with their Salary 10 out of 40 employees
(25%) did not like their current salary whereas 12.5% were unable to answer.

Q8) what were the sources of recruiting the candidates for your current client?

Sn. Options No. %

1. Direct Walk In 15 37.5

2. Existing Database 5 12.5

3. Reference 10 25

4. Internal Movement 5 12.5

5. Others 5 12.5

INTERPRETATION

Every organization follows various sources of recruitment to acquire a good talent for
their organization. In this research I could find the various degrees of various sources

96
of recruitment. Analysis clearly represents that 15 out of 40 employees(37.5%) show
that recruitment is done through Direct Walk Ins, 5 out of 40 employees(12.5%) show
that recruitment is done through Existing Database, 10 out of 40 employees (25%)
show that recruitment is done through Employee Referrals and 5 out of 40
employees(12.5%) show that recruitment is done through Internal Movement whereas
5 employees show that recruitment is done through other sources.

Q9) How do you think about Recruitment and selection procedure in your
company?

Sn. Options No. %

1. Satisfactory 25 62.5

2. Unsatisfactory 10 25

3. Can’t Say 5 12.5

INTERPRETATION

97
Every organization has the option of choosing the candidates for its recruitment
processes. In this research most employees responded positively to this question.
They feel that the company follows a good recruitment and selection procedure.
Analysis clearly represents that25 out of 40 employees (62.5%) shows that maximum
employees are satisfied with this procedure whereas 10 out of 40 employees (25%)
are not satisfied with the current recruitment and selection procedure and 12.5% were
unable to answer.

Q10) Is any training session apart from the domain training provided?

Sn. Options No. %

1. Yes 25 62.5

2. No 10 25

3. Can’t Say 5 12.5

INTERPRETATION

98
Every organization tries to enable their employees for their offered job position along
with a good compensation plan for which the organization provides Training. In this
research most employees agreed positively that they are provided training sessions
apart from the domain training. They feel that the company has good Training
programs for their employees.

Analysis clearly represents that 25 out of 40 employees (62.5%) show that maximum
employees are satisfied with the training program offered to them. 10 out of 40
employees (25%) did not agree on the training programs offered to them whereas
12.5% were unable to answer.

FINDINGS

99
 Present employees of Super overseas pvt ltdare satisfied with recruitment strategy
of company.
 Internal Promotions, Walk-in interview and Job Portals are mostly used
recruitment source.
 Written test is not given weight age during selection process.
 To some extent company has preset-criteria for sorting the candidate’s
applications.
 Concerned departmental head is given special attention while selecting a
candidate of the department.
 Employees are in the favour of reference check after selection of candidate.
 Job Analysis prior to recruitment is not done so properly.
 Succession Planning has mostly done in company.
 Orientation/Induction is given to new joiners; still employees are in favour of its
improvement.
 Present selection process in Super overseas pvt ltdand its procedure, tests and
interview type is good.

RECOMMENDATIONS

100
 Payroll policies should be followed properly.
 Both the sources of payroll internal as well as external should be given equal

importance.
 The company should provide induction and orientation program after the process

of selection of employees.
 The HR policy of the company should be clear and specific.
 Time Management is very essential and it should ignored at any level of the

process.

CONCLUSION

Recruitment is an important issue for any organization. Recruitment and selection

allowsan organization to assess the vacancy and choose the best personnel who will

101
lead theorganization in future. So the organization should give more emphasize on
selecting a person.

A person who can carry forwarded the organization in terms of development, values
and ethics. Mainly the precious resource for any organization is their
knowledge based efficient workers. The organizations should more cautious on this
issue to ensurethe quality and ethics.

So we can easily find out the Human resource practice, recruitment and selection
process, employee satisfaction and relations at is a very developed and effective one.
As a multinational company for making the process more effective A Super overseas
should analyze the recruitment and selection process of other multinational company
of home and abroad.

That can make Super overseas perfect in recruiting people and the company will get
efficient professionals, that will increased the productivity as well as revenue.

To be successful the dedication of the Human Resource Management is very much

needed. To compete in the national as well as in the international markets in the
adverse situations the HR manager work has become much more difficult in today’s
ever changing business environment.

Developing plans in the dynamic situations demand critical analysis of the situation
and adhering to the core principal of the organization.

In this report, I have tried my level best to identify the whole recruitment, selection
and the payroll process used by Super overseas Management Services what and how
they recruit and select their employees. In this report I have implied my acquired
knowledge from HR courses and try to comply with the techniques and systems
followed by the company.

102
The companies in this industry should concentrate on the services that they provide in
the market to take this industry towards the success.

BIBLOGRAPHY

 V.S.P.Rao, “Human Resource Management”, Excel Books publication, Second

Edition.
 Robbins, “Organizational Behavior”, Pearson Publications, Thirteenth Edition

103
  www.denave.com
 www.google.com
 Research Methodology -C.R.Kothari.
 Personnel and Human Resource Management – P. Subba Rao, Himalaya
Publication

QUESTIONNAIRE

Kindly mark the most appropriate option, which gives the extent to which you agree or
disagree with the statement.

Q1) Is there a well-defined recruitment policy in your organization?

104
1. Strongly agree

2. Moderately agree

3. Strongly disagree

4. Moderately disagree

5. Can’t say

Q2) Which internal source of recruitment is followed by the company and given more
priority?

1. Internal Promotion

2. Employee Referrals

3. Transfer

4. Job Posting

Q3) Which external source of recruitment is followed by the company and given more
priority?

1. Campus interview

2. Advertisement

3. Online job portals

105
 4. Walk-ins interview

5. Agencies/Consultancies

6. Employment Exchange

S.No. Options
Q4) 1. Strongly Agree Which source of recruitment
is relied upon when immediate
2. Agree
requirement arises?
3. Disagree

4. No Opinion

1. Internal

2. External

Q5) What type of interview is taken while selection?

1. Patterned

2. Stress

3. Depth

4. Others

Q6) The recruitment and selection process of company meets the current and legal
requirement?

106
Q7) Are you happy with the salary what you offered by the company?

S.No. Options

1. Agree

2. Moderately

3. Disagree

4. No opinion

Q8) What were the sources of recruiting the candidates for your current client?

S no. Options

1. Yes

2. No

3. Can’t Say

Q9) How do you think about Recruitment and selection procedure in your company?

Sn. Options

1. Direct Walk In

2. Existing Database

3. Reference

4. Internal Movement

5. Others

107
Q10) Is any training session apart from the domain training provided?

Sn. Options

1. Satisfactory

2. Unsatisfactory

3. Can’t Say

108