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108001619003 108001619003 Document Transcript

  • A STUDY ON EMPLOYEE SELECTION PROCESS WITH REFERENCE TO NETWORK CLOTHING COMPANY PVT LTD, TIRUPUR PROJECT REPORT Submitted by R.AMBIGA DEVI REG. NO: 108001619003 In partial fulfillment for the award of the degree Of MASTER OF BUSINESS ADMINISTRATION IN Anna University of Technology-Coimbatore DEPARTMENT OF MANAGEMENT STUDIESVIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN AUGUST-2011 1
  • A STUDY ON EMPLOYEE SELECTION PROCESS WITH REFERENCE TO NETWORK CLOTHING COMPANY PVT LTD, TIRUPUR PROJECT REPORT Submitted by R.AMBIGA DEVI REG. NO: 108001619003 In partial fulfillment for the award of the degree Of MASTER OF BUSINESS ADMINISTRATION Under the Guidance of Mrs.S.PRASANTHI. M.B.A., Anna University of Technology-Coimbatore DEPARTMENT OF MANAGEMENT STUDIESVIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN AUGUST-2011 2
  • VIVEKANADHA COLLEGE OF ENGINEERING FOR WOMEN (Affiliated to Anna University of Technology, Coimbatore) Elayampalayam, Tiruchengode DEPARTMENT OF MBA PROJECT WORK AUGUST- 2011 This is to certify that the project entitledA STUDY ON EMPLOYEE SELECTION PROCESS WITH REFRENCE TO NETWORK CLOTHING COMPANY PVT LTD, TIRUPUR Is the bonafide record of project work done by R.AMBIGA DEVI Register No. 108001619003 Of M.B.A during the year 2010-2012-------------------------------- -------------------------------Project Guide Head of the Department Submitted for the project Viva-Voce examination held on __________________ ------------------------------------ ----------------------------- Internal Examiner External Examiner 3
  • DECLARATION 4
  • DECLARATION I affirm that the project work title A Study on Employee Selection processwith reference to Network Clothing Company Pvt ltd being submitted in partialfulfillment for the award of MBA is the original work carried out by me. It has notformed the part of any other project work submitted for award of any degree, either inthis or any other university. (Signature of the candidate) AMBIGA DEVI.RI certify that the declaration made above by the candidate is true. Signature of the Guide, Mrs. Prasanthi S. 5
  • ACKNOWLEDGEMENT 6
  • ACKNOWLEDGEMENT I express my sincere thanks and gratitude to Vidhya Rathna Prof. Dr. M.Karunanidhi, B.Pharm, M.S., Ph.D., D.Lit., Chairman & Secretary, VivekanandhaEducational Institutions, for his support in all our Endeavour’s. I extent my heartfelt thanks to the Principal, Dr. R. K. Gnanamurthy, ME., Ph.D.,for the constant support given in all our activities. I wish to express my sincere thanks to Dr. M. Latha Natarajan, MBA., Ph.D., andHead of the Department of Management Studies for the help and kind support rendered byher. I express my profound thanks to Mrs. Prasanthi, MBA, Lecturer, and Department ofManagement Studies , Faculty guide for the encouragement, supervision and guidancethroughout the project. I also thank HRD department, Network clothing company Pvt Ltd, for granting mepermission to undergo this project in their organization. I would like to express my sincere thanks for my parents and friends for theirunbounded support to make this project a reality. I also express my heartfelt thanks to all the respondents who have providedinformation required for the study. 7
  • CONTENTS8
  • CONTENTSChapter No Title Page No ABSTRACT i LIST OF TABLES ii LIST OF CHARTS iii 1 INTRODUCTION 1 1.1 About the study 2 1.2 About the Industry 3 1.3 About the company 4 2 MAIN THEME OF THE PROJECT 2.1 Objectives of the Study 6 2.2 Scope of the Study 7 2.3 Limitations of the Study 8 2.4 Research Methodology 9 2.5 Review of Literature 11 2.6 Analysis and Interpretation 12 3 FINDINGS, RECOMMENDATIONS AND CONCLUSION 3.1 Findings 27 3.2 Suggestions 28 3.3 Conclusion 29 4 SCOPE WORK FOR THE FUTURE 30 4.1 Appendix 31 4.2 Bibliography 33 9
  • ABSTRACT10
