Summer Training Report

On
“Critical Analysis of Recruitment and
Selection Process of Chinar”
Submitted in the partial fulfillment for the award of the degree
MASTER OF BUSINESS ADMINISTRATION

Session: (2022-2023)

Submitted to: Submitted By:

Dr Supriya Dhull Vikash
MBA 3rd Sem
Roll No. 210000502042

Department of Management
Chaudhary Bansilal University, Bhiwani
ACKNOWLEDGEMENT
I hereby take this opportunity to thank all those who have helped me in the successful completion of
this project work. The guidance and support of many people has been immense throughout my
internship.

A successful project can never be prepared by the single effort or the person to whom project is
assigned, but it also demands the help and guardianship of some conversant person who helps in the
undersigned actively or passively in the completion of successful project.

With great pleasure I express my gratitude to Mr. Devender Kumar Chinar Manager, Mr Anurag
Sarda, Dr.Supriya Dhull without their help this would not have been completed. I would also like to
extend my thanks to all the faculty members and supporting staff of Chaudhary Bansilal University,
Bhiwani. They have given their precious suggestions and constructive guidance has been
indispensable in the completion of this project work. They have supported me in this Endeavour, and
appreciated us in our efforts during my project. Last but not the least we would also like to thank our
friends and all the responded who directly and indirectly supported to us during our project work,
without the help of whom this project would not have been possible.

Vikash

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DECLARATION

I, Vikash, student of the Chaudhary Bansilal University, Bhiwani, Haryana studying in M.B.A.
2nd year University Roll no. 210000502042 is hereby declare that the project entitled “Critical
analysis of the recruitment and selection process of Chinar” for the requirement of the partial
fulfillment ofMaster of Business Administration.
I solemnly declare that to the best of my knowledge, the work done by me is original and same
has not been submitted to any other institution for the award ofany other degree. The feasible
suggestions have been duly incorporated inconsultation with the guide.

Vikash

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 PREFACE

The highly competitive world of a business today demands much than a theoretical knowledge
and due to this a good practical oriental management course must include summer training in
its curriculum and this would be an essential part of MBA degree course. The lectures in the
classroom are no doubtinstrumental in understanding the fundamental concept of management.
And theyalso facilitate the learning process but their application in real life situation remains
doubtful. Therefore, in order to achieve the effective results, there should be a clear
understanding of the practical situations. Knowledge of business activities is somewhat
inadequate. In my course I got a chance to gain the practical training of four weeks in CHINAR
INDUTRIES LTD. I was really fortunate for getting an opportunity to pursue my summer
training in a fast growing and professionally managed organization. It involved a lot of study
related to the Recruitment and Selection Process of Chinar and it has given me agreat deal of
exposure.

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4
 Table of Content

Chapter No.
Topic
1
Textile IndustryProfile

2
Company Profile

3
Objective of theCompany
4
Significance of Problem
5
Review of Literature
6
Introduction of Topic
7
Research Methodology

8
Data Analysis &Interpretation
9
Findings

10 conclusion

11 Suggestions

12
Bibliography
13
Annexure

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Introduction
The Indian textile industry is one of the largest in the world with a massive raw material and
textiles manufacturing base. Our economy is largely dependent on the textile manufacturing
and trade in addition to other major industries. About 27% of the foreign exchange earnings are
on account of export of textiles and clothing alone. The textiles and clothing sector contributes
about 14% to the industrial production and 3% to the gross domestic product of the country.
Around 8% of the total excise revenuecollection is contributed by the textile industry. So much
so, the textile industry accounts for as large as 21% of the total employment generated in the
economy. Around 35 million people are directly employed in the textile manufacturing
activities. Indirect employment including the manpower engaged in agriculturally based raw-
material production like cotton and related trade and handling could be stated to be around
another 60 million.
The Textile Sector in India ranks next to Agriculture. Textile is one of India’s oldest industries
and has a formidable presence in the national economy in as much as it contributes to about 14
per cent of manufacturing value-addition, accounts for around one-third of our gross export
earnings and provides gainful employment to millions of people. The textile industry occupies
a unique place in our country. One of the earliest to come into existence in India, it accounts for
14% of the total Industrial production, contributes to nearly 30% of the total exports and is the
second largest employment generator after agriculture.Textile Industry is providing one of the
most basic needs of people and the holds importance; maintaining sustained growth for
improving quality of life. It has a unique position as a self-reliant industry, from the production
of raw materials to the delivery of finished products, with substantial value-addition at each
stage of processing; it is a major contribution to the country's economy.

A textile is the largest single industry in India (and amongst the biggest in the world),
accounting for about 20% of the total industrial production. It provides direct employment to
around 20 million people. Textile and clothing exports account for one-third of the total value
of exports from the country. There are 1,227 textile mills with a spinning capacity of about 29
million spindles. While yarn is mostly produced in the mills, fabrics are produced in the power
loom and handloom sectors as well.
The Indian textile industry continues to be predominantly based on cotton, with about 65% of
raw materials consumed being cotton. The yearly output of cotton cloth was about 12.8 billion
m (about 42billion ft). The manufacture of jute products (1.1 million metric tons) ranks next in
importance to cotton weaving. Textile is one of India’s oldest industries and has a formidable
presence in the national economy inasmuch as it contributes to about 14 per cent of
manufacturing value-addition, accounts for around one-third of our gross export earnings and
provides gainful employment to millions of people. They include cotton and jute growers,
artisans and weavers who are engaged in the organised as well as decentralized and household
sectors spread across the entire country.

