CHAPTER-1

INTRODUCTION

The project related to the study was “Impact of recruitment and

selection procedure on workers performance” was carried out by a part of
academic curriculum in the 6th semester BBA course with special reference to
The Kerala State Co-operative Coir Marketing Federation Ltd, Alappuzha.

An organization requires services of a large number of personnel.

Recruitment and selection process start after identification of vacancies to be
filled up. Human resource planning determines the human resource needs of
the whole enterprise and it’s every department for a future period in
connection with accomplishment of organizational objectives and
departmental goals.

Recruitment highlights each applicant’s skills talent and experience.

Their selection involves developing a list of qualified candidates, thoroughly
evaluating qualified candidates and selecting the qualified candidates.

Recruitment involves attaching and obtaining as many applications as

possible from eligible job seekers. Selection refers to the process of picking
the right candidates from the pool of applications. The recruitment and
selection procedure of a company affects the performance of the employee to
a certain extend.

Statement of the problem

The success of organization in this modern business environment

depends on the caliber of the man power that steers the day to day affairs of
organizations. The process of recruiting and selecting all categories of

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employees into both private and public organization has been a matter of
concern to many and needs attention. Recruitment and selection procedure
have put great impact on workers performance. Even though it is the wish of
every organization to attract a best human resource in order to channel their
collective efforts into excellent performances, unconventional selection
practices and business plan.

Review of literature

 Gorter, Nijkamp, and Rietveld, (1993), surveyed the Dutch labor

market for recruitment channels and its impact on the vacancy
duration. The authors tackle the topic within an original framework in
which the choice of the search channel is the result of the evaluation
of expected costs and expected benefits connected with the use of
certain search channel.
 Gorter and Ommeren (1994) pushed the analysis one step further.
The author concluded that two main recruitment strategies can be
identified: a sequential use of search channels, and additional search
channels chosen is usually the informal channel, and additional search
channels are activated one after the other and an “adding to the pool”
strategy in which the first search channel chosen is basically
advertisement and later one or more search channels are activated in
order to enrich the pool of available applicants.
 Russo, Rietveld, Nijkamp, and Gorter (1994), concluded that the
different impacts on duration which can be shown to exist between the
informal and advertisement are basically due to the different
characteristics of the applicants generated by the channels considered.

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  Redman and Mathews (1995), used eleven hundred cases to examine
the effectiveness of recruitment and advertisement.
 Mencken and Winfield (1998), had explored the advantages and dis
advantages of informal and formal recruiting practices in external
labour markets.

Objectives

The main objectives of the study is to

1. To study the impact of recruitment and selection procedure on

workers performance
2. To determine which recruitment and selection practices are most
effective in the organization.
3. To analyses various factors affecting the recruitment and selection
procedures in the organization.
4. To determine how the recruitment and selection practices affect
organizational outcomes.

Significance

The study highlights various aspects of the recruitment and selection

procedures on the performance of workers. Recruitment and selection are the
two crucial steps in the human resources process and are often used
interchangeably

Recruitment makes possible to acquire the right number and type of

people necessary to ensure continued operation of the organization.
Selection demands an individual or a group of people to the asses and compare

3
the respective competencies of others, with the aim of choosing the right
person for the jobs.

The role of selection in an organization’s effectiveness is crucial for

the work performance of individuals and cost incurred in recruiting and hiring
personnel. The quality of selection often determines the math between
individuals and job. Therefore, for the long run survival of the firm, it is
essential to recruit the best labour force through proper man power planning
can improve labour productivity

The major significance of the study was to familiarize various aspects

of the practical problems in recruitment and selection procedures on the
performance of workers. The ability of an organization to attain its goals
effectively and to develop in a dynamic environment largely depends upon
the effectiveness of its selection program

Scope

The study on the “Impact of recruitment and selection procedure on

workers performance” carries a wide scope. The importance of recruitment
and selection of the right time is indispensable to the organization.

Talent and skilled labor has become as scare resource especially in

developing countries. Therefore the long run survival of the firm it is essential
to recruit the best labour force through proper man power planning, to a great
extent , Organizational goals influence the nature of all managerial process
and human resource management in particular. The present study on The
Kerala State Co-operative Coir Marketing Federation Ltd, Alappuzha, enables
one to know about the practical side of recruitment and selection technique
and its impact on the performance of workers.