  • ABSTRACT The Study was on the topic EMPLOYEE SELECTION PROCESS with referenceto NETWORK CLOTHING COMPANY Pvt Ltd. Employee selection process is a measureof how happy workers are with their job and working environment. Keeping morale highamong workers can be of tremendous benefit to any company, as happy workers will bemore likely to produce more, take fewer days off, and stay loyal to the company. The main objective of the study is to study the relationship among the superiorsand subordinates and the effects of various training programs provided to employees. In order to study the Employee selection process level, a questionnaire was framedto know their opinion. The Population of the study was 200 employees in the organizationfrom different sections. The Sample of 20 respondents was selected using simple randomsampling method. The data collected was analyzed using Simple Percentage method. The majorfindings of the study are the employees were selected with the training programs and thebenefits provided to them. The Suggestion given to the company was the Employees performance must beappraised using the appropriate appraisal methods and the performance of the employees canbe increased by increment in their salary to improve the selected level of the employees. 11
  • LIST OF TABLES 12
  • LIST OF TABLES PAGES.NO PARTICULAR NO2.6.1.1 Gender of the respondents 122.6.1.2 Age of the respondents 132.6.1.3 Marital status of the respondents 142.6.1.4 Education qualification of the respondents 152.6.1.5 Experience of the respondents 162.6.1.6 Have knowledge about the concern work style 172.6.1.7 Reason for preferring our concern 182.6.1.8 Reason for quitting from your previous concern 192.6.1.9 Achievement in your previous concern 202.6.1.10 Team leading capacity 212.6.1.11 Able to work-in inferiority and superiority complex 22 environment2.6.1.12 Goals of distance 232.6.1.13 Careful in planning the distant goal 242.6.1.14 Being distraction involved something 252.6.2.15 Work style 262.6.2.16 Complex 262.6.2.17 Test Statistics 26 13
  • LIST OF CHARTS 14
  • LIST OF CHARTS PAGE S.NO PARTICULAR NO2.6.1.1 Gender of the respondents 122.6.1.2 Age of the respondents 132.6.1.3 Marital status of the respondents 142.6.1.4 Education qualification of the respondents 152.6.1.5 Experience of the respondents 162.6.1.6 Have knowledge about the concern work style 172.6.1.7 Reason for preferring our concern 182.6.1.8 Reason for quitting from your previous concern 192.6.1.9 Achievement in your previous concern 202.6.1.10 Team leading capacity 212.6.1.11 Able to work-in inferiority and superiority complex 22 environment2.6.1.12 Goals of distance 232.6.1.13 Careful in planning the distant goal 242.6.1.14 Being distraction involved something 25 15
  • INTRODUCTION 16
  • CHAPTER-I 1.1 INTRODUCTION Network Clothing Company Pty Ltd. operates as a manufacturer and importer ofquality garments for all ages and markets. The company was founded in 1988 and isbased in Abbotsford, Australia. Fashionizer is an integrated framework that fits the needs of the garment industry ofvirtual garment design and prototyping, concentrating on simulation and visualizationfeatures. Virtual Try On has been developed in close relationship to be compliant withFashionizer’s clothes and to allow trying them virtually on a body’s avatar in real timeon the Web; in a few words, it is a virtual clothing boutique. The framework integrates innovative tools aimed for efficiency and quality in theprocess of garment design and prototyping, taking advantage of state-of-the-artalgorithms from the field of mechanical simulation, computer animation, and renderingthat are directly provided by the research team of MIRA Lab 17
  • 1.2 INDUSTRY PROFILE The Tirupur knitwear industry has been able to book orders from all thesophisticated world market including European Union, U.S.A., Canada, Japan etc.besides increasing its export growth rate in non- quota market. World renownedcompanies and labels buy from Tirupur, e.g. Nike, Lacoste, St. Michael, Benetton,Jockey, Kiabi, Marks & Spencer, C&A, Tape L Oiel, J.C. Penny, Gallery Lafayette,Wal-Mart, H&M, Old Navy, Quick Silver, Decathlon, Mother Care, Migros, Primark,Manor, S. Olivier, Euro Disney, Group Andre, Tom Tailor, Tommy Hilfiger, Adidas,Carrefour, La Redout, 3 Suisse, Zara, Karstadt Quelle, Monoprix, Devianne, Fila, Oxbro,Replay, Diesel, Nautica, Abacrobi & Stitch, MRK, to name a few The TEA, the think tank preparing the Tirupur industry to overcome the futuredifficulties has initiated to have a ware house in Antwerp, Belgium to facilitate sale ofthe products manufactured by their members. They had entered into a MOU with St.John Freight Systems