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Indian Textile Industry Structure and Growth

India’s textile industry is one of the economy’s largest. In 2000/01, the textile and garment industries
accounted for about 4 percent of GDP, 14 percent of industrial output, 18 percent of industrial
employment, and 27 percent of export earnings (Hashim). India’s textile industry is also
significant in a global context, ranking second to China in the production of both cotton yarn
and fabric and fifth in the production of synthetic fibres and yarns.
In contrast to other major textile-producing countries, mostly small-scale, non-integrated
spinning, weaving, cloth finishing, and apparel enterprises, many of which use outdated
technology,
characterize India’s textile sector. Some, mostly larger, firms operate in the “organized” sector
where firms must comply with numerous government labour and tax regulations. Most firms,
however, operate in the small-scale “unorganized” sector where regulations are less stringent
and more easily evaded.

The unique structure of the Indian textile industry is due to the legacy of tax, labour, and other
regulatory policies that have favoured small-scale, labour-intensive enterprises, while
discriminating against larger scale, more capital-intensive operations. The structure is also due
to the historical orientation towards meeting the needs of India’s predominately low-income
domestic consumers, rather than the world market. Policy reforms, which began in the 1980s
and continued into the 1990s, have led to significant gains in technical efficiency and
international competitiveness, particularly in the spinning sector. However, broad scope
remains for additional reforms that could enhance the
efficiency and competitiveness of India’s weaving, fabric finishing, and apparel sectors.

Structure of India’s Textile Industry

Unlike other major textile-producing countries, India’s textile industry is comprised mostly
of small-scale, non-integrated spinning, weaving, finishing, and apparel-making enterprises.
This unique industry structure is primarily a legacy of government policies that have
promoted labour-intensive, small-scale operations and discriminated against larger scale
firms:

1. Composite Mills. Relatively large-scale mills that integrate spinning, weaving and,
sometimes, fabric finishing is common in other major textile-producing countries. In India,
however, these types of mills now account for about only 3 percent of output in the textile
sector. About 276 composite mills are now operating in India, most owned by the public
sector and many deemed financially
“sick.”

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2. Spinning - Spinning is the process of converting cotton or manmade fibre into yarn to be
used for weaving and knitting. Largely due to deregulation beginning in the mid-1980s,
spinning is the most consolidated and technically efficient sector in India’s textile industry.
Average plant size remains small, however, and technology outdated, relative to other major
producers. In 2002/03, India’s spinning sector consisted of about 1,146 small-scale
independent firms and 1,599 larger scale independent units.

3. Weaving and Knitting - Weaving and knitting converts cotton, manmade, or blended yarns
into woven or knitted fabrics. India’s weaving and knitting sector remains highly fragmented,
small-scale,and labour-intensive. This sector consists of about 3.9 million handlooms, 380,000
“power loom” enterprises that operate about 1.7 million looms, and just 137,000 looms in the
various composite mills. “Power looms” are small firms, with an average loom capacity of
four to five owned by independent entrepreneurs or weavers. Modern shuttle less looms
account for less than 1 percent of loom capacity.

4. Fabric Finishing - Fabric finishing (also referred to as processing), which includes dyeing,
printing, and other cloth preparation prior to the manufacture of clothing, is also dominated by
a large number of independent, small scale enterprises. Overall, about 2,300 processors are
operating in India, including about 2,100 independent units and 200 units that are integrated
with spinning, weaving, or knitting units.

5. Clothing - Apparel is produced by about 77,000 small-scale units classified as

domesticmanufacturers, manufacturer exporters, and fabricators (subcontractors).

Growth of Textile Industry

India has already completed more than 50 years of its independence. The analysis of the
growth pattern of different segment of the industry during the last five decades of post-
independence era reveals that the growth of the industry during the first two decades after the
independence had been gradual, though lower and growth had been considerably slower
during the third decade. The growththereafter picked up significantly during the fourth decade
in each and every segment of the industry. The peak level of its growth has however been
reached during the fifth decade i.e., the last ten years and more particularly in the 90s. The
Textile Policy of 1985 and Economic Policy of 1991 focussing in the direction of
liberalization of economy and trade had in fact accelerated the growth in 1990s.
The spinning spearheaded the growth during this period and man-made fibre industry in the
organized sector and decentralized weaving sector.

Size of Textile Industry in India

1. The textile industry in India covers a wide gamut of activities ranging from
production of raw material like cotton, jute, silk and wool to providing high value-added
products such as fabrics and garments to consumers

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 2. The textile industry plays a significant role in Indian economy by providing direct
employment to an estimated 35 million people, by contributing 4 per cent of GDP and
accounting for 35 per cent of gross export earnings. The textile sector contributes 14 per
cent of the value-addition in the manufacturing sector.

3. Textile exports during the period of April-February 2003-2004 amounted to $11,698.5

million as against $11,142.2 million during the same period in the previous year, showing
an increase of around 5 per cent.

4. Estimates say that the textile sector might achieve about 15 to 18 per cent
growth this yearfollowing dismantling of MFA.

Role Of Indian Textile Industry In The Economy

Textile industry plays a significant role in the economy. The Indian textile industry is one of
the largest and most important sectors in the economy in terms of output, foreign exchange
earnings and employment in India. It contributes 20 per cent of industrial production, 9 per
cent of excise collections, 18 per cent of employment in industrial sector, nearly 20 per cent
to the country’s total export earnings and 4 per cent ton the GDP. The sector employs nearly
35 million people and is the second highest employer in the country. The textile sector also
has a direct link with the rural economy and performance of major fibre crops and crafts such
as cotton, wool, silk, handicrafts and handlooms, which employ millions of farmers and crafts
persons in rural and semi-urban areas. It has been estimated that one out of every six
households in the country depends directly or indirectly on this sector.

India has several advantages in the textile sector, including abundant availability of raw
material and labour. It is the second largest player in the world cotton trade. It has the largest
cotton acreage, of about nine million hectares and is the third largest producer of cotton fibre
in the world. It ranks fourth in terms of staple fibre production and fourth in polyester yarn
production. The textile industry is also labour intensive; thus, India has an advantage.