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Methodology of the study

Research can be defined as the search for the pertinent information

on a specific topic. It is generally a movement from the known to unknown
which leads to finding something new. Research methodology can be
understood as a science of studying how the research is done scientifically.
Methodology means source of collecting data. The quality of the project work
will depend upon the methodology we adopt for the study. Methodology in
turn depends upon the nature of the project work.

Primary data

The primary data are those which are collected for first time and thus
happen to be original in character. We collect primary data during the course
of doing experiments in and experimental research. Here the study is
conducted by using questionnaire method and personal interview.

Methods of collecting primary data

1. Questionnaire method
This method of data collection is suitable in case of big enquiry.
A questionnaire consist of number of questions printed or typed in
a definite order on a form or set of forms.
2. Interview method
The interview method of collecting data involves presentation of
oral-verbal responses. This method can either be personal or
telephone interview.

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Secondary data

Secondary data are those which have already been collected by

someone and his data has already been passed through statistical process. The
data is collected from journals, magazines, publications and reports issued by
the company

Sampling

Sampling may be defined as the section of some part of an aggregate

or totally on the basis of which a judgment or influence about the aggregate is
made.

 Sampling Technique

Sampling technique used for the study was random sampling.

 Sample Size

45 workers were drawn us sample from the universe constituting

100 workers.

 Sample Unit

The sample unit selected by the Kerala State Co-operative Coir

Marketing Federation Ltd, Alappuzha.

 Tools Used

The mathematical tool used for the study was simple percentage
analysis and for graphical representation, bar diagram.

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Limitations of the study

1. Covering the entire areas of each department is difficult

within a limited time
2. Lack of knowledge and experience of the researcher.
3. There is a chance of biased information in the primary data.

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 CHAPTER II

PROFILE

Industry profile

Out of the various palms the coconut is most commonly used. Every
part of the coconut tree is utilized for some economic purpose. Trunks of
mature tree are used to hatch houses, inflorescences are used to tap juice which
is converted to jiggery, sugar, vinegar and fermented toddy. The coconut shell
is used as fuel and production of charcoal. Coconut oil cake and coconut fibre
are obtained. About 26 percent is realized as foreign exchange for coir fibre
for semi processed products and finished products such as yarns mats,
mattings rugs etc. non-conventional uses of coir include protection of slopes
of highways as filler at the bed of seawalls for the protection of coasts and
barricade in send showing operations in coal mines filler in plastics, polymer
composts, prototype of helmets roofing etc..

India is one of the leading countries of the world in area and

production of coconuts. In 1991-92, 100432 productions of coconut were
produced from an area of 182 million hectors with an annual turnover of
rupees 100 crores. The area under coconut cultivation is increasing steadily in
traditional growing areas like Kerala, Karnataka, Tamilnadu, Andhra Pradesh
and Union territory of Southern Peninsula and eastern coastal areas of Orissa
and Westbangal, amongst which Kerala tops in the production of coconuts.

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Coir industry in India

The history of coir in India started with the association of Kerala State
which dates back to the 19th century. India coir industry has been fortunate to
get in the form of ever increasing awareness about eco-protection. The
development of geo-textiles, which helps protect the soil and in turn
environment by acting against soil erosion is the best advertisement for coir
in recent times.

The coir industry in India has a strong position in the export orientation
since the early days, when trade was dominated by European companies. At
the beginning of the independence of the local trade in the hands came a
turning point in the history of a coconut industry in India. Structure of
production and relations has changed significantly. The pattern of exports and
product mix has changed very must drastically. During the year 1950 the
average export volume dropped to 73,200 tons per year and then in the year
1960 the export volume decreased to 62,300 tons per year. It was back to
45,700 tons per year in 1970’s and 26,700 tons in 1980. From an average
annual export realization of Rs 80 million in 1950, Rs 120 million in 1960, Rs
210-Rs 300 million in 1970 and 1980. Until the mid-90’s it was Rs 1,710
million in sales to Rs 3,400 million in 2003.

At present, coir and its products are exported to more than 80 countries
and US is the single largest, market with a share of more than 40% in the total
export. European countries together share more than 41% of the exports. Not
only that the coir board have also participated in 11 international trade fairs
and exhibitions during 2005-06 and displayed the range of products available
for exports from India. Coir Board in India is a statutory body established by
the government of India under a legislation enacted by the Parliament namely,
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Coir Industry Act 1953 for the promotion and development of Coir Industry
in India as a whole.