Limited in September, 2003, to open ware houses and god owns inEurope. This initiative will bear its first fruit in 2006 when the ware house at Antwerpwill be available to exporters from Tirupur. The On Time Delivery could then be bettercontrolled and ready stocks can be made available to buyers for immediate sale acrossthe table. In my opinion, TEA has three major thrust points, besides many others forensuring boosting sales of knitwear manufactured by its members in post 2004 scenario-Making Tirupur a Branded Label in Europe/U.S.A efficiently utilize the Research &Development Centre proposed by the Special Study Group of the Ministry of Textiles,Government of India and Open an office in Europe backed by a R&D Centre andwarehouses to showcase various products from Tirupur to facilitate direct marketingefforts. If the TEA is successful in its efforts mentioned above the battle againstcompetition will be half won since what Tirupur mainly lacks today is a focusedmarketing device which can constantly give fashion inputs to the industry and willensure direct sales of competitively priced better end products. Thanks to the efforts of these companies and others, the yarn blends nowavailable in Tirupur are in various combinations of cotton, acrylic, silk, linen, tencel,viscose, nylon, modal, elasthane, polyimide etc. Also there are treated yarns which 18
  • assure zero twist, feather touch softness, antibacterial, anti-static, odorpreventive, UV protective, bio-degradable, flame retardant or resistant, four tone coloureffect, hydrophilic acrylic, moisture management etc besides the branded varieties. The Lakshmi Mills, a leading textile spinning and weaving machine manufacturer,based at Coimbatore has of late joined hands with Chinese and Taiwanese manufacturersof textile machinery to upgrade the technology of machinery and tool manufacturing,thus making available advance machinery locally at competitive prices. The spinning mills in and around Tirupur supplement their cotton requirements byimporting from U.S.A, Australia, Egypt etc. to spin good export quality yarn. Normalcount range used in Tirupur for manufacturing knitwear products is from 10s to 60s(only ring spun) single ply and two ply. The range of yarn available is auto coned,electronically cleaned yarns available in mlange, slub, crepe, gassed mercerized, spacedyed, grindle apart from normal combed yarns. The mills which provide the reputablegood quality yarns are Eastman Spinning Mills, Suryavanshi, SSM Mills, Rasi SpinningMills, Tirupur Textiles Pvt. Ltd., Chola Spinning Mills, Sulochana Cotton Spinning Mill,ARC Spinning mills, SCM Textiles, Amravathi Spinning Mills, Amarjothi SpinningMills, Royal Classic Spinning Mills, Best Cotton Spinning Mills, Nachammai CottonMills, Pioneer Spinning Mills, Barani Spinning Mills, Centwin Spinning Mills, KPRSpinning Mills, Prime Textiles etc. These mills sell direct to the exporters or throughyarn agencies of Tirupur. The spindle capacity of these mills individually ranges from25,000 to 150,000 spindles each. The knitting machinery now available with the suppliers can cover most of thegauges (gg) or tubular width of the fabric and fiber blends with advanced machinery orattachments to the knitting machinery from leading manufacturers of China, Japan,Europe or the U.S.A. Total number of imported knitting machines operating in Tirupurarea are more than 2,500. The South India Imported Machine Knitters Association(SIIMKA) ensures import of good quality and advanced machinery suitable for theTirupur knitwear industry. 19
  • 1.3 COMPANY PROFILE Net Work Clothing Co. Pvt. Ltd.Tirupur, Tamil Nadu, India Textiles Products - Manufacturer, Export / ImportINTRODUCTION We are one of the leading manufacturers of knitted garments in Tirupur, the KnitCity of South India. We are committed to the delivery of quality products meetingrequired standards and specifications backed by the state-of-the-art infrastructure andskilled workforce, NCC is able to create the success story. Network Clothing Company Pty Ltd. operates as a manufacturer and importer ofquality garments for all ages and markets. The company was founded in 1988 and isbased in Abbotsford, Australia. Fashionizer is an integrated framework that fits the needs of the garment industryof