Coromandel project report

“A STUDY OF RECRUITMENT AND SELECTION PROCESS”
IN
“COROMANDEL INTERNATIONAL LIMITED”
SUMMER TRAINING PROJECT REPORT
SUBMITTED TOWARDS PARTIAL FULFLLMENT
OF
MASTER OF BUSINESS ADMINSTRATION (M.B.A)
Submitted by
SONAM
Reg. No. 142060066
Under the Guidance of
Mr. Shivaji Singh (Hr manager)
(DR. SHAKUNTALA MISRA NATIONAL REHABILITATION
UNIVERSITY, LUCKNOW)
ACADEMIC SESSION (2014-2016)

DR. SHAKUNTALA MISR A NATIONAL REHABILITATION UNIVERSITY, LUCKNOW
DECLARTATION
I Ms. Sonam hereby declare that the project entitled “Recruitment and
Selection process” is prepared by me during the academic session 2015-2016. I
also declare that this project report is the result of my effort and has not
been submitted to any other University or Institute for the award of any
degree.
(SONAM)
(MBA 3rd
semester)

TABLE OF CONTENT
S.NO CONTENT PAGE NO.
1. Preface 4
2. Acknowledgement 5
3. Executive summary 6
Chapter -1
4. Introduction to Topic 8
5. Objectives of the study 19
Chapter -2
Company Profile 21
6. Recruitment and
Selection Process at
Coromandel
International limited
29
Chapter -3
7. Research Methodology 40
8. Data Analysis &
Interpretation
43
Chapter -4
9. Finding & Observation 63
10. Recommendation 64
11. Suggestion 65
12. Limitations 66
13. Appendices 68
14. Bibliography 71

PREFACE
People are a company’s most importantassets. They can make or break the
fortunes of a business. In today’s highly competitive business environment
placing the right people in the right position is very critical for the success
of any organization.
The recruitment and selection decision is of prime importance as it is the
vehicle for obtaining the best possible person- to-job fit that will; contribute
significantly towards the company’s effectiveness. It is also becoming
increasingly important, as the company evolves and charges, that new
recruits show a willingness tolearn, adaptability and abilityto work part of
a team. The Recruitment & Selection procedure ensures that these criteria
are addressed.
In this project I have studied Recruitment and Selection process of
coromandel international limited and attempted to provide ways as to
make recruitment more effective and to reduce the cost of hiring an
employee.
I am privileged to be one of the students who got an opportunity to do my
training with coromandel international limited. My involvement in the
project has been very challenging and has provided me a platform to
leverage my potential in the most constructive way.
Coromandel international limited is India’s second largest phosphatic
fertiliser player, is in the business segments of fertilisers, speciality
nutrients, Crop Protections and Retail. In short span of time,
COROMANDEL has set an example by having a steady and confident
journey to growth and success.
During the training period I have studied deeply the process of hiring in
COROMANDEL INTERNATIONAL LIMITED and did a SWOT
analysis of COROMANDEL INTERNATIONAL LIMITED to find out
the existing shortcomings and potential threats and thereby
recommended suggestions.

ACKNOWLEDGEMENT
In the process of competing this, project study of Recruitment and
Selection Process. I have received much cooperation from many quarters.
I express my sincere gratitude thanks to Mr. Shivaji Singh (HR manager)
coromandel international Ltd. New Delhi for giving me an opportunity
to enhance my skills in my project. I am thankful for his guidance, patience
and consummate support. I extend my heartiest thanks to his for
enlightening my path. Without his sincere advice, this project has been
impossible.
Moreover, I would like to thanks various people from COROMANDEL
INTERNATIONALLIMITED,SANSADMARG whowere involved with
this project and gave me invaluable guidance in this regard. They
introduce me to a multi-billion dollar company and made me understand a
whole new way of delightingrecruitmentand selection process worldwide.
Without their help, this project would not have been as comprehensive and
detailed as it is.
I also feel grateful and elated in expressing my indebtedness to all who
have directly and indirectly helped me in accomplishing this research.
(SONAM)
(MBA 3rd semester)

EXECUTIVE SUMMARY
Today, in every organization personnel planning as an activity is
necessary. It is an important part of an organization. Human Resource
Planning is vital ingredient for the success of the organization in the long
run. There are certain ways that are to be followed by every organization,
which ensures that it has right number and kind of people, at the right
place and righttime, so that organization can achieve its planned objective.
The objectives of Human Resource Department are Human Resource
Planning, Recruitment and Selection, Training and Development, Career
planning, Transfer and Promotion, Risk Management, Performance
Appraisal and so on. Each objective needs special attention and proper
planning and implementation.
For every organization itis importantto have a right person on a right job.
Recruitment and Selection plays a vital role in this situation. Shortage of
skills and the use of new technology are considerable pressure on how
employers go about Recruiting and Selecting staff. It is recommended to
carry out a strategic analysis of Recruitment and Selection procedure.
With reference to this context, this project is been prepared to put a light on
Recruitment and Selection process. This project includes Meaning and
Definition of Recruitmentand Selection, Need and Purpose of Recruitment,
Evaluation of Recruitment Process, Recruitment Tips. Sources of
Recruitment through which an organization gets suitable application,
ScientificRecruitmentand Selection, which an Organization should follow
for right manpower. Job Analysis, which gives an idea about the
requirement of the job. Next is Selection process, which includes steps of
Selection, Types of Test, Types of Interview, Common Interview Problems
and their Solutions.
Recruitment and Selection are simultaneous process and are incomplete without
each other. They are important components of the organization and are different
from each other.

CHAPTER-1
1.INTRODUCTION TO TOPIC
2.OBJECTIVES OF THE STUDY

INTRODUCTION TO TOPIC
With the human resource management paradigm they are not simply
mechanism for filling vacancies. Recruitment & selection is a function of
major importance to the success of an enterprise.
Placing the interview by:
1. Merit basis
2. Considering the persons interest, background & physical
capacities.
3. Examining the job available
4. Matching the available job recruitments with individual
capacities
4. RECRUITMENT
According to Fippo-
“It is the process of searching for prospective employees & stimulating &
encouraging them to apply for job in an organization.” It is the activity
which links employer and job seekers.
According to Yoder-
“Recruitment is the process to discover the sources of manpower to meet
the requirements ofthe staffing schedule and to employ effective measures
for attracting the manpower in adequate number to facilitate effective
selection of an efficient working force.”
It is often learned positive in that it stimulates people to apply for jobs to
increase hiring ratio i.e. the no. of applications for a job.
The process of generatingpool of qualified candidates for a particular job is
the first step in the hiring process.
The aim of recruitment is to attract qualified job candidates; the word
qualified is stressed because attracting applicants who are unqualified for
the job is a costly waste of time. Unqualified applicants need to be proceed
and perhaps tested or interviewed before itcan be determined thatthey are

not qualified, to avoid these costs the recruiting efforts should be targeted
solely applicants who have the basis qualification for the job.
Recruitment from the first stage in the process which continue with
selection & ceases with placement of the candidates. Recruitment &
selection are critical elements of the effective human managements.
“The art of choosing men is not nearly as difficult as the art of enabling
those one has chosen to
Attain their full worth”.
Recruitment is the process by which organizations locate and attract
individualsto fill job vacancies. Most organizations have a continuing need
to recruit new employees to replace those who leave or are promoted in
order to acquire new skills and promote organizational growth.
Recruitment follows HR planning and goes hand in hand with selection
process by which organizations evaluate the suitabilityof candidates. With
successful recruiting to create a sizeable pool of candidates, even the most
accurate selection system is of little use
Recruiting begins when a vacancy occurs and the recruiter receives
authorization to fill it. The next step is careful examination of the job and
enumeration of skills, abilities and experience needed to perform the job
successfully. Other steps follow:
 Creating an applicant pool using internal or external methods
 Evaluate candidates via selection
 Convince the candidate
 And finally make an offer
Thus, we can say that:
 Recruitment is the activity that links employer and job seekers.
 It is the process of finding and attracting capable applicants for
employment. It begins when their applications are submitted. The
result is the pool of application from which new employees are
selected.