Coir sector in Kerala

The history of coir and its association with the state of Kerala dates
back to the 19th century. Sandwiched between the Western Ghats on the East
and the Arabian Sea on the West, Kerala is one of the beautiful states in India.
One of the most commonly seen tropical trees in Kerala is the coconut tree.
In fact, even the name Kerala [Kerala in Malayalam] is derived from this tree
["Kera" in Malayalam means Coconut and "Alam"means Land, thus
Kerala=Land of
Coconut]. Everything from Kerala's culture to its dishes is evolved around the
Coconut tree.
Alappuzha is the nerve Centre of Kerala's famous coir industry. Coir is
the precious gift and pride of Kerala. The most important traditional industry,
generating employment, is the coir industry, which is standing monument of
the toil of nearly3. 75lakhs of workers with nearly 76% of them being women
folk, all the way from the outer husk to the golden yarn and then to the fabrics
of coir and all that co-operativization scheme in the coir sector was originally
started by the government of the art while Travancore state in 1950 and ever
since then the government have been extending all helping hands to the Sector
for its growth through support and welfare measures for the workers. Kerala
is the home of Indian coir industry where white fibre, accounting for 61%, of
coconut production and over 85% of coir products are from women, with
10.05 lakh hectares having coconut cultivation in Kerala, which accounts for
45% of the net cropped area. The coconut output is estimated at 5759millions
nuts annually.

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Concentration of coir industry in Kerala
1. Alappuzha
2. Kayamkulam
3. Kollam
4. North Paravur
Alappuzha is the nerve Centre of Kerala's famous coir industry. Coir
industry is the largest cottage industry in Kerala. 500, 000 persons are getting
employment directly and indirectly from this sector. Here one can see that
coconut husks being beaten into fibre for making beautiful mats and other coir
products. Both men and women are actively involved in the production of
coir. The women are mainly involved in the yarn spinning sector and men in
the product-weaving sector. Kerala has a very fine natural harbor located at
Cochin. This increases the possibility of launching new world markets.
Cochin is very much known for the Europeans, as Cochin was one the ancient
port and trading Centre for spices.
Coir from India has wider acceptance today due its eco-friendly
Characteristics and it has come to enhance the elegance of interior decor. Geo-
textiles and other innovative products from the biodegradable coir yarn are to
be developed. And made acceptable for civil engineering. Appropriate
technology should be introduced to enhance productivity and maintain the
competitive edge of Kerala coir. This sector has now seriously threatened by
other fibres including polymers and coir products from other countries.
Development strategies like those that quality management, value addition
technology up-gradation etc. should be adopted for the development of this
industry.

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The wonders of coir
1. Provides excellent insulation against temperature and sound.
2. Not easily combustible.
3. Unaffected by moisture and dampness.
4. Totally static free.
5. Resilient springs back to shape even after constant use.
The coconut palm is widely grown throughout the tropic as
particularly in Asia. The different stages of coir processing are mostly labour
intensive. In India these industries provides means of livelihood to more than
500000 people belonging to the weaker sectors of the society, of which 80%
are women. The coir industry originally started in an organized way in Kerala
and has now spread to other states. At present there are more than 75000 coir
units registered with the coir board of which nearby 60000 are in Kerala.
The coir industry in India has now internationally compatible one. The
basic reason for this is that coir products are cannot be produced by any
country. Many states have been contributed for the growth of coir industry in
India like Kerala, Tamil Nadu, Karnataka, Andhra Pradesh and West Bengal.
Kerala Contributes 50% of the total production.
Coir industry is the largest cottage industry in India. Its history goes
back to 1859. It was during that year a Spanish born American James
Darrough established the coir factory in India. During that period, coir was
mostly used in ships, cable finder and in rigging. Later coir began to be used
to maintain a comfortable living in residential building. Since coir is produced
from the coconut husk, people started investing on the industry mainly in the
southern part of the country, which was due to the Abundance of coconut trees
and adequate facilities for the natural settings.