The key advantages of the Indian industry are:

1. India is the third largest producer of cotton with the largest area under cotton cultivation
in theworld. It has an edge in low cost cotton sourcing compared to other countries.

2. Average wage rates in India are 50-60 per cent lower than that in developed
countries, thus enabling India to benefit from global outsourcing trends in labour
intensive businesses such as garments and home textiles.

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3. Production facilities are available across the textile value chain, from spinning to
garments manufacturing. The industry is investing in technology and increasing its
capacities which should prove a major asset in the years to come.

4.Large Indian players such as Arvind Mills, Welspun India, Alok Industries and
Raymond have established themselves as 'quality producers' in the global market. This
recognition would further enable India to leverage its position among global retailers.

5.India has gathered experience in terms of working with global brands and this should benefit
Indian vendors.

Government Initiatives
With a view to raise India's share in the global textiles trade to 10 per cent by 2015 (from the
current 3 per cent), the Ministry of Textiles proposes 50 new textile parks. Out of the 50, 30
have been already sanctioned by the government (with a cost of US$ 710 million). Set up under
the Scheme for Integrated Textile Parks (SITP), this initiative will not only make the industry
cost competitive, but will also enhance manufacturing capacity in the sector.

The Government of India has also included new schemes in the Annual Plan for 2007-08 to
provide aboost to the textile sector. These include schemes for Foreign Investment Promotion
to attract foreign direct investment in textiles, clothing and machinery; Brand Promotion on
Public-Private Partnership (PPP)) approach to develop global acceptability of Indian apparel
brands; Trade Facilitation Centres for Indian image branding; Fashion Hubs for creation of
permanent market place for the benefit of Indian fashion industry; Common Compliance Code
to encourage acceptability among apparel buyers and Training Centres for Human Resource
Development on Public Private Partnership (PPP) mode.

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Indian Textile Industry
In textile Scenario

In exports Cotton yarns, fabric, made ups etc made largest chunk with US$ 3.33 Billion or
26.5% in textiles category, and Ready-Made garments (RMG)-cotton including accessories
made largest chunk with 4.67 Billion US $ or 37.1 % of total exports. Whereas, manmade yarn
and fabrics in textiles group and RMG–Man-made fibres constituted second position in the
two categories, respectively.
Carpets and woollen garments are other items exported from India.

In global scenario

Developed countries' exports declined from 52.2% share in 1990 to 37.8 % in 2002. And that
of developing countries increased from 47.8% to 62.2 % in the same period. In 2003 the
exports figures in percentage of the world trade in Textiles Group (for select countries) were:

The above chart clearly shows that export of world trade in textile group. Among world
textile group EU occupies 34.80% of export, next China at 15.90%, USA at 6.40%, Republic
of Korea at 6.00% Taipei, Ch at 5.50%, India and Japan at 3.80% respectively, Pakistan at
3.40%, turkey at 3.10% and Mexico at 1.20%.
In Clothing Sector the figures were as below in 2003 in percentage of total experts globally:

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In this sector the exports have declined for EU (15) from 42% to 26.5% in period 1980-2003
whereas of China increased from 4% to 23% and of India from 1.7% to 2.9% only. We can see
that developing countries' share in textiles had declined and in clothing it has increased sharply.

Indian Textile Industry – Swot Analysis

Strength

» India has rich resources of raw materials of textile industry. It is one of the largest
producers of cotton in the world and is also rich in resources of fibres like polyester, silk,
viscose etc.
» India is rich in highly trained manpower. The country has a huge advantage due to lower
wage rates. Because of low labour rates the manufacturing cost in textile automatically comes
down to very reasonable rates.
» India is highly competitive in spinning sector and has presence in almost all processes of
the valuechain

Weakness

» Labour force giving low productivity as compared to other competing countries.

» Technology obsolescence despite measures such as TUFS.
» Low bargaining power in a customer-ruled market.
» Indian labour laws are relatively unfavourable to the trades and there is an urgent need for
labourreforms in India.

Opportunity

» Low per-capita domestic consumption of textile indicating significant potential growth.

» India's global share is just 3% while China controls about 15%. In post-2005, China is
expected to capture 43% of global textile trade.
» Companies need to concentrate on new product developments.
» Increased use of CAD to develop designing capabilities and for developing greater options.

Threats

» Competition in post-2005 is not just in exports, but is also likely within the country due to
cheaperimports of goods of higher quality at lower costs.
» Standards such as SA-8000 or WARP have resulted in increased pressure on
companies for improvement of their working practices.
» Alternative competitive advantages would continue to be a barrier.

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The Indian textile industry has a significant presence in the Indian economy as well as in the
international textile economy. Its contribution to the Indian economy is manifested in terms of
its contribution to the industrial production, employment generation and foreign exchange
earnings. The industry also contributes significantly to the world production of textile fibres and
yarns including jute. In the world textile scenario, it is the largest producer of jute, second largest
producer of silk, third largest producer of cotton and cellulosic fibre\yarn and fifth largest
producer of synthetic fibre\yarn. Textile Industry is providing one of the most basic needs of
people and the holds importance; maintaining sustained growth for improving quality of life.
The Government of India has also included new schemes in the Annual Plan for 2007-08 to
provide a boost to the textile sector. These include schemes for Foreign Investment Promotion
to attract foreign direct investment in textiles, clothing and machinery etc.

