Recruitment and selection at Somany ceramics, kadi
Prajapati Aniket m.
Mba – II
Ldrp institute of technology & research, Gandhinagar
Enrollment :- 117320592054
contents

Introduction

Company profile

Recruitment
Meaning
process of recruitment
 Selection
Meaning
Process of selection


Research methodology
Data analysis & interpretation

Findings & suggestion

Utilities of the report

Limitation of the report
Introduction
 The company is known by it’s people and employees.
 Human resource is the combination of qualitative and quantitative assessment
of human being.
• It does not mean only people working in the organization ; but it’s aggregate of
employees, employee, skills, abilities, knowledge, talents, aptitudes and
creativities.
• The success and failure of the organization depend on the extent to how much
efficient, experienced, and capable employees are procedure and recruited.
Company profile
Somany ceramics produce ceramics tiles since, 1968 . Somany ceramics is the one of the most
popular and famous organization in the matter of quality and service…….

Name of the company:- SOAMNY CERAMICS LTD, KADI..

Year’s of establishment:- 20th , January, 1968

Company address:- SOMANY CERAMIC LIMITED
14, G.I.D.C. INDUSTRIAL ESTATE.
DIS: MEHSANA,
KADI-382715
GUJARAT

Contact person:
 Tel:
 Fax;

Email:
Mr. K.c shah
02764-242153\54
263011
marketing@ Somany ceramickadi.com
Recruitment
Meaning: Recruitment is the process of identifying and hiring the best-qualified
candidate (from within or outside of an organization) for a job vacancy, in a
most timely and cost effective manner. Recruitment provides the pool of
candidates which are potential.
Purpose: The one of the main purpose of recruitment is to provide a pool of potentially
candidates.
 Determine the present & future requirement of the firm in conjunction with its
personnel- planning & job analysis activities.
 Increase the pool of job candidates at minimum cost.
Recruitment process
In Somany ceramics mentioned below process has been conducted:-
1)Identifying vacancies
2)Application blank
3)Interview
4)Test
5)Selection
Selection
Meaning :-
Selection is the process of differentiating between applicants in order to
identify and hire those with a greater likelihood of success in a job.
Process of selection
Here, some important steps are has been taken in selection process, which
are as mention as under:1)Inviting applicants
2)Reception of applicants
3)Preliminary interview
4) Interview
5)Investigation of referrals
6)Final approval
7)Placement & induction
Research methodology
SAMPLE:
The sample includes HR managers, executive HR managers, non HR.
Employees as well as supervisors.
SAMPLING:
Selective sampling method and random sampling methods were used to
select the companies and respondents.
SAMPLE SIZE:
Sample size is 100 respondents.
Data analysis & interpretation
Q.1
A.
B.
C.
which levels do you belong into the organization?
Junior level
Chart Title
Middle level
60%
Senior level
50%
Axis Title

40%
30%
20%
10%
0%
Series1
junior
36%
middle
49%
senior
15%
Interpretation:As per the above table the majority of the people who are belong to middle level employee
i.e. 49%. And the minorities of the people who are belong to senior level employee i.e.
15%.The portion of the junior level is 36% which is the 2nd high portion of the
respondents
Q.2
What are the sources used for Recruitment by your company?
Naukari.com
Internal sources
Walk in interview
Reference
TABLE :- NO OF
RESPONDENTS
Reference , 10
Naukari.com,
20
Walk in
interview, 15
Naukari.com
Internal sources
Walk in interview
Reference
Internal
sources, 55
Interpretation:In the above diagramme, there are mentioned the four sources of recruitment are used by the
company. The company mostly preferred the internal source for the recruitment.