virtual garment design and prototyping, concentrating on simulation and visualizationfeatures. Virtual Try On has been developed in close relationship to be compliant withFashionizer’s clothes and to allow trying them virtually on a body’s avatar in real timeon the Web; in a few words, it is a virtual clothing boutique. The framework integrates innovative tools aimed for efficiency and quality in theprocess of garment design and prototyping, taking advantage of state-of-the-artalgorithms from the field of mechanical simulation, computer animation, and renderingthat are directly provided by the research team of MIRA Lab NCC is one of the reliable and efficient MANUFACTURERS and EXPORTERS ofHOSIERY KNITTED READY-MADE GARMENTS located in TIRUPUR - Popularlycalled the KNIT CITY, located in the southern part of India. 20
  • Being in the industry for about a decade, the company has gathered huge experiencein production and exports of ready-made garments. During this period, the company hasemerged as a vertically integrated manufacturer. The company has obtained variousrecognitions for its commitment toward the industry. We are progressing into the future with the policy of "CUSTOMERSATISFACTION" and to meet the challenges of WTO.We look forward towards apossible association with you and would like you to contact us to serve you in the future.PRODUCTS: MANUFACTURERS and EXPORTERS of HOSIERY KNITTED READY-MADEGARMENTS. Our products are - T-shirts with Sleeve and Sleeveless-Shirts with andwithout embroidering, Hooded, Panel, cut & Sewn Polo. Necks as Scoop, Turtle, Round,Lonny, Henley, Boat, High, V-drop, Square and Halter Neck... Garments as Camisoles,Bath ropes, Pencil skirts, Trousers, Nightwear, Jackets, Cardigans, Shorts, Capri pants,Crop Top suits, Leggings, Blouse, Cropped Top, Fitted T-shirt, Stretch pique buttonthrough dress, slinky knit top with collars and placket, Rover collars, Lace Tunic and CatSuits etc.NCC - a company which stands for its values. We are one of the leading manufacturers of knitted garments in Tirupur, the KnitCity of South India. We are committed to the delivery of quality products meetingrequired standards and specifications backed by the state-of-the-art infrastructure andskilled workforce, NCC is able to create the success story. We are Network Clothing Company (NCC). Our core business is Textile Exports,but what drives us, is our commitment to our core values. We believe that values are notonly crucial, but an absolute necessity that no business can do without. Which is why,our priority towards our Customers, Products, Team, and accountability, technology andEnvironment takes precedence over everything else? 21
  • MAIN THEMEOF THE PROJECT 22
  • CHAPTER-II MAIN THEME OF THE PROJECT 2.1 OBJECTIVES OF THE STUDY To analyze the Employee Selection Process level in the company To Study the Relationship among the superiors and subordinates To study the profile of network clothing company To find out the system of selection process in the company To make suggestions to improve the employee selection process in NCC 23
  • 2.2 SCOPE OF THE STUDY Findings of the study can be used by the company to improvise in areaswhere they are lagging behind in selection process of the Employees and motivatingthem towards the goals. It can be used for any decision making regarding employeesbenefits. This study helps the researcher to have a clear idea of the selection process criteria carried out in the organization Findings of the study will be helpful for the organization to know the level of awareness about the selection process among the employees 24
  • 2.3 LIMITATIONS OF THE STUDY The time period was a limitation The study is limited only to the employee’s selection process in NCC PVT LTD. Size of the population is limited Unwillingness of the respondents to fill the questionnaire Tools used are limited Lack of cooperation among few employees due to their work busy while collecting data. 25
  • RESEARCHMETHODOLOGY 26