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 Coconut industries in India are of significant value to the economy of
southern states where the bulk of trees are grown in recent years. State
Government has encouraged the expansion of the crop. More land has been
given over to coconut and higher productivity has resulted. During the ten-
year period since 1984, the area under coconut has grown by 40% from 1. 16
to 1. 6 million nuts during the same period.
Coir industry occupies a unique place among the rural traditional
cottage industries in India. The state of Kerala also known as the 'Land of
Coconuts' is the largest producer of coir in India. It accounts for more than
75% of the total production. The preparation of coir is a lengthy process. The
coconut husk is immersed in water for rubberized about a month. Later the
soften husk is beaten to separate the fibre from the husk. This is then woven
into coir. Coir-foam rubberized coir is used to make mattress and pillow-
covers. The share gained Popularity due to the softness and durability. Floor
mats, carpets and durries too are made. Other handicraft items like bags, wall
hangings, dolls and animal figures made. The jewelers made out of coir are
fascinating because of its intricate and delicate designs.

Coir industry in Alappuzha

The economy of the district is predominantly based on agriculture and
marine products. Though the district is industrially backward, some traditional
industries based on coir and coir products, marine products, handlooms,
different types of handicrafts, toddy tapping, etc., have been dominating the
scene from the very early times. The district is known as the traditional home
of coir industry in Kerala.
The easy availability of raw materials and existence of backwaters and
canals suitable for the wetting of green husk and accessibility of transportation
13
are the main factors for the development of this industry. Such sources are
abundant in the district and these favorable factors, which have helped the
growth of the coir industry in Kerala. Since, coir is produced from coconut
husks, people started investing in the industry, mainly southern part of the
country, which was due to the abundance of coconut trees and adequate
facilities for natural retting. Because of this, Kerala has a major part to play a
role in coir industry, which is the largest manufacturer of coir products in
India. In, Kerala Alappuzha is the main center of investment.
The Central Government under the provisions of the Coir Industry
Act, 1955, established the Coir Board. There is a Coir Research Institute
functioning at Kalavoor. The National Coir Training and Designing Centre
were also established at Alappuzha in 1965. All these institutions are helped
the development of coir industry in Alappuzha.
The water linkage between Alappuzha town and yam producing
centers and the port facility for shipment of finished products to various
countries abroad accelerated the growth of coir industry in Alappuzha. In fact,
it has been rightly called the Venice of the east due to this reason.

Coir board
The Government of India constituted the coir board during the year
1950 because of the economic importance of the coir industry. Its functions
are to promote the coir industry and develop the market of coir in India and
abroad. The Coir Board is the competent authority by sponsoring the coir
industries under the Government of India.

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Coir fiber industry
Regional
Production in South East Asia, coastal Africa and Pacific countries are
in significant while compared to South Asia.
Global
Currently the global annual production of coir fibre is about 35'0, 000
metric tons. Yet, even in the world's top two producers, India and Sri Lanka,
which accounts for about 90% of global coir fibre production, this renewable
resource is underutilized. Local coir mills process only a fraction of the
available husks, which accrue more or less year round as a waste during
coconut processing.
Production of fibre has continued to expand and reached 216000 tons
in 1996, of which 70% was from India. Comparison statement of domestic
production shows that India has been expanding the order of 10000 tons per
annum for the last 7 years and production in Sri Lanka declines by 23000 tons
per annum during the same.

Share of coir ‘industry and products’ in Indian trade

India is a major exporter of coir and coir products. India's coir exports
grew 32 per cent in 2015-16. According to Shri. C. P Radhakrishnan Ex. MP
Coir Board, India exported 537, 040 tons of coir and coir products, valued at
Rs 1, 476 crore, this financial year against 429, 501 tons valued at Rs 1, 116
crore in the previous financial year.
According to the board, coir yam export grew 59 per cent to Rs 329
crore, while coir pith export increased 38 per cent to Rs 342 crore. There was
tremendous growth in coir yam export to China during the last financial year.

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China replaced the US as the biggest importer of coir-based products from
India. India had exported products to 103 countries during 2014-15.
Indian Coir Industry employs more than I. 5 lakh weavers and 4 lakh
spinners. The industry has been going through a bit of rough patch because of
the lack of modernization and marketing effort. Indian Coir Industry is second
to agriculture as a source of employment in Kerala, providing employment to
3. 83
Lakh is women.