 It is the process to discover the sources of manpower to meet the
requirements of staffing schedule.
 Recruitment of candidates is the function preceding the selection,
which helps to create a pool of prospective employees for the
organization so that the management can select the right candidate
for the right job from this pool. The main objective of recruit process
is to expedite the selection process.
ACTIVITY FLOW
The organization philosophy should be kept in mind while formulating the
recruitment procedure.
The HR departmentwould set the recruitment norms for the organization.
However, the onus of effective implementation and compliance with the
process rests with the heads of the respective functions and departments
who are involved in the recruitment and selection process.
The process is aimed at defining the series of activities that needs to be
performed by different persons involved in the process of recruitment, the
checks and control measures to be adopted and information that has to be
captured.
Recruitment and Selection is conducted by:
 HR & Branch Manager
 Functional Head
Factors affecting Recruitment:
All organization whether large or small, does engage in recruiting activity
this depends upon:
1. Size of the organization.
2. The employment condition in the organization, the efforts of the past
recruitment efforts which show the organizations ability to locate good
performing people.

3. Working conditions & salary benefit packages offered by the
organization which may influence & necessitate future
a) Recruiting
b) The rate of growth of organization
c) The level of seasonal operations & future expansion &production
programs.
d) Cultural, economic & legal factor etc.
E- recruitment:
Managers now use emails & the web to bypass campus career centers an
email, news letter to the student to get them interested in the firm the
manager can take the complete responsibility for all the recruiting. Doing
their own recruiting also put them in better touch with the market & their
needs.
Sources of Recruitment:
There are a great number of recruitment sources available the most
prominent of these sources are:
 Current Employees: Many companies have a policy of informing
current employees
About job openings before trying to recruit them from other sources,
internal job postings give current employees the opportunity to move into
the forms more desirable jobs however; an internal promotion
automatically creates another job opening that has to be filled.

 Referrals from current employees: Studies have shown that the
employees were hiring through referrals from current employees
tend to stay with the organization longer & display greater loyalty
&job satisfaction than employees tend to refer people who are
demographically similar to themselves which can create equal
employment opportunity problems.
 Former Employees: A firm may decide to recruit employees who
previously worked for the organization these are the people who are
laid off or who work seasonally because the employer already has
experience with these people, they tend to be safe hires.
 Print Advertisement: Advertisements can be used both for local
recruitment efforts (newspaper) & for targeted regional, national or
international searches for instance; clinical psychologists often find
jobs through listing in American psychological
Association’s monthly newspaper.
 Internet Advertising: Employers are increasingly turning to the web as
recruitment to because on line ads are relatively cheap, are more
Employment.
 Agencies: Many organizations use external contractors to recruit &
screen applicants for position. Typically, the employment agencies
are paid free based on the salary offered to the new employees.
Agencies can be particularlyeffective when the firm is looking for an
employee with a specialized skill. Another advantage of employment
agencies is that they often seek out candidates who are presently
employed & not looking for a new job, which indicates that their
current employer is satisfied with their performance.
Recruitment in India
Recruitment in India is made through different channels. Recruitment
procedure is quite systematic & not wholly scientific.

Channels of Recruitment:
 Recruitment through intermediaries
 Recruitment through contractors
 Direct Recruitment
 Recruitment through employment exchange
 Other Methods
 Through Trade Union
 Through Labour Office
 Through referee
 Recruitment through the web
This kind of recruitment is called e-recruitment; the company sends the
newsletter to the candidates, regular job updates to target the right
candidate. The company selects the candidate from the data base available
this helps the company to directly contact the candidate. Once a firm has
prepared a job description & person specification. It will be time to
advertise the vacancy. They can do this internally or externally.
Internal Recruitment: internal recruitment finding someone already
employed by the Organization to fill the vacancy.
Advantage of Internal Recruitment: of working
1. Applicants will already know the company & its methods of working
& are therefore likely to settle in to the job a great deal easier than
external candidates.
2. The cost of recruitment is reduced, there will be no need for external
advertisement & all administrative cost & time involved in dealing
with applications.
3. Internal Recruitment& promotion s will increase motivation of work
force.

External Recruitment:
External Recruitment means looking outside the company for
candidates for vacancy.
Advantage of External Recruitment:
1. Introduce of new people with new ideas, can allow leaps forward in
thinking and helps avoid getting stuck.
2. Wider range of candidates giving more choice.
3. Take advantage of training provided by others companies, reduce
costs & increase skills.
There are a wide variety of methods firm can use to find suitable
candidates the actual method or methods used will depend upon the type
of vacancy & number of vacancies available. For skilled & professional
workers it may be appropriate to use to find suitable candidates.The actual
method or methods used will depend upon the type of vacancy & the
number of vacancies. Head hunters can be used when senior management
positions become vacant. Head hunters will use their knowledge of
employmentmarket to find suitable candidates. For semi skilled workers
advertisements in local & nation newspaperman are appropriate. The job
center can be used for clerical administrative& unskilled workers.
RECRUITMENT PROCEDURE
RECRUITMENT PROCESS
When there is any vacancy in any department or is going to arise the
concerned department informs the HR Department. If an internal transfer
or selection can be done then the application is asked from employees who
are interested in career shifts can be selected to the vacant place. The
vacancies are internally advertised on the notice board
Internal Sources:
Internal sources consist of employee referrals which enable quick
availability of CVs to the HR department earning better posts through

referrals benefits the employees & getting quickly eligible candidates &
high moral of the employees benefit the company. But these internal
references are limited to filling up vacancies at the lower level. The
following guidelines are issued to streamline the internal recruitment
procedure.
The following guidelines are issued to streamline the international
procedure.
 An employee must have at least worked for 5 years in the position
where he is working to become eligible for internal Recruitment.
 Employees in the contractual obligation should also be permitted to
apply against internal advertisement but it depends on his
qualification & efficiency work.
External Sources:
External Recruitment is conducted when there is no internal force to
fill up the vacancy & the company is looking out for new candidates.
The external sources are used for recruiting permanent employees or
who are higher up impositions.
External Sources Used are:
1. Placement Agencies or consultants: - The vacancy is communicated to
the placement agency along with the job description & other
specification. The CVs are sent in to the company where the HR
Manager & the concerned department h Advertisements are given
by- newspaper likes The Times of India, Indian Express etc about the
vacancy along with minimum qualification requirement.
Advertisement is used when qualified or experienced personnel are
not available from other sources.
2. Advertising:- Advertisementsare given by-newspaper likes The Times of
India, Indian Express etc about the vacancy along with minimum