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Company Profile
Chinar Syntex Limited is a Public incorporated on 23 September 1992. It is classified as Non-
govt company and is registered at Registrar of Companies, Delhi. Its authorized share capital
is Rs. 50,000,000 and its paid-up capital is Rs. 48,332,328. It is involved in Spinning, weaving
and finishingof textiles. Chinar Syntex Limited's Annual General Meeting (AGM) was last held
on 30 December 2020 and as per records from Ministry of Corporate Affairs (MCA), its
balance sheet was last filed on 31 March 2020. Directors of Chinar Syntex Limited are Ujjwal
Aggarwal, Urmila Devi Aggarwal, Nand Kishore Aggarwal, Naresh Kumar Aggarwal and
Purushottam Dass Aggarwal
Earlier they work for Graviera Suiting on Job basis at they manufactured fabric for them but
after some time in 1994, they manufactured own suiting named Chinar Suiting with the same
processing and yarn.
This mill is known for its suiting, it produces polyester viscose blended fabric under the brand
name ofchinar suiting, the fabric is amongst the most popular name in the country. This company
makes varioustypes of suiting i.e. Denim, Twill, Matty, Plane which are made through different
danier. It does not make yarn but take supply from Rajasthan Spinning Mill, Bhilwara, Elegant
Spinners, Bhiwani, East India Syntex, Dharuwal and like other Chinar Syntex Ltd. Is a growing
industry. It has showing a drasticgrowth and extra ordinary reputation. In such a short-time it has
achieved fantastic success in their field. It is very difficult to maintain their goodwill in such
type of market with tough competition. It has spread mostly part of India. Its agent is all over
North India, Punjab, U.P., Bihar, Rajasthan, Delhi, M.P., Gujrat, West Bengal and part of
Maharashtra.
Modernisation, Technical upgradation and computerisation is an ongoing process at Chinar.
Only through it has made an extraordinary success. In 1997 the production was 35,000 per
metres. In a month but only due to this process, hard work, efficient management their
production success in such a short period of time.presently reached 3,50,000 per month. There
can be few companies which can get such type of
The mill has well qualified team of technical experts with their constant research and
development activities made it possible to produce premium class suiting. The success of
Chinar Suiting in such a short period is because of selecting high standard of fibre and yarn and
of using perfect blends.
In order to have an aggressive presence in customer’s mind Chinar frequently organise fabric
shows, dealer conferences and one contact with retailers.
A big reason for success of Chinar Suiting is that all departments follow the objectives of “World
Class Manufacturing” (WCM) which aims to promote excellence in manufacturing as a means
of delighting to customers and employee and other shareholders on a sustainable basis.
Responding to the market needs, Chinar always keeps the customer’s psychology in mind and
develop the product not only to satisfy them but to delight the customer. So, Chinar Suiting
always put the emphasis on quality that is prime objective of whole unit.

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Objectives of the Study
Its main objective is customer satisfaction and maximum profit. Objective establishes the goals
and the aims of business and determine its shape of future event. Objective are the way of
achieving motives for profit or self-service. Objective represent a clear picture of activities
which are sought to be achieved. Main objectives of Chinar Syntex Ltd. as given in its
Memorandum of association are as follows: -
Customer Creating a large talent pool of candidates to ensure the organization can hire the
Best employees.
Findings peoples who will fit in with the company culture and contribute to the organization
Goals.
Increases pool of potentials job candidates.
To search or head hunt people whose skills fit the company values.

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Significance of The Problem
1. Helpful in to hire the right number of people of the right type of fill the jobs and for
Making the policies which are helpful for the company to retaining them in the
company which will be helpful for growth of company.
2. Helpful to determine the present and future requirement of the company in
conjunction with its future requirements of the company in conjunction with its
personnel planning and job analysis activities.
3. Helpful for reducing the probability that job applicants, once recruited and selected
with leavethe organization only after a short period of time.
4. Helpful for company in cost Reduction.
5. Helpful in setting a healthy environment and culture in the company by
recruiting and retaining suitable employees by giving suitable compensation to
the employees.
6. Helpful in retaining qualified and motivated employees.
7. Helpful to establishing a fair and equitable remuneration.

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Review of Literature
Once the problem is formulated a brief summary of it should be written down. At this stage the
researcher should undertake extensive literature survey connected with problem. How some
basic knowledge was collected with problem? Existing literature related to the recruitment and
retention Strategies of the CHINAR Suiting Bhiwani that is available in the company. Journal
and magazines ofCHINAR Suiting and information collected from the interview, questionnaire
filled up by the employees of the company, books in the area of human Resource Management
and Personnel Management and Journals Vikalpa, Harwar Business Review Management
Review, etc. Which are available in the library.
Recruitment and Retention are viewed as the process of finding and attracting capable
applicants for employment. The process being when new application are submitted, the result
is a pool of applicants from which new employees are selected and then retaining them in to
the company by giving them healthy working environment in the company, attractive job
promotion opportunities in future for employees, attractive compensation policies of the
company better maintenance facilities provide by the company so that they will be motivated
and company will grow.

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Introduction of Topic
Recruitment

Employee Recruitment & Retention is committed to providing HR directors, managers and

business owners the information their organizations need to become employers of choice and
retain a high - performance workforce Recruitment of personal and important function of the
personal management. Recruitment of personal is also an important function in Chinar Syntax
Ltd. Recruitment is a process by which a search of prospective employee. Is made and they
are encouraged to be applicant in the organizations.
The first stage of recruitment process is the selection process and it end with the placement of
the applicant. The Recruitment process begins with the preparation of the demand for
personal. The first step of industrial employment is recruitment and the success or failure of
the employment depends to a great extent on the method and the organization thought which
the employees are employed.
Employee retention is a process in which the employees are encouraged to remain with the
organization for the maximum period of time or until the completion of the project.
Employee retention is beneficial for the organization as well as the employee. Employees
today are different.
They are not the ones whom don’t have good opportunities in hand. As soon as they dissatisfied
with the current employer or the job, they switch over to the next job. Each month, Employee
Recruitment & Retention delivers expert advice on attracting and hiring the best candidates,
rewarding workers and keeping them motivated, adapting benefits ideas that save money, and
integrating technology into your training and HR programs.
Meaning of Recruitment

Recruitment means making search of right type of personnel, informing them and
summoning them, keeping in view the recruitment of the organization to grading personnel.
Definition of Recruitment

Cawin B. Flippo, “Recruitment is the process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an Organization”.
E. B. Flippo, “it is process of searching for prospective employees and simulating and
encouraging them to apply for jobs to increase the hiring ration i.e. the number of applicants
for a job, selection of the other hand tends to be negative because it rejects a good number of
those who apply, learning only the best of be hired.