  • 2.4 RESEARCH METHODOLOGY Research methodology is a way to systematically solving the research problem .it isscience of studying how research is done scientifically Research can be defined as the search for knowledge, or as any systematicinvestigation, with an open mind, to establish novel facts, solve new or existingproblems, prove new ideas, or develop new theories, usually using a scientific method.The primary purpose for basic research (as opposed to applied research) is discovering,interpreting, and the development of methods and systems for the advancement ofhuman knowledge on a wide variety of scientific matters of our world and the universeThe study was done in the following steps:  Instrumentation  Sample size  Data collection  Data AnalysisSAMPLE SIZE: The Population of the study was 200 employees in the organization from networkclothing company. The Sample of 100 respondents was selected using simple randomsampling method.DATA COLLECTION There are two types of data collection used in this study  Primary data  Secondary dataPRIMARY DATA Data observed or collected directly from first-hand experience. Published data andthe data collected in the past or other party is called secondary data. 27
  • SECONDARY DATA Primary data that was collected by someone else or for a purpose other than thecurrent one.ANALYSED OF TOOLS USEDIt is carried out in the following way  Simple percentage analysis  Point analysisA.SIMPLE PERCENTAGE ANALYSIS Actual respondentSimple percentage analysis =……………………….100 Total respondentB) POINT ANALISIS The scale used for the study in this project. Which express a favorable or favorableattitudes towards the given object to which respondents are asked to react? i. Agree ii. Neutral iii. DisagreeC). CHI-SQUARE TEST (O¡-E¡) ² χ =∑ --------------- 2 E¡ Degree of freedom (R-1) (C-1) Where, R- Number of row C- Number of column O- Observed frequent E- Expected frequency 28
  • 2.5 REVIEW OF LITERATURE Validity and fairness of some alternative employee selection procedures. Reilly, Richard R.; Chao, Georgia R. Reviews research on the validity, adverse impact on minorities, and fairness of 8 categories of alternatives to employee selection tests and discusses the feasibility of operational use of each type of alternative in an employment setting. Only biodata and peer evaluation have validities substantially equal to those for standardized tests. Previous reviews and more recent research indicated that interviews, self-assessments, reference checks, academic achievement, expert judgment, and projective techniques have levels of validity generally below those reported for tests. Data, where available, offer no clear indication that any of the alternatives meet the criterion of having equal validity with less adversive impact. Results are discussed and several additional alternatives are described. (4½ p ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved) Review and conceptual analysis of the employee turnover process. Mobley, William H.; Griffeth, Rodger W.; Hand, Herbert H.; Meglino, B. M. Research on employee turnover since L. W. Porter and R. M. Steerss (see record1974-04029-001) analysis of the literature reveals that age, tenure, overall satisfaction,job content, intentions to remain on the job, and commitment are consistently andnegatively related to turnover. Generally, however, less than 20% of the variance inturnover is explained. Lack of a clear conceptual model, failure to consider available jobalternatives, insufficient multivariate research, and infrequent longitudinal studies areidentified as factors precluding a better understanding of the psychology of the employeeturnover process. A conceptual model is presented that suggests a need to distinguishbetween satisfaction (present oriented) and attraction/expected utility (future oriented) forboth the present role and alternative roles, a need to consider nonwork values andnonwork consequences of turnover behavior as well as contractual constraints, and apotential mechanism for integrating aggregate-level research findings into an individual-level model of the turnover process. (62 ref) (PsycINFO Database Record (c) 2010 APA,all rights reserved) 29
  • ANALYSIS ANDINTERPRETATION 30
  • 2.6 ANALYSIS AND INTERPRETATION 2.6.1 SIMPLE PERCENTAGE ANALYSIS TABLE 2.6.1.1 GENDER OF THE RESPONDENT S.NO PARTICULAR NO OF PERCENTAGE RESPONDENT (%) 1 MALE 54 54 2 FEMALE 46 46 TOTAL 100 100 Source: primary dataINTERPRETATION: The above table denotes that 54% of the respondents are male, 46% of therespondents are female The maximum percentage of the respondents are male (54%) CHART 2.6.1.1 GENDER OF THE RESPONDENT 56% 54% 54% PERCENTAGE 52% 50% 48% 46% 46% 44% 42% male female GENDER 31