qualification requirement. Advertisement is used when qualified or
experienced personnel are not available from other sources.
3. Central Employment Exchange:-The HR Manager contacts the
employment exchanges & gets the suitable candidate for the required job
SELECTION PROCEDURE
The various steps in the selection of the desirable person in the
employment procedure starts only after the applications from the
prospective employees are receive by the concern .These applications are
scrutinized considering the standard set out by the organization,. The
application are screened out at each step and those who are found borne
job are selected finally .The following are the necessary steps generally
involved in the selection process;-
1) Preliminary interview
2) Application blank
3) Employment Test
4) Employment interview
5) Reference check
6) Medical examination
7) Final selection
STEPS IN SELECTION PROCEDURE:-
1. Preliminary interview:
It is the first step after receipt& scrutiny of the applications forms in the
Selection process. The purpose of this type of interview is to eliminate the
unqualified or unsuitable candidates’ .It should be quite brief just to have

an idea of general education, experience, training, appurtenance,
personality etc. of the candidate & to obtain his salary requirements.
2. Application Blank:
A blank application or application blank is the next importantweeding out
device in the selection procedure. The successful candidates in preliminary
interview supplied with the application blank toget a written record of the
following information. Identify information such as family background
date & place of birth, age, sex, height, citizenship, marital status etc.
Information recording education: It include information about his
academiccareer ,subject taken at various levels ,school certificate & degree
level, grade, division or place awarded in school & college, technical
qualification etc. expected salary, allowance & other fringe benefits.
3. Employment test:
Psychological& other test are becoming increasingly popular even in India
as a part of the selection process. However their utility is controversial .The
personnel department can guide & help in the selection of type of tests
appropriate for a particular position.
4. Employment Interview:
Perhaps this is the most complex & difficult part of the selection process.
The purpose of interview is to determine the suitability of the applicant for
the applicant for the job & job for the applicant. Interview must be
conducted in a friendly atmosphere & the candidate must be asked the
Basis of job specification. Unwanted questions should be avoided
5. Reference Check:
Employers generally provide a column in the application blank for
Reference. If the applicant crosses all the above hurdles an investigation
May be made on the reference supplied by the applicants regarding his
Past employment, education, character, personal reputation etc. Reference
maybe called upon on telephones or may be contracted through mail or
personal visit. Additional information can also be recorded by asking the
questions from references.

6. Medical Examination:
In almostall the companies even in India medical examination is a part of
the selection process for all suitable applicants. It is conducted of the final
decision has been made to select the candidate. This is very important
because a person of poor health may generally be absent from work & the
training given to him may go waste. A person suffering from any disease
nay spread it amongst others & all this effects the working of the concern.
7. Final Selection:
If a candidate successfully overcomes all the obstacles or tests given above
he would be declared selected. An appointment letter will be given to him
mentioning the terms of appointment, pay scales, and post on which
Selected, when he joins the organization etc. It is the primary duty of the
HR managerto introduce him to the company & his job. In the selection of
the candidate whatever may be the procedure the personnel department
plays an important role. It should be kept in the mind that the decision to
recruitthe personnel is not taken by the personnel Department. It however
assists the top executives in selecting the candidate by devising the
application from preparing the job description & setting the job
specification.

OBJECTIVES OF THE STUDY
1. The objective of the study is to analyze and evaluate selection process
for coromandel international limited
2. To know the perception of employees regarding recruitment and
selection process.
3. The main objective is to select right candidates to the right jobs to
reduce the cost of the employment and losses occurred due to error
made by the employees which are not appropriate to the corresponding
job.
4. The objective of this study is to find out the most efficient employee for
the organization i.e. Coromandel International Limited.
5. To suggest ways to improve Recruitment and Selection in Coromandel
international Limited.
6. To know whether employees are working according to their
predetermined duties and responsibilities or not.
7. To Study the implication of HR Manager in finding out what are
various ways and means to improve working capacity of the employees
that have been adopted by the Company.

CHAPTER- 2
1. COMPANY PROFILE
2. RECRUITMENT AND SELECTION
PROCESS OF COROMANDEL

COMPANY PROFILE
Coromandel International Limited India’s second largest Phosphatic
Fertiliser player is in the business segments of fertilisers, specialty
Nutrients, Crop Protection and Retail. The company manufactures a wide
range of fertilisers and is a leader in, its addressable markets.
In its endeavour to be a complete Plant nutrition Solutions Company,
coromandel has also introduces a range of speciality nutrients product
including organic fertilisers. The crop protection business produces
insecticides, fungicides and herbicides, and markets these products in India
and across the globe.
Coromandel is the second largest manufacture of Malathion and only the
second manufacture of phenthoate. Coromandel has also returned into the
retail business setting up rural retail centered mainly in the states of
Andhra Pradesh and Karnataka.
The co. was ranked among the top 20 best companies to work for by
Business Today and was alsovoted as one of the ten greenest companies in
India By TERI reflecting its commitment to the environment and society.
Coromandel is the part of Murugappa Group.

MURUGUPPA GROUP
Founded in 1900, the Murugappa group is one of the India’s leading
business conglomerates. The group has 28 business including eleven
companies traded in NSE&BSE. Headquarters in Chennai , the major
companied of the group include CORBORUNDUM universal ltd.
CHOLAMANDALAM investment and finance company ltd. Coromandel
engineeringcompany ltd. E.I.D. parry (India)ltd. Parry agroindustries ltd. ,
tube investments of India ltd. and blendt (India) ltd.
Markets leaders in served segments including abrasive Auto Components,
cycle, sugar, farm inputs , fertilisers, plantations , Bio-products and
Nutracenticals, the Group has forged strong alliances with leading
International Companies like Group Chimique Tunisien , Foskor , mitsue
SUMMITOMO MORGAN crucible and sociedad Quimica Y MINERA de
CHI E(SQM).
The group has a wide geographicalpresence spanning 13 states in India and
5 continents Renowned brands like B&A Hercules, Ball-master Ajax, parry’s
chola, GROMOR and paramfos are from the Murugappa stable. The
organization fosters an environmentof professionalism and has a workforce
of over 32000 employees.