Coir exports
At present, coir and its products are exported to more than 80
countries, with China being the biggest market in the total export. European
countries together share more than 41% of the exports.
Kerala is the home of Indian coir industry where white fibre,
accounting for 61 % of coconut production and over 85% of coir products are
from women. With 10. 05 lakh hectares having coconut cultivation in Kerala,
which accounts for 45% of the net cropped area. He coconut output is
estimated at 5759 million nuts annually.

Major coir importers

Statistics reveal that US is the largest market for Indian coir products
accounting for more than 37 per cent of total export while EU countries import
more than 41 percent and remaining share is distributed among Germany,
Netherlands, Italy, and Belgium.

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Opportunities/growth prospects of the industry
A significant prospect for coir is the growing global concern to address
ecological problems through use of Bio-degradable and natural resources for
environment protection. Coir nets or geo-textiles and bio-logs or fascines, two
of the most important coir products today, have been proven to be effective
materials in controlling steep and road slopes erosion and for riverbank
protection in technologically advanced counties.
Geo-textiles are coir based matting materials placed in sloping lands
and embankments to hold soil and permit vegetative growth. It helps in
erosion control and soil productivity conservation. Bio-logs or fascines are
tubular structures of coir mats or nets filled with dust, peat or coir resembling
large rolls or gabions.
Locally, coir and its products have gained acceptance as alternative
erosion control materials. A number of projects of the Department of Public
Works and Highways [DPWH] and by the private sector found geo-textiles
more advantageous than other traditional materials such as concrete
construction materials for erosion control specifically on the following
concerns:
The over-all cost of coir as erosion control material was lesser by two-
thirds. It is comparable in durability as long as the soil is well stabilized prior
to its installation. And coir being eco-friendly and biodegradable, it promotes
vegetation growth as it traps topsoil and keeps its nutrients intact.
Coir dust, meanwhile, has gained more attention from local gardeners
and plant enthusiasts as they now use this material for organic compost and
soil conditioner. The agriculture sector, therefore, is a big potential market for
coir dust as organic fertilizer and as growing medium for the country's vast
agricultural lands and crops.
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 The use of coir for various industrial applications needs to be explored.
In July 2003 Consultation on Natural Fibres, FAQ reports indicated that coir
has a potential as a natural fibre composite for trucks and in automotive parts
as roof liners, floor carpets, seat back trims, engine compartment insulation,
package trays, luggage compartments, textiles exterior, wheel are liner, rear
and side wall covers and driver cabin liner. Experiments showed that
advantages of coir over other natural materials are its being low cost and light
weight. Moreover, coir has properties suitable for acoustic insulation, has no
abrasive wear, is non-skin irritant and ecologically friendly.
Export of coir projects are projected to further grow by 1. 2% per
annum to 80, 000 tones in2012, while exports of fibre are expected to expand
to about 123, 000 tones.

Company profile

About the company

The Kerala State Co-operative Coir Marketing Federation [Coirfed],

the Apex Federation of Co-operative Societies engaged in the manufacture of
coir and coir products is entrusted with the task of marketing the products of
the Co-operative Societies. It provides sustenance to workers especially
women. Coirfed and its member societies provide higher employment, better
wages and better living conditions to the coir workers by eliminating middle
men.

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 Coirfed was formed on 27th October 1979 by amalgamating the four
central co-operative societies at Cochin, Calicut, Kollam and Alappuzha with
the head office at the coir capital Alappuzha. It is the apex federation of 628
primary co-operative societies in the state and it was registered under Co-
operative Societies Act 1969.

Coirfed has set up an array of 47 showrooms and more than 100 retail
outlets to sell the materials produced by the member societies. The
procurement of the products of the member societies is done through four
regional offices and one central store. The Federation engaged in the
marketing of Coir Yarn, Coir Geo Textiles, Coir product such as Matting's
and Mats, and rubberized products like mattresses, cushions, pillows and so
on. Coirfed products, affordably priced and unique in quality, are available
for sale through the nationwide network of showrooms and Regional offices.

Under Coirfed's umbrella, the Coir Co-operatives have gained better

strength. Coirfed is making efforts to sell the materials to serve a noble cause
of providing sustenance to around 4lakh coir workers. Most of these workers
are women. It is estimated that around 20Lakhs people are indirectly
supported by this industry.

Coirfed is facing stiff competition from the natural fibers and synthetic
materials. At present Coirfed is making efforts to expand the reach of eco-
friendly and bio-degradable Coir products through the help and assistance of
all good citizens with care for nature and mankind.