  • TABLE 2.6.1.2 AGE OF THE RESPONDENT S.NO PARTICULAR NO OF PERCENTAGE PARTICULAR (%) 1 BELOW-30 YEARS 25 25 2 30-45 YEARS 45 45 3 ABOVE-45 YEARS 30 30 TOTAL 100 100 Source: primary data INTERPRITATION: The above table shows that 25% of the respondents are below 30 years, 45% of the respondents are 30- 45 years, and 30% of the respondents are above 30 years in their age. CHART 2.6.1.2 AGE OF THE RESPONDENT 50% 45% 45% 40% 35% 30%PERCENTAGE 30% 25% 25% 20% 15% 10% 5% 0% BELOW-30 30-45 YEARS ABOVE-45YEARS YEARS AGE 32
  • TABLE 2.6.1.3 MARITAL STATUS OF THE RESPONDENT S.NO PARTICULAR NO OF PERCENTAGE RESPONDENT (%) 1 MARRIED 50 50 2 UNMARRIED 40 40 3 WIDOW 10 10 TOTAL 100 100Source: Primary dataINTERPRETATION: The above table shows that 50 of the respondents are married, 40 of therespondents are unmarried, and 10 of the respondents are widow CHART 2.6.1.3 MARITAL STATUS OF THE RESPONDENT 60% 50% 50% 40% PERCENTAGE 40% 30% 20% 10% 10% 0% MARRIED UNMARRIED WIDOW MARITAL 33
  • TABLE 2.6.1.4 EDUCATION QUALIFICATION OF THE RESPONDENTS S.NO PARTICULAR NO OF PERCENTAGE RESPONDENT (%) 1 SSLC 12 12 2 HSC 18 18 3 UNDER GRADUATE 32 32 4 POST GRADUATE 38 38 TOTAL 100 100 Source: primary data INTERPRETATION: The above table shows that 12% of the respondents completed their SSLC, 18% of the respondents completed their HSC, and 32% of the respondents completed their under graduate, 48% of the respondents completed their post graduate based on education qualification CHART 2.6.1.4 EDUCATION QUALIFICATION OF THE RESPONDENTS 40% 38% 35% 32% 30%PERCENTAGE 25% 20% 18% 15% 12% 10% 5% 0% SSLC HSC UNDERGRADUATE POSTGRADUATE EDUCATION 34
  • TABLE 2.6.1.5 EXPERIENCE LEVEL OF THE RESPONDENT S.NO PARTICULAR NO OF PERCENTAGE RESPONDENT (%) 1 BELOW-5YEARS 25 25 2 5-10 YEARS 35 35 3 ABOVE-10 YEARS 50 50 TOTAL 100 100 Source: primary data INTERPRETATION: The above table shows that 25% of the respondents have service below-5 years, 35% of the respondents have service 5-10 years, and 50% of the respondents have service above-10 years based on their experience CHART 2.6.1.5 EXPERIENCE OF THE RESPONDENT 60% 50% 50%PERCENTAGE 40% 35% 30% 25% 20% 10% 0% BELOW-5YEARS 5-10 YEARS ABOVE-10 YEARS EXPERIENCE 35
  • TABLE 2.6.1.6 KNOWLEDGE ABOUT THE ORGANIZATION’S WORK STYLE S.NO PARTICULAR NO OF PERCENTAGE RESPONDENT (%) 1 YES 60 45 2 NO 40 55 TOTAL 100 100Source: primary dataINTERPRETATION: The above table shows that 45% of the respondents have knowledge about theorganization’s work style, 55% of the respondents have no knowledge about theorganization’s work style. CHART 2.6.1.6 HAVE KNOWLEDGE ABOUT THE CONCERNS WORK STYLE 70% 60% 60% 50% PERCENTAGE 40% 40% 30% 20% 10% 0% YES NO WORKSTYLE 36
  • TABLE 2.6.1.7 REASON FOR PREFERRING OUR CONCERN S.NO PARTICULAR NO OF PERCENTAGE RESPONDENT (%) 1 SALARY BASIS 35 35 2 ENVIRONMENT BASIS 25 25 3 SHIFT BASIS 40 40 TOTAL 100 100 Source: primary data INTERPRETION: The above table shows that that 33% of the respondents prefer the concern for salary, 25% of the respondents prefer the concern for the environment, and 42% of the respondents prefer the concern for the shift. CHART 2.6.1.7 REASON FOR PREFERRING OUR CONCERN 45% 42% 40% 35% 33% 30% 25%PERCENTAGE 25% 20% 15% 10% 5% 0% SALARY BASIS ENVIRONMENT SHIFT BASIS BASIS CONCERN 37
  • TABLE 2.6.1.8 REASON FOR QUITTING FROM YOUR PREVIOUS CONCERN S.NO PARTICULAR Source: primary data NO OF PERCENTAGE RESPONDENT (%) 1 DISTANCE 35 35 PROBLEM 2 INCONVENIENT 25 25 ENVIRONMENT 3 LESS SALARY 40 40 TOTAL 100 100 Source: primary data INTERPRETATION: The above table shows that that 35% of the respondents quit the previous concern due to distance problem, 25% of the respondents quit the previous concern due to inconvenient environment, and 40% of the respondents quit the previous concern due to less salary in their concern CHART 2.6.1.8 REASON FOR QUITTING FROM YOUR PREVIOUS CONCERN 45% 40% 40% 35% 35%PERCENTAGE 30% 25% 25% 20% 15% 10% 5% 0% DISTANCE INCONVENIENT LESS SALARY PROBLEM ENVIRONMENT CONCERN 38