COMPANY HISTORY
YEAR EVENTS 1961 - The Company was incorporated as a private
company on 16th October and was converted into a public company on 10th
April, 1964. The Company manufacture and sell complex fertilisers and
urea. The complex fertilisers of the Company are sold under the trade name
"Gromor". The company was promoted by California Chemical Company
(now called Chevron Chemical Company), International Minerals &
Chemical Corporation of USA and E.I.D. Parry, Ltd.
1964 - A collaboration agreement was entered into with the promoter
companies, Chevron Chemical Company and International Minerals &
Chemical Corporation, in April.
- The company allotted 10, 97,680 No. of equity shares of Rs 10 each (5,
15,910 No. of equity shares to International Minerals & Chemical
Corporation) and also agreed to reimburse their expenses in terms of the
know-how agreement.
- The Company also entered into a know-how agreement in April with
E.I.D. Parry Ltd., whoagreed to make available their know-how relating to
Indian agronomy and agricultural practice. In consideration, the Company
allotted to them 63,540 No. of equity shares of Rs 10 each.
- Rs 100 shares subdivided intoshares of Rs 10 each, 84, 84,690 No. of equity
shares issued in May 1964. Out of the issue: (i) 21,11,410 shares allotted to
California Chemical Co., U.S.A. (5,81,770 without payment in cash); (ii)
18,72,390 shares allottedto International Mineral & Chemical Corps., U.S.A.
(5,15,910 without payment in cash) (iii) 5,50,850 shares allotted to E.I.D.
Parry Ltd., (iv) 39,50,040 shares offered for public subscription.
1966 - 1,625 forfeited shares reissued.
1967 - 1,675 forfeited shares reissued during the year. In October 10.87,320
Rights shares issued at par in the prop. 16:125.
1978 - 57, 49,206 Bonus shares issued in prop. 3:5.

1982 - During the year, the Company commissioned a plant with an annual
capacity of 10, 00,000 tonnes at Chilamkur in the Cuddapah district of
Andhra Pradesh, at a total cost of Rs 79 corers.
1984 - 8, 81,888 No. of equity shares issued at a prem. of Rs 10 per share on
conversion of debentures/loans.
1985 - 81, 06,552 bonus shares issued in prop. 1:3.
1987 - The Cement production was adversely affected by power cuts
ranging between 40% to 80% throughout the period and poor quality of
coal.
1988 - To minimise production loss, two generating sets each of 2.7 MW
capacities were commissioned in January 1998.A DG set of similar capacity
was also added in June.
- The Company proposed to undertake de-bottlenecking the sulphuric acid
(including heatrecovery system) and phosphoric acid plants. The Company
commissioned an effluent treatmentplantof capacity 100m3/hr for treating
and recycling the effluents viz., fluoride and phosphate in the stream from
the phosphoric acid plant at a cost of Rs 235 lakh based on the technology
provided by FACT Engineering and Design Organization (FEDO).
1991 - The working of ammonia and urea plants was adversely affected due
to poor power supply and problems faced in the ammonia converter and
heat exchanger. A second diesel generating set of 4 MW was installed
during the year.
1992 - Working of ammonia and sulphuric acid plants was adversely
affected due to power restrictions, failure of equipments, and leakage in the
ammonia convertor.
- The Company incurred substantial expenditure on the sulphuric acid and
complex plant debottleneckingprojects, as well as on the replacement of the
Ammonia Convertor Cartridge.
1993 - The fluorine recovery unit was commissioned which added to the
effectiveness of the effluent treatment plant and also produced

hydrofluosilicicacid for supply to a neighbouringAluminium Fluoride unit.
1994 - The Indian Promoters Company E.I.D. Parry (I) Ltd. through one of
their subsidiaries Dhanyalakshmi Investments Ltd. purchased the
shareholding of one of the two U.S. Promoters viz., Chevron Chemical
Company.
2001 - Coromandel Fertilisers Limited, part of the Rs 3500 crores
Murugappa group, is gearingup to face the challenges thatare likely tocrop
up in the event of total decontrol of the fertiliser industry, by leveraging its
cost-competitiveness, brand leadershipand flexibilities that it has built over
a period of time.
2002 -Acquires 207500shares of M/s Godavari Fertilizers & Chemicals Ltd
amounting to 0.648% of the total paid up capital
2003 -Board approves for the scheme of demerging EID's Farm Inputs
Division into the company.
-Ploughs back its profits to restructure its plant.
-GFCL receives a bid price of Rs. 124 per share from the company.
-Acquires 25.88% equity shares of Godavari Fertilizers and Chemicals Ltd.
-Makes an open offer for the shares of GFCL for about 20% of the equity
shares of Rs.124.
-Shareholders approve for the investment in one or more tranches up to a
limit of 14680000 equity shares of Rs.10/.
-Finalises the shareholders agreement with IFFCO, to ease the takeover of
the entire operations of GFCL.
-Signs MoU with FOSKAR of South Africa for the supply of raw-material
and also for transferring of 5% shares of GFCL.

-Installs a ship unloader costing Rs.20cr at its captive berth in the port.
-Acquires 47, 82,249shares amounting to 14.94% of the total paid up capital
of the Godavari Fertilisers & Chemicals Ltd. GFCL legally becomes the
subsidiary of the company.
-CFL has informed thatCompany on December 11,2003 has entered into an
agreement with Foskor Limited of South Africa for transfer of 16,00,000
Equity Shares (5% of the equity capital of Godavari Fertilisers and
Chemicals Ltd.) Held by CFL at a Price of Rs.124/- Per Share.
2004- Coromandel Fertilizers sells 5% stake in Godavari Fertilizers
-Coromandel Fert inks agreement with union
2005- Coromandel Fertilisers enters into MoU with Group Chimique
Tunisien for setting up JV project in Tunisia to manufacture phosphoric acid
-Coromandel Fertilisers enters into BAA & SSA with Foskor, South Africa
-Coromandel Fert, GSFC signs agreement with Tunisian co
2006-Coromandel inks share purchase agreement with FICOM
-Coromandel to acquire stake in FICOM
-Company has splits its Face value of Shares from Rs 10 to Rs 2
2009- Coromandel Fertilisers Ltd has appointed Mr. Ramesh Savoor as an
Additional Director on the Board of the Company effective from March 18,
2009.
-Company has changed its name from Coromandel Fertilisers Ltd. to
Coromandel International Ltd.
- Coromandel has entered into a Share Purchase Agreement with the
promoters of Pasura Biotech Pvt Ltd. to acquire 100% shareholding in
Pasura.

-The Company has entered into a Licence Agreement with Shell Research
Ltd. for Shell Thiogro technology to manufacture Sulphur Enhanced
Fertilisers (SEF).
-Mr. Kapil Mehan has joined the Company as Chief Executive Officer (CEO).
-Company has splits its Face value of Shares from Rs 2 to Re 1
2011-Acquisition of 42.22 % of equity shares of M/s Sabero Organics
Gujarat Ltd.
-Coromandel International Limited. has signed an agreement with Qatar
Fertiliser Company (QAFCO) for supply of Urea. -Coromandel to support
160 rural girl students in Nalgonda district under its pioneering CSR
project.
-Coromandel International Limited Declares 400% Interim Dividend.
2012-CoromandelInternational Ltd. has recommended a Final Dividend of
Rs. 3/- per share (300% on face value of Rs. 1/- per share).
2013-Coromandel International acquires "Liberty Phosphate Group". -
Coromandel International Ltd has received the prestigious and
internationallyrecognized "Golden Peacock National Training Award" in
the category of "Employer". -World CSR Congress presents 3 CSR Awards
to Coromandel International Ltd. -Coromandel International Ltd India’s
leading manufacturer of a wide range of fertilizers, Crop protection
products and Specialty Nutrients, has been awardedthe "Best Management
Award-2013" by the government of Andhra Pradesh. -A phosphoric acid
Plant of ‘Tunisian Indian Fertilisers (TIFERT), a joint venture (JV) company
between India’s leading fertilizer manufacturer - Coromandel International
Ltd and Gujarat State Fertilisers and Chemicals Ltd (GSFC) and Tunisia's
Group Chimique Tunisien (GCT) and Compagnie Des Phosphate De Gafsa
(CPG), (both are Government of Tunisia entities), has been inaugurated.