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Meaning of Retention

Employee Retention involves taking measures to encourage employees to remain in the

Organization for the maximum period of time. Corporate is facing a lot of problems in
employee retention these days, hiring knowledgeable people for the jobs is essential for an
employer. But retention is even more important than hiring. There is no dearth of opportunities
for a talented person. There are many organizations, which are looking for such employees. If
a person is not satisfied by the job he’s doing, he may switch over to some other more suitable
job. In today’s environment it becomes very important for Organization to retain their
employees.
Definition of Retention

Dale S. Beach,” Employee Retention is a process in which the employees are encouraged to
remain with Organization for the maximum period of time or until the completion of the
project. EmployeeRetention is beneficial for the Organization as well as employee.”

Recruitment and Retention Strategies In Chinar Suiting’s

No organization will grow and flourish with wrong people. A right task in a wrong man's hand
bears no fruit. Once you make a wrong choice in Recruitment and Retention Strategies, that
continuous forever and is hard to reverse. Such choices are like viruses, slowly but definitely
bringing about the collapse of the business policies and practices with regard to recruitment
and retention of personnel are provided fertile ground for favouritism and prevents qualified
and efficient people joining organization. Recruitment and Retention are viewed as the process
and finding and attracting capable applicants for employment. The process begins when new
application are submitted, the result is a pool of applications from which new employees are
selected and then retaining them into the company by giving them healthy working
environment in the company, attractive job promotion opportunities in future for employees,
attractive compensation policies of the company better maintenance facilities provided by the
company so that then will be motivated and company will grow.

In CHINAR Suiting Bhiwani main sources of recruitment is external. Fresh candidates are
invited. Proper training is given them to familiarize the present environment. The major
sources of Recruitment CHINAR Suiting Bhiwani are: -
1. Through Advertisement: -

Advertisement in newspapers and journals is a widely source of recruitment. This method is

used for technical and management jobs. Considerable details about the job and qualification
required is givenin the advertisement. Through this source company choose best people out of
the available.
2. Educations Training Institutes: -
Various institutes like IIMS, IIts, Engineering Colleges, Polytechnic and ITI are used to
recruit candidates with technical education and qualification. Camps interview are
conducted by the recruitment officer of the company.
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 3. Recruitment Agencies: -

Several consultancy firm like ABC consultants and websites like Naukri. com and
employment exchanges are used by CHINAR suiting. These organizations charge fee for
their service. Company prefer this source to recruit executives and experienced personnel.
4. Friends and Relatives of the Employees: -

Sometimes to initiate and motivate the employees company like to recruit the workers by the
recommendation of old and experienced employees. Friends and relatives are also considered.
5. Similar Organization: -

Experienced employees are recruited by the recommendation of old and experienced

employees. Friends and relatives are also considered.

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Selection
Selection is the process of choosing the most suitable candidates out of all the applicants.
It is a process of rejecting unsuitable candidates.
Selection Procedure: -

CHINAR Suiting invite the applications forms and then collect till the last date of
receiving application. After that screening is done on the basis of following
information:
1. Identifying information: Name, Address Telephones nos. Personal information:

Marital Status, Age, Sex, Date of Birth.

2. Physical Characteristics: Educational qualification, Height, weight, Eyesight etc.

3. Birth Certificate/Experience Certificate

4. Family background Reference

5. Hobbies

6. Enclosing 3 passport size photographs.

Selection Test: -
A test is a sample aspect of an individual’s attitudes, behaviour and performance. Test based
on theassumption that individual differ in their job. Test help to reduce bias in selection.
Type of tests:
1. Personality Test

2. Achievements Test

3. Aptitude Test

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Interview: -

A formal interview is conducted to collect information about the candidate relating his/her
background, education, training, interest, awareness etc. It is an important and critical pare
of theselection.
Medical Examination: -
Medical examination is done by medical officer to determine whether candidate is
physically fit to perform job. It prevents the employment of people suffering from
contagious diseases. Medical examination has also their own importance is the steel
company.
Reference Check: -
The applicant is asked to mention the names and address of 2 or 3 persons who know him
closely, in the application form.
Final Approval
When an application passes through above-mentioned process, he is given appointment letter
mentoring the post, rank, salary, grade and date by which the candidate should joint.
Appointment is made on a probation of 6 months in CHINAR Bhiwani.
Induction

Once an employee is selected and placed on an appropriate job then he is familiarized with
the job. Supervisors tell the history and operation of the company, location of the
department, rules and regulation. Candidate has to fill joining report,
• Salary agreement
• Nomination form for P.F. Deduction
• P.F. nomination form
• Superannuation nomination form
• Nomination under gratuity act
• He has to fill self-assessment-tax deduction form

Promotion

Promotion is the upward movement of an employee to a higher post carrying greater

responsibilities, higher status and better salary. Promotion can be temporary or permanent. In
CHINAR Suiting Bhiwani promotion is given to employees according to their per performance
based and time bound generally. If employee have experience of 8 or 10 years is able to get
promotion. But a fresh candidate4e is given chances of promotion also so that he may not get
demotivated. Besides CHINAR Suiting Bhiwani always want to encourage their employee
more and more and more for performing better results.

22
Development Practices
Training for Old Workers: -

Training is the process of increasing knowledge and skill of an employee for doing a
particular job. Training is a continuous process. It increases the performance of an employee.
Benefits of training in CHINAR Suiting Bhiwani: -

Certified employees, better quality of work, high productivity cost reduction low accident
rate, highmorale etc.
Process of training in company: -
1. Identify the training need by doing task and manpower analysis.