Q.3 What are the important things you link while, screening resume of the
candidates?
QUALIFICATION
ATTITUDE
EXPERIENCE
COMMUNICATION SKILL
PRESENTATION SKILL
REFERENCE
No of respondents
35
31
30
25
20
23
20
13
15
10
8
8
No of respondents
5
0
Interpretation:Here, mentioned the important link which are screening from the candidates resume. The high
portion is 31% of experience and lowest portion is 8% of personal skills and common skill.
Q.4 Do you find E-Recruiting a suitable for Recruitment?
A.
Yes
B.
No
No of respondents
80
70
yes , 70
60
50
40
No of respondents
, 30
30
20
10
0
yes
No
Interpretation:Here, 70% respondents are says yes in this organization e- recruiting is found, where 30% respondents are
says no.
Q.5
A.
B.
C.
How many rounds of interviews are conducted before a candidate is given offer letter?
One
Two
Three
40%
35%
30%
25%
40%
35%
20%
Series1
15%
10%
15%
5%
0%
one
two
three
Interpretation:Here, asked about the how many round of interview taken before given a offer letter. The high portion
of respondents is two and 4o% . Other for 35% for three round, while 15% for the
Q.6 Do you find bond is compulsory for junior level employee?
A.
Yes
B.
No
80%
70%
60%
50%
40%
73%
Series1
30%
20%
10%
27%
0%
yes
no
INTERPRETATION:-
As per the above chart which gives an idea about the no. of respondents who are agree with
Bond. The majority of the respondents i.e. 73% who are not agree with bond is compulsory
for The junior level and 27% respondents who are agree with same.
Q. 7 The duration of probation period of a new trainee in your organization is of?
A.
3 months
B.
C.
6 months
1 year
3 months,
22%
1 year, 44%
3 months
6 months
6 months,
34%
1 year
INTERPRETATION:-
As per the above chart the majority of the organization i.e.44% consists 1 year of
probation Period of a new trainee. And the minority of the organization i.e. 22%
consists 3 Months of Probation period
Q. 08 What is the interval for Recruitment & Selection procedure to be repeated at your organization?
A. Every six month
B. As per the requirement
C. Yearly basis
Yearly basis, 20%
Every six month,
32%
Every six month
As per the requirement
Yearly basis
As per the
requirement, 48%
INTERPRETATION:As per the above chart the majority of the organization i.e. 48% consists of the interval For
recruitment and selection procedure is to be repeated as per the requirement. And the minority of
the organization i.e. 20% consists of the interval for recruitment and selection procedure is to be
repeated as on yearly basis.
Q.09 Which Factors are affecting the selection of source in the organization?
 Image of the company
 Details provided on internet
 Union requirement
 Attractiveness of the job
40%
30%
38%
32%
25%
20%
10%
0%
5%
Series1
Interpretation:
As per the above chart we can shows that the majority of the people who are agree with the
Attractiveness of the job which Factors are affecting the selection of source. i.e.38% and the
Minorities of the people who are giving preference to the union requirement which Factors are
Affecting the selection of source. i.e.5%
Q.10 internal source of recruitment should be used for filling higher level vacant position
rather than external source?
A. Strongly agree
B. Agree
C. Neutral
strongly
D. Disagree
disagree, 6%
E. Strongly Disagree
disagree,
12%
strongly
agree, 19%
strongly agree
agree
neutral
neutral, 35%
agree, 28%
disagree
strongly disagree
Interpretation: As far as level is concern from the above chart we can interpret that from 100 people 19 % are
strongly agree with 28 % are agree 35 % are neutral 12 % are disagree 6 % are strongly disagree.
Q.11 Age factor play important role in the job?
A. Strongly agree
B. Agree
C. Neutral
D. Disagree
E. Strongly Disagree
strongly
disagree, 9%strongly agree,
15%
disagree, 20%
neutral, 18%
agree, 38%
Interpretation:As far as level is concern from the above chart we can interpret that from 100 people 15 %
are strongly agree with 38 % are agree 18 % are neutral 20 % are disagree 9 % are
strongly disagree
q.12 Is pays for performance more beneficial for the Organization?
A. Strongly agree
showing % of pay performance
B. Agree
benefit
C. Neutral
strongly
disagree
D. Disagree
9%
strongly agree
22%
E. Strongly Disagree
disagree
19%
neutral
14%
agree
36%
Interpretation:-
As far as level is concern from the above chart we can interpret that from 100 people
22 % are strongly agree with 36 % are agree 14 % are neutral 19 % are disagree 9 %
are strongly disagree.
Hypothisis
Oqestion no:-
Result
Que. 12
Zcal value (3.76) > ztab(-1.645).thus, fail to
reject the hypothisi
Que. 13
As Z calculated (2.479)> ztab (1.645).thus, fail to reject the hypothiis
Que. 14
Zcal value (3.337)>ztab(-1.645) thus,
fail to reject the hypothisis.
FINDINGS & SUGGETIONS
Findings: In the matter of screening of resume experience, qualification,
reference are the important link.
 During the selection process group discussion is more important factor.
The other factors are skills, attitude and etc.
 Most respondents are agreeing in matter of the e- recruitment.
 Most respondents are agreeing with statement age factor play crucial
part in the job.
 Pay on performance is beneficial for the organization.
Suggestion: Internal resources reduce the entry of new coming opportunity of fresh
employee or new blood candidate in the organization.
 Skills and abilities are more important than experience in job performance. Age
factor is important at all in the job.
 Pay for performance is given by the organization, so that organization can
increase level of motivation and enthusiasm for the work.
 In the computer era, email method should be used more for recruitment and
selection method in the organization
 As our questionnaire was objective, different person had different opinion on
the same questions. So, it becomes difficult to analyses the data.
Utilities of the report
For researcher :-Researcher can get the information about the various present processes of recruitment
& selection.
Researcher also can give extension and corrections from the data.
For student:
Student can easily get the secondary data, which is helpful for the making report for the same
topic.
Student can think innovative idea and doing something new with the help of making change and
after reading thoroughly.
For company:
With the help of this project report company can get more benefit such as:Helpful for providing the training for new recruiter.
Company can easy to give an idea about the report and facts.
LIMITATION OF THE REPORT
Short time period:
 The time period for carrying out the research was short as a result of which many
facts have been left unexplored.
Lack of resources:
 Lack of time and other resources as it was not possible to conduct survey at large
level.
Small no. of respondents:
 Only 100 employees have been chosen which is small number, to represent whole of
the population.
Unwillingness of respondents:
 While collection of the data many consumers were unwilling to fill the
questionnaire. Respondents were having a feeling of wastage of time for them.