2014 -Coromandel International Ltd has informed that the High Court of
Andhra Pradesh has approved the Scheme of Amalgamation of Liberty
Phosphate Ltd and Liberty Urvarak Ltd. -Coromandel International Ltd
(Coromandel) and Sabero Organics Gujarat Limited (Sabero) have
approved a Scheme of Amalgamation for merger of Sabero with
Coromandel. -"CoromandelEnters JV for Farm Machinery Manufacturing".
Recruitment and selection process of coromandel international Ltd.

Name of the process Process Owner Locational
Chief
RecruitmentProcess Corporate HR Manager Regional
Head –HR
Inputs
1. Approved
Manpower /
Vacancy as per
Business Plan
2. Organisation
Chart
3. Hay’s Position
Description /
Thomas
Profiling Human
Job Analysis
(HJA)/ Skill
Matrix
Key Steps
1. Revalidation of
vacancies
2. Internal job
posting
3. Sourcing of
applications
4. Sourcing of
application
5. Interview
Intimation
6. Interviews &
Selection
7. Minutes
8. Pre-employment
Medical
Examination
9. Appointment
Order
10.Reference Check
11.Travelling
Allowance and
Daily Allowance
for candidate
Outputs
1.Right candidate for
the right Position
1.0 PCMM Goals addressed by this Process:

1. Recruit candidates for open position
2. Usage of valid criteria(e.g. experiences /qualification) for recruiting
decisions and work assignments.
3. Transition individuals in to position
4. Institutionalise Recruitment practices
2.0 Performance measure Unit of
measure
2.1 Recruitment cycle time
2.2 Recruitment cycle computation
3.0 Approach
1. Coromandel is committed to hire the most suitable person for the
position. Hiring includes recruitment of trainees from various campuses
(or otherwise) and experienced candidates from allied industries.
2. Coromandel shall follow cost effective innovative methods, a fair and
objective process for hiring.
4.0 Deployment
4.1 What?
To adopt an integrated framework for managing Recruitment, across
coromandel in which process of selection shall be on the basis of merit,
ability, competence, experience and potential without discriminating any
candidate on basis of disability, gender,age, community, caste or religion.
4.2 Why?
The aim of this process is to attract potential employees who have the
relevant capabilities, qualification and experience to make positive,
innovative contributions towards the business of the organisation.

4.3 When?
Whenever there is an approved/ revalidated vacancy arises.
4.4 Where?
Corporate Office for Corporate functions requirements and respective
regions for regional requirements.
4.5 Who?
Corporate HR Manager/ Regional Head-HR
4.6 How?
During recruitment following steps are to be followed:
4.2.1 Revalidation of vacancies

Vacancy
 The defined and approved need for hiring a new employee
 The HR Manager and Line has to describe the role of the
employees in the team and key performance indicators.
Revalidation of Vacancy
 HR should not open the vacancy without the approval and
without the approved job description.
 Line manager has to deliver the job description and confirm the
job profile of ideal job applicant.
4.2.2 Internal Job Posting
Arrangement in which a firm internally posts a list of open
positions so that existing employees who wish to move to
different functional areas may apply.
4.2.3 Sourcing of application
1. The Corporate HR Manager / Regional Head-HR shall scan
internal and external sources for possible candidates who suit the
position requirements.
2. CHHR & RHHR shall forward the recommendation of
empanellingrecruitmentagency / placement partner to GM – HR
for approval as per recruitment agency / placement partner to
GM- HR for approval as per recruitment agency/placement
partner empanelment from as per annexure-x111
3. After the approval of GM –HR an agreement shall be prepared
between coromandel and placementpartner / recruitment agency
as per annexure –xiv which shall be valid for one year from the
date of commencement of the agreement.
4. The placementpartner / recruitmentagency performance shall be
evaluated by coromandel through placement partners
performance parameters (from coromandel)as per annexure-xiv a

5. The placement partner / recruitment agency placement partner
feedback (to coromandel) from as per annexure- xiv b
6. An assistance of empanelled recruiting agencies /placement
partner of advertisementfor the position depending on the level and
type of job.
7. The position specification should be forward to recruiting agencies
as per ‘Search Brief ‘form as per annexure-x11
8. The contents cost/rate of advertisement in details/ magazines
and recruitment or placement agencies /consultant’s fees etc are
to be finalised and authorised by corporate HR Manager.
9. Vacancies must be advertised widely in local newspaper with
highest circulation to ensure a competitive pool of applicants is
available for consideration. Simultaneously, the job posting
should be done on “www.careerscorner.com”. Educational
institutions can directly be+ contacted for job requirements as
Trainees.
10. Application provided in alternative forms like audiotape,
floppy disc or e-mail should not be discriminated.
4.2.4 Screening of Applications
 The quick selection of the job applicants to be invited for the
job interview.
 Time saving activity using information from the job resumes.
How to screening job application
 Match of the job description and previous experience of the job
applicants.
 Important information in the cover letter.
 Formal style and logic of the job resumes.
 Phone call with the last few applicants to reduce final group of
applicants.

4.2.5 Interview Intimation
 The structured interview with all the applicants to confirm
information contained in the job resume.
 Finding additional information about the personality and personal
values, confirming the match with the corporate values.
Interview Intimation as a step
 Hr has to be present at the 1st round interview.
 Line Manager should explore the technical skills and HR should
explore the soft skills and values of the job applicants.
 HR managerand Line manager should prepare the standardized set
of the question for applicants as they can make a fair comparison.
4.6.6 Interview & Selection
 An interview is conversion between two or more people where
questions are asked by interviewer to elicit facts or statements from
the interviewee.

Selection
INTERVIEW
PRELIMINARY INTERVIEW DECISION MAKING SELECTION INTERVIEW
FORMAL
STRUCTURED
UNSTRUCTURED STRESS GROUP PANEL IN
DEPTH
RESUME/CV REVIEW
INTIAL SCREENING INTERVIEW
ANALYSIS THE APPLICATION BLANK
CONDUCTING TEST AND EVEVALUTION
PERFORMANCE
PRELIMINARY INTERVIEW
CORE AND DEPARTMENT INTERVIEW
REFERENCE CHECK
JOB OFFER