2. Setting training objective and policy.

3. Design training programme.

4. Conduct the training.

5. Evaluation and feedback.

Methods: -

• On the job training

• Internship training
• Fresher training is adopted by the company for New Employee
CHINAR Suiting Bhiwani adopt 6 months of Special training in order to make on self-aware
of every department.
Executive Development: -
It is an education process through which executive learn conceptual and theoretical
knowledge and managerial skills in an organized manner. Executive development is very
much important because they are strategic thinker and root cause of the company. Case
studies business games, project assignment, coaching is given so that they may not get
bored, Company provide various developmental programmes and all facilities to their
executives.
Career Planning: -

Career is a sequence of positions hold by a person during the course of his working life. An
individual joins a firm not for a job put for career. In company, area officer can have the chance
of getting vice president's job and VP can get president's job, clerk can get senior officer's rank.
So, CHINAR suiting Bhiwani gives its employees every chance for their development within
the company.

23
Compensation Practice
Wage and Salary Administration: -

In CHINAR suiting salary structure differ from job to job. There is hierarchy in pay scales
of thecompany. But minimum pay for staff is Rs. 5000.00 p/m.
1. GM
2. Sr. Manager
3. Sr. Engineer/Dy. Manager/Asst. Manager Executive/Jr. Officer/Engineer
4. Staff
If an employee is so competent, company has made provision to motivate them by revising pay
after 1 year. Employees have better prospect regarding pay. With this provision company is
able to retain efficient people.
Bonus: -

Company gives bonus as per profits of the company. Minimum rate of bonus 10% prescribed
by lawis implemented. Due to better prospect in CHINAR Suiting its best to give additional
bonus to its employees.
Provided Fund: -

Company gives provident fund, which is 10% of the salary. Company also ready to
bear otherexpenses of its staff's behalf.
Motivation and job Satisfaction:

The primary task of a manager is that of maintaining an organization that functions effectively.
To do so he must see that his subordinates work efficiently and procedure better results. To
work them efficiently organization provides certain benefits or incentives.
1. Residential Phone
2. Managers will be given phone facility.
3. Credit Card: DGM & above officers
4. One card on employee name, reimbursement on entrance fee, annual charges &
renewal charges for subsequent your maximum Rs. 2500.00 Area Manager ->
reimbursement of any card subject to a limit of Rs. 1000.00 p.a. Driver Salary: -
5. VP & above Rs. 4000 p.m. GM/AVP - Rs. 3500 P.M.
6. Visiting card entitlements.
7. Officers & above are entitled for visiting cards.
8. Intercity travel
9. Birthday greeting

24
Discipline/Code of conduct: -
It is essential to promote and maintain employee discipline for higher productivity and
industrial growth A disciplined work force can meet the challenge of competition and can
achieve organization objectives in a better way. Discipline improve morale and relations and
promote cooperation among employees. To maintain discipline CHINAR Suiting Bhiwani
has made a code of conduct for the organization so that industrial peace and harmony can be
maintained. There may be changes from time in keeping with changes in legislation, business
environment and policies of the company. All employees are expected to strictly adhere to the
code for the time being in force.
1. Furnishing of information
2. Disclosure of Information
3. Use of confidential information: The employee has to maintain secrecy regarding
co work and agreements.
4. All supporting vouchers must accompany claims for reimbursement.
5. Honouring the agreement made by company.
6. No employees shall either directly or indirectly accept gifts either in cash or kind
from suppliers.
Health: -

Maintenance PRACTICE

To retain its competent personnel medical benefits are provided at all levels by the company.
1. Medical Policy: -
8.33% of basic reimbursement on monthly/quarterly basis on production of actual bills.
Amount to becollected from accounts department can be accumulated up to a maximum of 3
months basic salary.
2. Hospitalization: -

It is given to each, Provision is made as Mediclaim policy under GIC, Employee eligible
for Rs. 50000 (M07-M13) Rs. 100000 (M-01-M05) for self & each dependent per year.
Social Security: -

3. Retirement: -
A person who has completed 58 years of his service can get these benefits. The retirement
would takeplace at the end of the months.
4. Provident Fund: -
10% basic pay deducted from employee salary as well as contributed by employer. Employee
can take loan from PF authority.
5. Gratuity: -
Eligibility on account of completion of 5 years of completed service with the company
25
Welfare Practice
Employee State Insurance: -

The ESI scheme is a social welfare scheme by Central Govt. and it provides for certain
benefits to employee in case of sickness, maternity and for certain matters.
This facility is available to the employee who is on salaries below Rs. 6500 p.m. The ESI act
is mandatory and a deduction of 1.75% has to be made by the employee from the monthly
salary of an employee and also employer has to contribute @ 4.75% of the Salary earned by
an employee during their month. The obligation is statutory upon the employee benefit is free
medical benefits.
Maternity Leave Benefit:

Every female employee of the company shall be entitled to maternity leave. Maternity leave
with full salary will be allowed upon maximum of 12 weeks.
To avail this facility the employee will apply at least 8 weeks before the expected date of
delivery along with a certificate of registered Gynaecologist + Obstetrician stating the
expected date of delivery.

26
Research Methodology
Research methodology is a way to solve the research problem in a systematic manner. It may
understand as a science of studying how the research is done significantly. The methodology may
differ from problem to problem, yet the basic approach towards the research remains the same. The
sequence or steps followed have been explained as under:

Universe and Survey Population

The universe is all the employees of the Chinar Syntex and population is all the employees working at
Chinar Suiting’s. I have selected 50 form.

Research Design
This research is of descriptive. In descriptive research, we have sufficient data on the concept and
research material. Because many researchers have been done the same concept. Therefore, there is
nothing new this concept, which I am going to study. I have used the questionnaire method for
collecting the data. I have formed same questionnaires for the workers and staff members.