  • TABLE 2.6.1.9 ACHIEVEMENT IN YOUR PREVIOUS CONCERN S.NO PARTICULAR NO OF PERCENTAGE RESPONDENT (%) 1 YES 60 60 2 NO 40 40 TOTAL 100 100Source: primary dataINTERPRETATION: The above table shows that 60% of the respondents have good achievementsin the previous concern whereas 40% of the respondents have no good achievementsin the previous concern. CHART 2.6.1.9 ACHIEVEMENT IN YOUR PREVIOUS CONCERN 70% 60% 60% 50% 40% PERCENTAGE 40% 30% 20% 10% 0% YES NO CONCERN 39
  • TABLE 2.6.1.10 TEAM LEADING CAPACITY S.NO PARTICULAR NO OF PERCENTAGE RESPONDENT (%) 1 CONFIDENT 45 45 2 NOT THAT MUCH 25 25 CONFIDENT 3 NEUTRAL 30 30 TOTAL 100 100Source: primary dataINTERPRETATION: The above table shows that 45% of the respondents are confident about theirteam leading capacity, 25% of the respondents are not that much confident about theirteam leading capacity, 30% of the respondents are neutral about their team leadingcapacity. TABLE 2.6.1.10 TEAM LEADING CAPACITY 50% 45% 45% 40% 35% 30% PERCENTAGE 30% 25% 25% 20% 15% 10% 5% 0% CONFIDENT NOT THAT NEUTRAL MUCH CAPACITY CONFIDENT 40
  • TABLE 2.6.1.11 ABLE TO WORK-IN INFERIORITY AND SUPERIORITY COMPLEX ENVIRONMENT S.NO PARTICULAR NO OF PERCENTAGE RESPONDENT (%) 1 YES 45 45 2 NO 55 55 TOTAL 100 100Source: primary dataINTERPRETATION: The above table shows that 45% of the respondents are able to work ininferiority and superiority complex environment, 55% of the respondents are unableto work-in inferiority and superiority complex environment CHART 2.6.1.11 ABLE TO WORK-IN INFERIORITY AND SUPERIORITY COMPLEX ENVIRONMENT 60% 55% 50% 45% PERCENTAGE 40% 30% 20% 10% 0% YES NO ENVIRONMENT 41
  • TABLE.2.6.1.12 MODE OF INTERACTION WITH EMPLOYEE S.NO PARTICULAR NO OF PERCENTAGE RESPONDENT (%) 1 MEETING 51 45 2 OFFICIAL 30 25 PHONE 3 MEDIATOR 19 30 TOTAL 100 100Source: primary dataINTERPRETATION: The above table shows that 51% of the respondents have interaction withemployee through meeting, 30% of the respondents have interaction with employeethrough official phone, and 19% of the respondents have interaction with employeethrough mediators. TABLE 2.6.1.12 HOW TO INTERACTION WITH EMPLOYEES 60% 51% 50% 40% PERCENTAGE 30% 30% 19% 20% 10% 0% MEETING OFFICIAL MEDIATOR PHONE EMPLOYEE 42
  • TABLE 2.6.1.13 CAREFUL PLANNING ABOUT THE DISTANCE GOAL S.NO PARTICULAR NO OF PERCENTAGE RESPONDENT (%) 1 AGREE 45 45 2 NEUTRAL 30 30 3 DISAGREE 25 25 TOTAL 100 100Source: primary dataINTERPRETATION: The above table shows that 45% of the respondents are agreeing that they arecareful in planning about their distance goals; 30% of the respondents are neutralabout that they are careful in planning about their distance goals; 25% of therespondents are disagreeing that they are careful in planning about their distancegoals; CHART 2.6.1.13 CAREFUL IN THE DISTANCE GOAL 60% 45% 50% PERCENTAGE 40% 30% 30% 25% 20% 10% 0% AGREE NEUTRAL DISAGREE GOLE 43
  • TABLE2.6.1.14 CAN YOU STAND WITHOUT BEING DISTRACTED WHEN ONE INVOLVED IN SOMETHING S.NO PARTICULAR NO OF THE PERCENTAGE RESPONDENT (%) 1 AGREE 50 50 2 NEUTRAL 30 30 3 DISAGREE 20 20 TOTAL 100 100Source: primary dataINTERPRETATION: The above table shows that 50% of the respondents can stand without beingdistracted when one involved in something. 30% of the respondents are neutral aboutthe statement; 20% of the respondents are distracted when one involved insomething. CHART 2.6.1.14 CAN YOU STAND WITHOUT BEING DISTRACTED WHEN ONE INVOLVED IN SOMETHING 60% 50% 50% 40% PERCENTAGE 30% 30% 20% 20% 10% 0% AGREE NEUTRAL DISAGREE 44
  • 2.6.2 CHI-SQUARE TEST ANALYSIS BETWEEN THE WORK STYLE AND COMPLEX Frequencies Table No. 2.6.2.15 WORKSTYLE 10 0 Observed N Expected N Residual yes 60 50.0 10.0 no 40 50.0 -10.0 Total 100 Table No. 2.6.2.16 COMPLEX Observed Expected N N Residual yes 45 50.0 -5.0 no 55 50.0 5.0 Total 100Table No. 2.6.2.17 TEST STATISTICS WORK STYLE COMPLEX Chi- 4.000 1.000 Square(a) df 1 1 Asymp. .046 .317 Sig.0 cells (.0%) have expected frequencies less than 5The minimum expected cell frequency is 50.0.INTERPRETATION: The table value is less than the calculated value. The residual value is -5 outof S100 residua. There is significant relationship between the work style and complex 45
  • FINDINGS, SUGGESSION &CONCLUSION 46