4.6.7 Minutes
Meeting minutes are the written or recorded documentation that is used to
inform attendees and non-attendees of the happenings during the meeting.
The meeting minutes are generally taken or recorded during a meeting so
that participants have a record of what happened during the meeting.
 Minutes usually include: participants,
 the agenda items covered,
Decisions made by the participants
 the names of the,
 the follow-up actions committed to by participants,
 due dates for the completion of commitments , and
 Any other events or discussions worth documenting for future
review or history.
Exemplary meeting minutes focus on decisions made during the meeting
and commitments made by the participants. The commitments are
accompanied by due dates and any other detail necessary for shared
understanding by meeting participants.
4.6.8 Pre -Employment Medical Examination
In almost all the companies even in India medical examination is part of
selection process for all suitable applicants. It is conducted of the final
decision has been made to select the candidate. This is very important
because a person of poor health may generally be absent from work & the
training given to him may go waste. A present suffering from many
diseases may spread it amongst others and all this effects the working of
concerns.
4.6.9 Appointment Order
An Appointment letter is usually an official letter written either by the
immediate superior or by the hierarchical superior to an individual who
has been found eligible for the job advertised or applied for. The Letter of
Appointment comes into play after a series of hiring procedures have been

followed by the organization to eliminate most applicants for the job and
finding that one suitable candidate eligible for the profile. The hiring
procedures that the companies may follow could be classified in the
following heads:
 Receiving the Application Forms from various candidates for the job
advertised
 Scrutinizing all the applications to eliminate all such applications
which do not meet the initial criteria of selection
 Calling the short listed candidates for the first round of formal
selection, which could either be a group discussion or the first round
of interview
 Another round of short listing while interviewing the candidates by
putting the remarks on their applications itself
 Second or final round of interview with a panel of members so that
the selection process is perfect and has inputs of more than one
member to be doubly sure of who is being finally hired
Superiors or the Human Resource Department who are involved in the
hiring process should really be emotionally tough as it calls for great
courage to choose “the best among the best”. Meaning thereby that to say
‘no’ to all candidates except one is really an uncomfortable feeling – at the
end of it the Superiors or the HR Department are also employees of the
organization.
What level of individuals get involved in the selection process also
depends on the size of the organization, say, for example, a small
organization, which does not have a proper Human Resource Department
in place, might choose to involve the Director or the head of the
organization to make the final selection. However, large sized companies
may have departmental heads to do the job and the only involvement of
the company head may be to know that the loop of the hiring process has
been successfully closed.
4.6.10 Reference Check
Employee generally provides a column in the application blank. If the
applicant crossed all the above hurdles an investigation may be made on
the reference supplied by the applicants regarding his part employment,
education, character, personal reputation etc. reference may be called upon
on telephone or may be contracted through mail or personal visit.

Additional information can also be recorded by asking question from
reference.
46.11 Withdrawal of Offer of Appointment
1. If for any reason (such as the candidate unwillingness to join or if the
candidate is found medically unfit etc.) the appointment order must
be withdrawnand it shall be done with the approval of Head of HR
in consultation with the controlling vice –president.
2. In the event of the selected candidate not joining, the appointment
letter may be issued to next candidate short listed by interview panel,
with the approval of Head of HR/corporate HR Manager.
4.6.11 Regret Letter
Candidates who are not being considered for appointment shall be
intimated

CHAPTER-3
1. RESEARCH METHODOLOGY
2.DATA ANALYSIS AND
INTERPRETATION

RESEARCH METHODOLOGY
Scope of the study:
The study was confined to territorial division of “COROMANDEL
INTERNATIONALLTD.”DELHI with special reference to its Recruitment
and Selection Process.
Sample Size:
The study was conducted with sample size of 30 employees selected at
random from both supervisory and managementstaffof” COROMANDEL
INTERNATIONAL LTD”.
Collection Data:
Primary data:
A detailed and well-structured questionnaire was presented to the
managerial staff at COROMANDEL INTERNATIONAL LTD”. Copies of
the questionnaire being distributed to the employees at random to obtain
their views followed this. Further discussions regarding the recruitment
policies were held with the HRD managerto have in-depth knowledge and
future plans of the company for its effective implementation.
Secondary data:
Secondary data was gathered from academic texts and company profile
from company’s website.
Analysis:
The data collected through questionnaires distributed to the employees
was analyzed and Interpreted using the MS-EXCEL.

PROJECT SCHEDULE
First 1 week Training program from the company
Second week collecting the primary and secondary data
Third-fourth week Study Recruitment and Selection Process
Fifth week designing the questionnaire
Sixth week conducting the survey
Seventh week Analysis of Data collection
Eighth week Final Report preparation and presentation

DATA ANALYSISAND INTERPRETATION

1. Employees were asked how long have they been with the company?
For which the following responses were obtained.
TABLE-1
Options No. Of Respondents Percentage
0 to 1 years 5 17
1 to 2 years 3 10
3 to 4 years 6 20
More than 4
years
16 53
Total 30 100
GRAPH -1
INTERPRETATION: Out of the 30 respondent questioned about their
working experience in the organization 53% of the respondents were
working more than 4 years , 20% employees working experience was 3 to 4
years ,17% employees working experience were found 0 to 1 years as well
as 10% employees experience was 1 to 2 years.
CONCLUSION: Majority of the employees have been working for more
than 4 years and very few employees are working for 3 to 4 years, 1 to 2
years as well for 0 to 1 years that employees have been working in the
organization for a long period which signifies the job security and
satisfaction offered by the company to its employees.
5 3 6
16
30
17
10
20
53
100
0
20
40
60
80
100
120
0 to 1
years
1 to 2
years
3 to 4
years
More
than 4
years
Total
NO. OF
RESPONDENTS
PERCENTAGE

2. Employees were asked, were they given proper training after being
hired. For which the following responses were obtained.
TABLE-2
YES 12 40
NO 28 60
Total 60 100
Graph-2
INTERPRETATION: Outof 30 respondents who were asked whether they
given proper training after being hired to them, 40% of the respondents
said that they given training where as 60% of the respondents said that
they did not give any training.
CONCLUSION: Majority of the employees are dissatisfied with their
training where as the rest of the employee are satisfied with their training.
12
28 30
40
60
100
0
20
40
60
80
100
120
YES NO TOTAL
NO. OF
RESPONDENTS
PERCENTAGE

3. Employeeswere asked are they satisfied with their job. For which
the following responses were obtained.
TABLE-3
GRAPH-3
INTERPRETATION: Out of 30 respondent 57% (approximate) were in
agreement that they are quite satisfied with the work assigned to them.
This emphasises, recruitment process is very much aligned with the job
requirement. Team involved in recruitment process ensure job fitment of
the candidate and gives him clarity of the role. However 33%respondent
Options No of Respondents Percentage
Strongly Agree 0 0
Agree 17 57
Disagree 10 33
Strongly Disagree 0 0
No opinion 3 10
Total 30 100
0
57
33
0
10
100
0
20
40
60
80
100
120
Strongly
agree
Agree Disagree Strongly
Disagree
No Opinion Total

said that they are not satisfied with the job. This is substantial number
which shows recruitment process should be relooked to strengthen the
process and decrease the dissatisfaction.
CONCLUSION: It seems that the existing recruitment process is quite
effective. Aforesaid ratio gives hint for further improvement in the
process as to increase job satisfaction for future hires.