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History

Before 1979 there existed certain central coir marketing societies in

Kerala at places like Kozhikode, Kollam, Alappuzha and Cochin. These
societies were responsible for the purchase and storage of the products of the
primary societies and arrange for their sales. Then central coir societies have
enough go downs and sales depot for the storage and sale of coir products.
But this resulted in unhealthy competition between the central coir marketing
societies and inefficient marketing of coir products.

The amalgamation of these central societies resulted in the formation

of Coirfed on 27 October 1979.Coirfed was formed with a view to co-ordinate
the working of the central societies and primary member societies and
function as a single state-wide jurisdiction. With more than 100 retail outlets
across the nation, it offers a wide range of products made out of coir. It plays
a crucial role in finding markets and promoting new business opportunities.
Coirfed and its member societies provide higher employment, better wages
and better living conditions to the coir workers by eliminating middlemen. At
present 628 coir primaries are affiliated to Coirfed.

Coirfed vision

“To act as a nodal agency of co-ordinating the technological,

commercial and academic developments in the entire gamut of activities
related to the coir sector in Kerala and emerge as a centre of excellence, for
research and developments, industrial consulting and knowledge
dissemination globally."

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Coirfed mission

“Enduring an appropriate place for golden fibre and the stock holders
of the sectors in all walks of life, and to consistently pursue, innovation and
improvements in coir and coir related products through continuous research,
education, training and extensive application."

Location

The Kerala State Co-operative Coir Marketing Federation [Coirfed] is

situated at CCND Road, Sea Ward, Alappuzha district.

Facilities

Coirfed has unique Rubberized coir products units [RCP] and Rubber
backing [RB] units near Head office. All the regional offices have go downs
attached to it and they are responsible for purchase, storage of coir yarn and
sale. They have their own sale depots for marketing coir.

Objectives of Coirfed

 To study the liquidity position of the coir.

 To fix fair requirement price for all coir and altered products coir yarn/
coir fiber manufactured in coir industry.
 Raising of funds for the business.
 To know the progress of the firm
 It aims more employment opportunities, remuneration and standard of
coir workers.
 It helps to avoid harmful rivalry among primary society.

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  It aims to provide an enabling environment for the growth of the coir
industry.

Funds and resources of Coirfed

The authorized share capital of the federation shall be Rs 20 crores

made up of 21lakhs of Rs 1000 each. Every society on admission shall pay Rs
100 as admission fees that shall not be refundable. The maximum borrowing
power of the federation shall not exceed twenty times of the paid up share
capital plus the reserve fund, the federation has also got loans, grants and
subsides from the government, cash credit from KSCB and borrowing from
NCDC, NABARD etc.

Divisions of Coirfed

The Federation has two major divisions: Product Division and Yarn
Division Product Division deals with the procurement and marketing of coir
products produced by the manufacturing societies. It takes care of the factories
producing value added, coir products. A separate product marketing wing also
has been set up to enable the marketing of coir products. There is one Central
Store, 8 Factories and 37 Showrooms under it. Coir Yam Division is
established for handling the procurement and marketing of coir yarn produced
by the member societies. There are four regional offices at Kollam,
Alappuzha, Kochi and Kozhikode and 10 showroom s under this division.

Department profile

 Human Resource Department

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  Marketing Department
 Finance Department
 Production Department
 IT Department

Human resource department

Human resource department or personnel department is the most

important asset of an organization. Careful planning for human resource in
essential for tangible and living unlike all other resource of an organization.
The major functions of human resource department are:

 Recruitment
 Selection
 Training
 Placement
 Performance appraisal
 Disciplines
 Grievance handling
 Promotion
 Transfer

After recruitment selection process is beginning, select the suitable

candidates in accordance with their qualification, performance and training.
The selected candidates give instruction relating to the concerned job, job
analysis made to know then performance is in accordance with the planned
goals. Give recommendation if there is any deviation.

23
About employees

The employee of Coirfed include permanent, temporary,

probationary, casual, apprentice, part-time probationary, part-time and
substitutes. The attendance of employees is recorded through the punching
system as well as attendance register. The personal details of each employee
are recorded in this department. Service book of each employees are
maintained for recording senses details of employees including their address.
Educational qualification and experiences,

Functions

 To allocate and design the work.