Sample Size & Techniques:

I have selected the sample for survey randomly means it is a random sampling. I have selected 50
employees from the staff category.

Analysis pattern:
Data Collection:

The data are both primary and secondary, which I have been collected the primary data with the help
of questionnaire. I have prepared a questionnaire on the basis of the factors affecting the recruitment
and retention strategies of an organization. I have met personally with some of employees to collect
the date and the secondary data are collected from the published literature in concerned field that are
available in the company, books in the area of Human Resources Management and Personnel
Management and Journals Vikalpa, Harvard Business Review, Management Revise etc. which are
available in the college library.

Variables

Independent Variables:

The variables are those variables, which are very free from the effect of the other variables. Here, the
factors related to Recruitment and Retention are the independent variables.

Dependent Variables:

Those variables, which depend on or affected by some other factors are dependent variables. Here
employee’s retention is dependent variables, which depends on different factors explained earlier.

27
Data Analysis

1. What is the average time spent by the executive during

recruitment (each candidate)?

50% 45%
45%
40%
35%
30%
25%
25%
20% 18%
15%
10% 10%
5%
0%

1 min to 5 min 5 min to 10 10 min to 15 more than 15

min min min

Figure 1

INTERPRETATION

The bar graph represents the result of question asked about recruitment and selection of
Religare Health Insurance Company. In this 45% of the selected sample devote 1min to 5
min for those person who comes for the training purpose 25% of the selected sample
devote 5 min to 10 min for those candidate who come for the lower post like BPO ,agents
,brokers.18% devote 10min to15 min for those candidate who come for the executive
profile ,bancca profile ,CRM.12% take more time for the higher profile like managers,
Senior executive .

28
Which are the best sources for recruitment and selection process?

Figure 2

INTERPRETATION

The bar graph represent that result of question asked to the HR and candidates about
recruitment and selection of Religare Health Insurance Company 44% of the selected
sample take help of consultant for recruiting the candidates.36% take help of electronic
media like Naukari.com , LinkedIn. 14% use internal references for the different profile
like CRM, Customer executive, online sales. 4% HR use other sources like references
from the outsiders like relatives or friend . 2% HR use print media like newspaper they
advertise the different post in the newspaper

29
Better result of recruitment and selection process can
beenhanced by interview?

Figure 3
INTERPRETATION
The bar graph represent that result of question asked to the HR and sub heads about
recruitment and selection of Religare Health Insurance Company 54% HR concerned with
the structured pattern like why you preferred this company , Tell me about yourself
etc.20% HR use unstructured pattern they usually they usually asked whatever they want
to. 13% HR asked problem solving question like they create some situation and ask them
to solve it or tell them how can you handle them .2% HR ask case study question to check
the behavior ,patience and various other things .

30
What form of interview did you prefer?

Figure 4

INTERPRETATION

The bar graph represent that result of question asked to the HR and sub heads of the
department about recruitment and selection of Religare Health Insurance Company 58%
take personal interview as they think it‘s a good method to analyze the candidate, 25%
take telephonic interview for those candidate who are far away from the corporate office
12% prefer video conferencing who are far away from the location but they use this
method for the higher post like HR (AVP) .5% use other method like panel interview.

31
How many stages are involved in selecting the candidate?

Figure 5

INTERPRETATION

The bar graph represent the result of question asked to the HR and sub heads of the
department about recruitment and selection of Religare Health Insurance Company 45%
prefer four rounds of interview 37%,refer five rounds for those who came for the executive
post or others 12% prefer three rounds 2% prefer two rounds and rest 4% prefer more
rounds

32
What is the reason behind candidates not joining after selection?

Figure 6

INTERPRETATION

The bar graph represent that result of question asked to the HR and sub heads of the
department about recruitment and selection of Religare Health Insurance Company 45%
HR said that they leave the organization due to salary problem , 12 % HR said that they
leave they organization due to not interested in a particular profile ,35% HR said they got
the opportunity in other organization 8% leave due to personal problem.

33
What are the preferred sources for external recruitment adopted
byorganization ?

Figure 8

INTERPRETATION

The bar graph represent the result of question asked to the HR and sub heads of the
department about recruitment and selection of Religare Health Insurance Company 34 %
they do campus interview for the online sales and customer service profile 33% they
follow the data bank 25% they follow the casual applicants and 8% they follow the
placement agencies .

34
What are the various job sites from which you source resumes?

Figure 9

INTERPRETATION

The bar graph represent that result of question asked to the HR and sub heads of the
department about recruitment and selection of Religare Health Insurance Company 59%
HR preferred naukari.com ,30% prefer linkedin.com 7% HR prefer monster .com and 4%
HR prefer indeed.com in case when Naukari and linkedin sites are unavailable due to
unavailable of the respective profile .

35
Which method do you mostly prefer for recruitment and
selection?

Figure 10

INTERPRETATION

The bar graph represent that result of question asked to the HR about
recruitment andselection of Religare Health Insurance Company 65% HR
direct recruit the candidates22% HR indirect method to recruit the candidates
10% HR recruit through reference and 3% through third party .

36
 Findings
i. The interview process;
ii. the selection process;
iii. the issuance of offers the joining process;and the process of identifying the new
employee with regard to his or her employee code to thesalary process.

The processes for onboarding new employees, conducting background checks, and obtaining and
working on three separate reports related to background checks.

The process for answering employee questions • The process for creating/issuing vari
letters, such as transfer letters, internship letters, address proof letters, bank letters, etc.