4. Employees were asked what should be the best recruitment
sources according to you. For which the Following responses were
obtained.
TABLE-4
Internal
Recruitment
11 37
External
Recruitment
0 0
Both 19 63
Total 30 100
GRAPH-4
INTERPRETATION: Out of the 30 respondent questioned about best
recruitmentsources according to them 63% of the respondents were in the
favour of both, as well as 37% employees were in the favour of internal
recruitment.
CONCLUSION: Majority of the employees are of the opinion sources like
internal and external both are effective and necessary as per the need.
11
0
19
30
37
0
63
100
0
20
40
60
80
100
120
Internal
Recruitment
External
Recruitment
Both Total
NO. OF RESPONDENTS
PERCENTAGE

5. Employeeswere asked whatare the strategiesadopted by your firm to
increase the number of recruits for which the Following responses to
were obtained.
TABLE-5
Options No. Of
Respondents
Percentage
Offering Better pays packages
than industry average
19 63.33
Moving to other Cities Looking
Beyond Graduates
(Diploma Holders)
4 13.33
Tie-up with Institutions
Vocational Courses
3 10
Others (Please
Specify)____________________
4 13.33
Total 30 100
19
4 3 4
63.33
13.33
10
13.33
0
10
20
30
40
50
60
70
Offering Better
pays packages than
industry average
Moving to other
Cities Looking
Beyond Graduates
Tie-up with
Institutions
Vocational Courses
Others (Please
Specify)_______
NO. OF RESPONDENTS
PERCENTAGE

INTERPRETATION: Out of 30 respondents asked about the strategies of
the co. to increase the number of recruitment 63.33% of employees said
offering better pay packages than industry average, 13.33% told that
moving to other cities looking beyond graduate,10% told that tie up with
instaurations vocational courses, and 13.33% given the response like other
reasons. So company was adopted more strategies to increase the number
of recruitment that is offering to better pay package to their employees.
CONCLUSION: majority of offering better pay package to the employees
is the symbol of increase the recruitment. Rather than moving to other
cities looking beyond graduate and tie up with institutions vocational and
so many others reason can also increase the recruitment.

6. Employeeswere asked accordingto you, whatare the main reasons for
the employees to leave this organization? For which the following
responses were obtained.
TABLE-6
Better Pay Packages 9 30
Shift Timings 0 0
Higher Studies 0 0
Work Pressure 0 0
Organization Culture 2 7
Growth Opportunities 15 50
Others (Please
specify)_____________
4 13.33
Total 30 100
GRAPH-6
INTERPRETATION: out of the 30 employees asked about the reason for leaving
up this company for which 50% of the employees said that they left the job for the
reasons like ‘growth opportunities’, as well as 13.33% answered as ‘some others
reason’ as well as 30% ‘better pay package’ rest 7% answered as ‘organization
culture ’was the main reason for leaving up the job in COROMANDEL
INTERNATIONAL Ltd.
30
7
50
13.33
Better Pay Packages
Shift Timings
Higher Studies
Work Pressure
Organization Culture
Growth Opportunities

CONCLUSION: majority of the employees left the job is growth
opportunities and good pay package. Every employees wish that good pay
packages and growth opportunities. So, co. should make healthy polices for
employees for provide good pay packages and growth opportunities

7. Employees were asked does your organization take feedback from
candidates on recruitment process. For the following responses were
obtained.
TABLE-7
Yes 16 53
No 14 47
Total 30 100
GRAPH-7
INTERPRETATION: Out of 30 respondents whose opinion was asked does
co. take candidate feedback on recruitment process for which 53% of the
employees answered as YES and 47% of the answered as NO.
CONCLUSION: majority of the employees are accepting it that co. takes
feedback of the employees on recruitment. But 47% is big ratio who is not
accepting company take feedbackof its employees. Feedback is good path to
know about our limitations. So co. should use it for growth.
53
47
Yes
No

8. Employees were asked do they use jobsites as one of the tool for
searching jobs. For the following responses were obtained.
TABLE-8
Yes 25 83
No 5 17
Total 30 100
GRAPH-8
INTERPRETATION: Out of 30 respondents was asked they use jobsites
for looking jobs 83%replied in YES and 17% said NO.
CONCLUSION: majority of the employees use jobsites for looking job. It
shows that social media is very effective platform for recruitment in
comparisons to offline.
0
10
20
30
40
50
60
70
80
90
100
Yes No Total
25
5
30
83
17
100
NO. OF RESPONDENTS
PERCENTAGE

9. Employeeswere asked do you think online recruitment important. For
the following responses were obtained.
TABLE-9
Options No. of Respondents Percentage
Yes 26 87
No 4 13
Total 30 100
GRAPH-9
INTERPRETATION: Out of 30 respondents whether they felt online
recruitment is important 87% of the respondents said that they felt that
online recruitmentis important where as 26% of the respondents said that
they did not feel online recruitment is important.
CONCLUSION: Majority of the employees are agreeing with the online
recruitment where as the rest of the employees are not agreeing with the
online recruitment.
0
10
20
30
40
50
60
70
80
90
100
Yes No Total
26
4
30
87
13
100
NO. OF RESPONDENTS
PERCENTAGE

10. Employees were asked are they satisfied with the present
Recruitment& Selection practices at your organization.Forthe following
TABLE-10
Options No. of Respondents Percentage
Yes 21 70
No 9 30
Total 30 100
GRAPH-10
INTERPRETATION: Outof 30 respondents who were asked whether they
are satisfied with the present recruitmentand selection practices 70% of the
respondents said that they are satisfied where as 30% of the respondents
said that they are not satisfied.
CONCLUSION: Majority of the employees are satisfied with co.
recruitment and selection practices where as the rest of the employee are
dissatisfied with recruitment and selection practices of the co.
21
9
30
70
30
100
0
20
40
60
80
100
120
Yes No Total
NO. OF RESPONDENTS
PERCENTAGE

11. Employees were asked do you think, there has been a change in
Recruitment & Selection practices over the years in your organization.
For the following responses were obtained.
TABLE-11
Yes 22 73
No 8 27
Total 30 100
GRAPH-11
INTERPRETATION: Out of the 60 employees questioned regarding any
change in the recruitment and selection practices over the year, 27% of the
respondents did not find any change, where as 73% of the respondents
found some change.
CONCLUSION: Majority of the employees with vast experience, found
some significant change in the recruitment and selection practices of the
company in the over the year.
22
8
30
Yes
No
Total

12. Employees were asked Does internal hiring helps in motivating the
employees of your organization? For the following responses were
obtained.
TABLE-12
Yes 24 80
No 6 20
Total 30 100
GRAPH-12
INTERPRETATION: Out of the 30 employees questioned regarding internal
hiring motivate the employees for organization, 80% of the respondents found that
internal hiring motivate the employees for organization, where as 20% of the
respondents found internal hiring did not motivate employee for organization.
CONCLUSION: Majority of the employees are agree with internal
recruitmentwhere as the rest of the employees are not agree with internal
hiring as they do not felt internal hiring motivates employees for
organization.
0
10
20
30
40
50
60
70
80
90
100
Yes No Total
24
6
30
80
20
100
NO. OF RESPONDENTS
PERCENTAGE

13. Employees were asked do you think Recruitment & Selection
practices are quite rigid in terms of eligibility criteria. For the following
TABLE-13
GRAPH-13
INTERPRETATION: out of the 30 respondents whose opinion was asked
Recruitment & Selection practices are quite rigid in terms of eligibility
criteria 100% the employees agreed that Recruitment & Selection practices
are not quite rigid in terms of eligibility criteria.
CONCLUSION: All the employees agreed that Recruitment & Selection
practices are not quite rigid in terms of eligibility criteria.
0
3030
Yes
No
Total
Yes 0 0
No 30 100
Total 30 100