  • CHAPTER-III FINDINGS, SUGGESTIONS AND CONCLUSION 3.1 FINDINGS1) Majority of the respondents are male (54%)2) Majority of the respondents belong to the age group of 30-45 years (45%)3) Majority of the respondents are married (50%)4) Majority percentage of the respondents completed their post graduate (38%)5) The maximum percentage of the respondents have service above-10 years ofexperience6) The maximum percentage of the respondents have knowledge about the concern work style (55%)7) The maximum percentage of the respondents prefer the concern for shift (42%)8) Majority (40%) of the respondents quit the previous concern due to less salary concern9) Majority (60%) of the respondents have good achievements in the previous concern10) Majority (45%) of the respondents are confident about their team leading capacity.11) Majority (55%) of the respondents are able to work-in inferiority and superiority complex environment12) Majority (45%) of the respondents have interaction with employee through meeting14) Majority of the respondents are distracted when one involved in something (50%) 47
  • 3.2 SUGGESTIONS On the basis of the results obtained from the study, the following suggestions are made The Employees expect to have an easy approach with their superiors and to maintain a cordial relationship with their colleagues. The organization can take steps to fulfill this expectation. The Employees are provided with adequate training programs. Yet the training and development programmes can be increased to train the employees to adapt to latest technology. The Employees can be provided with much more benefits like perks and other monetary benefits. The facilities provided to the Employees can be improvised according to their needs. Good transportation facility can be provided to the Employees. 48
  • 3.3 CONCLUSION Employee is the very important part of the organization. There are many gooddecisions and positively thoughts towards the organization which creates happiness andwell performance. Employee s are continuously showing improvement in theorganization and satisfied with most of the matters like suitable salary, increment andpromotion. They are also following organization rules and regulation. Employeemotivation and training &development will give better selected employee A study on employee selection process in NCC Pvt. Ltd. is concluded thatmost of the employee are selected under a good selection process. Recommendationshave been made to improve the process in a better path. 49
  • SCOPE WORKFOR THE FUTURE 50
  • CHAPTER IV SCOPE WORK FOR THE FUTURE In this research work, the analysis of employee selection process has been donethrough various tools like simple percentage analysis and chi-square. Further the study can be made in this which will be effective in order to analyzethe employee selection process of the company and various tools can be used likecorrelations, f-test and weighted average test etc. 51
  • APPENDIX52
  • 4.1APPENDIX A STUDY ON SELECTION PROCESS IN NETWORK CLOTHING COMPANY AT TIRUPUR QUESTIONNAIRE1. Name of the respondent:2. Gender A) Male B) Female3. Age A) Below 30 B) 30-45 C) Above 454. Marital study A) Married B) Unmarried C) widow5. Education qualification A) SSLC B) HSC C) Under graduate D) Post graduate6. Experience A) Below-5 B) 5-10 C) Above-107. Do you know our concern work style? A) Yes B) No8. Why do you prefer our concern? A) Salary basis B) Environment C) Shift basis9. Why did you switch of your previous concern? A) Distance problem B) Inconvenient environment C) Less salary 53
  • 10. Did you have any achievement in your previous concern? A) Yes B) No11. Do you hope you have capable to lead the team? A) Confident B) Not that much confident12. Do you work inferiority superiority complex? A) Yes B) No13. How will you intermediate with employees? A) Meeting B) official phone C) mediator14. I am careful to plan for my distance goals A) Agree B) Neutral C) Disagree15. Can you stand being distraction one when you involved in something A) Agree B) Neutral C) Disagree18. The about the suggestion the employee selection process THANK YOU 54
  • 4.2 BIBLIOGRAPHYBooks referred1. Chhabra T.N-.Principles and Practice of Management- Dhanpat Rai & Co.Pvt. Ltd.- New Delhi 1999 pp(53-57)2. Moorthy MV-Principles of Labour Welfare- Vishakhapatnam Gupta Brothers 19683. Agarwala R.D.,Economic Aspect of Welfare State in India- Allahabad, Chaitanya Publishing House 1967Websites: www.cengage .co. in www.flipkart.com www.scribd.com 55