Observations
After conducting the survey in company, I observed that main source of recruitment in the
Chinar Syntex. Selection procedure adopted by the company is satisfactory. Company has
effective training programme for the development of their employees. Company has good
performance appraisal schemes to note down performance of employees and the most of
employees are satisfied with the incentives provided by the company to their employees. s.
There is healthy working environment in the company.
Recommendations

1. Company should include more internal source like promotion in its recruitment
policy, internal sources are cheaper than external source and it increases the
moral employees.
2. Selection procedure should be more transparent to all so that biasness can be avoided.
3. For new employee, supervisor's attitude should be liberal, and helping so that
healthy relationship can be maintained and new employee can feel
belongingness.
4. The result of the performance appraisal particularly in negative case should be
communicated to the employees so that they can improve their performance.
5. Executive should be transferred to another job so that they can learn more about job.
6. Personnel department need to find out new sources for motivating the employees so
that theycan consider themselves as the part of the organization and try to retaining in
the company.
7. Employees should be encouraged to discuss their problems and difficulties to their
superiors regarding job.
8. Company should conduct revised training programme not only for technical but also
for all employees.

37
From the above points it is clear that through organization is aware about recruitment concept
but till how it is not fully implemented in Chinar the company has a long way ahead to move.

Limitations

I have tried to study the topic with efficiency. Analysis is being made properly but during
collection of data there were some limitations:
1. Owing to paucity of time, the data could not be analysed through developed tools.

2. Adequate literature was not available in the Chinar.

3. Lack of full cooperation from employees because when I demanded more information
about thecompany they refused and said it is against their code of conduct.
4. The study has been conducted with a sample size of 50 respondents. The size of sample
is small, the accuracy of the analysis of data could be vague and ambiguous.

38
 Conclusions
After interviewing these Head of Department (HODs), I have reached the
followingconclusions:
1. Different departments have strong application towards the belongingness of mill
from 'Chinar Suiting’s'. Departments take it as their strengths and this is a morale
booster for them.
2. HODs are satisfied with the behaviour of their employees. This shows that
harmonious relationship is prevailing in the organization.
3. Chinar has very low cost of production because of in-plant facility of fibre dying
supply is always made exactly corresponding to the requisite quantity but at times
a supply is delayed. This causes delay in their product and working of whole
system get abrupted. Though delivery is mostly in full but sometimes variations
occur here also e.g. from product planning department. system is affected the
untimely, quality of product suffers.
4. There is communication gap among the departments and timely information to
different department is not reached.
5. Daily coordination meeting is conducted in Chinar. This meeting aims at listening
to theproblems of different departments. This single meeting is not sufficient for
good co- ordination among departments. Moreover, meetings or discussions are
conducted only when problem is there. This situation should be avoided and
departments should try to anticipate the problems that may occur in the course of
production.

SQC (Statistical Quality Control) department of Chinar is providing its invaluable

service to all the departments of the organization but most of the departments are
not sat with the working of this department. This department of Chinar needs to be
teams formed in to QA department.
6. The exit rates of employees are high whereas entry rate of employees is low. It
means employees turnover rate is high. This result in bad for organization.
7. The cost of employees is low because of high exit rate so, there is shortage of
employees in every department.

39
 Suggestions
a. In the whole system of recruitment transparency must be there. Transparency
means they should have access to information. Each employee of company must
know what is being done and why?
b. There are various effective methods of recruitment but in Chinar HR department
is used only interview method. It should also use another effective method.
c. Complaint should be treated as opportunity and not as complaint. Complaints
should be duly recorded. There can be register or complaint box through which
complaints can come in to picture.
d. Inter-department strike is bad for efficiency but special workshops can enable
team members to air problems and find mutual respect meeting and discussion
should be held between different to listen their problems and try to solve them.
e. Everyone in the organization must be responsible for their own actions and
works. The mistakes and differenced should be accepted and remedial
measures are to be taken for that.
f. The problem that can be aroused in the course of action should be detected
and resolved before it’s become very serious and incurable.

40
Bibliography
1. businessweak.com
2. C. B. Gupta Management – Theory & Practice, Sultan Chand & Sons
Prakashan, New Delhi.
3. chinarfabrics.com
4. indiatoday.in
5. investindia.gov.in
6. Kothari C.R, Research Methodology, Methods, Techniques, Wishwa
Prakashan, New Delhi.
7. makeinindia.in
2.

41
42
Questionnaire

Annexure
Questionn

aire

Name:
Designation:

How long are you associated with PRO ICT?

1) What is the average time spent by the executive during recruitment (each candidate)?
o 1 to 5 min
o 5 to 10 min
o 10 to 15 min
o more
2) Which are the best sources for recruitment and selection process?
o Electronic media
o Internal
o Print media
o Consultant
o others
3) Better result of recruitment and selection process can be enhanced by interview?
o Structured
o Unstructured
o Problem question
o Case study
o Psychometric test
o others

4) What form of interview did you prefer?

o Personal interview
o Telephonic interview
o Video conferencing
o others
5) How many stages are involved in selecting the candidate?
o Two
o Three
o Four
o Five
o More

43
 6) What is the reason behind candidates not joining after selection?
o Salary problem
o Not interested
o Got another opportunity
o personal
7) Are rejected candidate informed by
o Phone Sms
o e-mail
o not informed
8) What are the preferred sources for external recruitment adopted by the organisation ?
o Data bank
o Casual callers
o Campus interview
o Placement agencies

9) What are the various job sites from which you source resumes?
o Naukri.com
o Linkedin.com
o Indeed.com
o Monster.com
10) Which method do you mostly prefer for recruitment and selection?
o Direct
o Indirect
o Third party
o references
11) What do you think are the reasons that candidates are leaving job after joining
in a shortduration?
o Salary
o Work environment
o Better opportunities
o Travel time
o Less fringe benefits
o Lack of employees engagement
o Any other

\ Q12. Which amongst following reward do you get from the company?
a) Bonus
b) Incentives
c) Perquisites
d) Any other

Q13. Are the important guideline & technical support available in your organization?
a) Yes
b) No
44
45