14. Employees were in selection process, do you think innovative
techniques(like stress level test, psychometricsTest) should be adopted?
For the following responses were obtained.
TABLE-14
Yes 30 100
No 0 0
Total 30 100
GRAPH-14
INTERPRETATION: out of 30 respondent was asked that innovative
techniques (like stress level test, psychometrics Test) should be adopted?
100% the employees agreed that innovative techniques (like stress level
test, psychometrics Test) should be adopted.
CONCLUSION: majority of the employees agreed that innovative
techniques (like stress level test, psychometrics Test) should be adopted by
the co.
100
0
100 Yes
No
Total

15. Employees were asked do you feel that the right job is being
performed by the deserved person atyourworking environment. For the
following responses were obtained.
TABLE-15
Strongly agree 7 23
Agree 13 43
Disagree 5 17
Strongly
Disagree
0 0
No opinion 5 17
GRAPH-15
INTERPRETATION: out of 30 respondents was asked that the right job is
being performed by the deserved person at your working environment
43% of employees were found agree with this statement 23% of the
employees were found agree with this statement, 17% were found disagree
with this statement, 17% did not given any opinion.
23
43
17
17
Strongly agree
Agree
Disagree
Strongly Disagree
No opinion

CONCLUSION: majority of the employees are agreeing with this
statement that right job is performed by the right person. But there is a
substantial no. of ratio is also showing partiality for positions.

CHAPTER- 4
1.FINDINGS AND OBSERVATIONS
2.RECOMMENDATIONS
3.SUGGESTIONS
4.LIMATIONS

FINDING AND OBSERVATION
The most significant finding of the study on Recruitment strategy
prevailing in the organization is very effective. The employees are quite
satisfied with the current recruitment methods.
 The study shows that 70% of the employees who are satisfied with
the present recruitment and selection practices of the organisation.
Which shows the transparency of the recruiting policies of the
company?
 53% of the employees have been working in the organization for a
long period which signifies the job security and satisfaction offered
by the company to its employees.
 Our study shows that 50% of the employees have left this
organization aiming for career growth, which the company don’t
offer. Thus the statistics shows that the company has a negative
outlook towards the career growth of its employees in addition to the
other existing benefits.
 The company’s approach to its recruitment policy shows that the
right person is very essential for the right job, as nearly 43% of the
employees felt that they were offered jobs according to their
qualification and experience. Thus setting a relationship between
Qualification and job offered.
 The company gives utmost importance to its manpower
requirements by identifying it well in advance taking into
consideration the contingencies like training, recruitment sources,
and attrition rate. The planning of the manpower requirement is
being done in the light of the business plans of the company.
 The company has been trying to infuse new blood in the organization
by appointing fresh graduates and technologists, to set a competitive
so as to face the competitive world.

RECOMMENDATION
 The recruitmentpolicy used in the company is very transparent. But,
the candidates who come for the interview they have to wait a long.
It leads to lot of time wastage and creates panic amongstthem. So the
waiting time should be minimized.
 When the recruiters go for external hiring they should select only
good candidates on phone before going over there. Because, I have
seen there is not even a single selection from a place. It waste time
and costs a lot of the company.
 In separation cases the maximum no. of attrition is either because of
growth opportunities, pay package and other reasons like personal
reasons and higher studies. The co. should focus its attention more on
growth opportunities and better pay package to attract young
potential employees. The qualification requirement for the job should
be increased so that one needs not to leave the organization for
higher studies.

SUGGESTIONS
 H.R department should be more practical and efficient so that
recruitment and selection become more effective.
 The co. should follow new traits/ trends in the recruitment process.
 The stress should be given on knowledge and the experience should
be the major criteria for selection of employee.
 The job description is the first step towards successful hiring. You
need to provide proper information aboutthe requirement of job and
skills that are important for the job position.
 Internet is the modern mode of recruitment. if a company wants to
place or fill a vacancy within a short period of time through the
external source then internet is the best source.

LIMITAIONS
No project is without limitations and it becomes essential to figure
out the various constraints that we underwent during the study. The
following points in this direction would add to our total
deliberations:-
 During the study, on many occasions the respondent groups gave us
a cold shoulder.
 The employees were busy with their daily schedule and it was very
much difficult for them to give time.
 Time and money was also an important constraint. Lack of time is
the basic limitation of this project.
 Lack of proper information and experience due to short period of
time.

Questionnaire for Recruitment and Selection Process
NAME: -
CONTACT NO:-
AGE: -
E-MAIL ID:-
SEX:-
DESIGNATION:-
1. How long have you been with the company?
A.0 to 1 year
B.1 to 2 years
C.3 to 4 years
D. More than 4 years
2. Were you given proper training after being hired?
A. Yes
B. No
3. Are you satisfied with your job?
A. Strongly agree
B. Agree
C. Disagree
D. Strongly Disagree
E. No opinion
5. What should be the best recruitment sources according to you?
A. Internal Recruitment
B. External Recruitment
c. Both

6. Whatarethestrategiesadoptedby your firm to increase the number of
recruits:-
A. Offering Better pays packages than industry average
B. Moving to other Cities Looking Beyond Graduates
(Diploma Holders)
C. Tie-up with Institutions Vocational Courses
D. Others (Please Specify)____________________
7. Accordingto you, whatarethemainreasonsfortheemployeesto leave this
organization?
A. Better Pay Packages
B. Shift Timings
C. Higher Studies
D. Work Pressure
E. Organization Culture
F .Growth Opportunities
. Others (Please specify)_____________
8. Doesyourorganization take feedback from candidates on recruitment
process?
A. Yes
B. No
9. Do you use jobsites as one of the tool for searching jobs?
A. Yes (If yes, go to question number 10)
B. No
10. Which online service do you use?
........................................................................
11. Do you think online recruitment is important?
A. Yes
B. No
12. Areyousatisfiedwith thepresentRecruitment& Selectionpracticesatyour
organization?
A. Yes
B. No

13. Do youthink, therehasbeena changein Recruitment& Selectionpractices
over the years in your organization?
A. Yes
B. No
14. Does internal hiring helps in motivating the employees of your
organization?
A. Yes
B. No
15. Do youthinkRecruitment& Selectionpracticesarequiterigid in terms of
eligibility criteria?
A. Yes
B. No
16. in selection process, do youthink innovativetechniques (like stress level
test, psychometrics Test) should be adopted?
A. Yes
B. No
17. Do youfeelthattherightjobisbeing performedby thedeservedperson at
your working environment?
A. Strongly agree
B. Agree
C. Disagree
D. Strongly Disagree
E. No opinion
(SONAM)

BIBLIOGRAPHY
 Robbins, D (1998): Human Resource Management, publisher-
Prentice Hall, New York.
 Abraham, Jose P, 1998, “To Grapple Attrition , Publisher- Human
Capital
Websites
 www.google.com
 www.coromadel.biz
 www.murugappa.com
Other
 Review of HRM manual by HR Department at coromandel
International Ltd.

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