 To maintain manpower requirements.
 To ensure stationary compliance of PF, ESI etc.
 To claim salary, wages and TA.
 To maintain the attendance and punctuality of employees.
 To attend all legal matters relating to the organization.

Duties and responsibilities of HR manager

 Provide good working condition to the employees.

 Sanctioning leave [o the employees.
 To arrange need base training to the employs.
 Ensure proper placement of staff to all required jobs.
 Ensure that all employee problems and issues are addresses and
decisions are taken on time.
 Provide administrative support to all levels.

24
  Major policies and plans are taken by him,
 Define roles, duties, responsibilities of all staff.

Marketing department

Marketing occupies an important position in the organization of

business unit. Marketing is centered on customers. Marketing function is not
a limited function of buying and selling but they include all function necessary
1o satisfy the customer such as financing storage, risk bearing and after sales
services etc. This involves doing marketing research on customers, analyzing
their needs and then making strategic mission about product design, Pricing,
promotion and distribution.

Functions

 Develops production and ·

 Assist the promotion activities.
 Preparing the marketing information so that the upper management can
make decisions.
 Profit maximization in the short term and long term.

Finance department

The finance manager controls finance department and this responsible

for all financial matters. He put great effort for the functioning for the
department and decides the major functional Missions like capital budgeting,
financial decisions and management earnings. There is a deputy finance

25
manager who provides a good support to the finance manager. This
department prepares periodical report and submitted to the managing director.

Major functions

 Book keeping procedures keeping records of the purchase and sales

made by business as well as capital spending.
 Preparing final accounts Profit and loss account and balance sheet.
 Managers are requiring ongoing financial information to enable them
to make better decisions.
 Providing management information.
 Raising finance.
 Arrange the finance to meet the working capital requirements.
 Budgetary controls and tally.
 To give suggestions to the board
 To find and rectify clerical mistakes.

Production department

Production is the conversion of raw materials into finished products.

The production department in Coirfed is known as RCP [Rubberized / coir
products] it gives all answer about the raw materials and finished products.
The head of the department is the works manager.

26
Functions

 The production department is responsible for the production of coir

products.
 Production is mainly carried out at RCP. This unit is equipped with all
the necessary arrangements for the production of rubberized coir
products.
 The raw materials such as coir fiber, latex etc. CARRIED to the RCP
unit and are converted into finished products.

Production process

 Untwisted machine
 Sheet foaming machine
 Raw materials [Roap]
 cutting unit
 Calendar unit
 Vulcanizing chamber
 Finished products
 Band saw machine

IT department

EDP can referred to the use of automated methods to process

commercial data. Typically, this uses relatively simple, repetitive to process
large volumes of similar information.

27
EDP in Coirfed

In Coirfed, EDP department is started in 1993. EDP division is under

the control of System Analyst and at the bottom of an entry operator. This
department is dealing and processing data mainly for finance department.
They use their own software as accounting package. For marketing
department, it stores details regarding sales and for personnel department, it
also details regarding salary statements.

Advantages of EDP

Speed

It operates the speed of electric flow, which is measured in billion and

trillions of a second. It is faster than any other machine designed to do similar
work.

Accuracy

High speed processing by computer is accomplished by high accuracy

results. The electric circuitry of computer is such that when the machines are
programmed correctly and when incoming data is error-free the accuracy of
the output is relatively assured.

Automation operation

An electric computer can out sequence of many data processing

operation without human interaction, the various operation are executed by
way of stored computer program.

Decision making capability

A computer can perform certain decisions instructions automatically.

28
Compact storage

EDP has the ability to store large amounts of data in compact and easily
retrievable form.

Product profile

The main products of this organization can be charted as follows

1. Coir Yarn.
Coirfed is the largest supplier of quality Coir Yam. Coirfed
specializes in the finest varieties of eco-friendly and natural Coir Yam
made out of 100% natural Coir Fiber.
2. Handmade Door mats.
It is one of the most popular and widely used of Coir products.
Coirfed mats are economical and easy to maintain.
3. PVC Tufted Mats.
These mats made by tufting fine spun coir yam in poly vinyl
chlorides using sophisticated machinery in rolls. These rolls are cut in
to different shape and sizes and designs are printed. Coirfed enjoys a
near-monopoly in fine spun coir yarn used in making this mats.
4. Rubber molded mats.
It is a perfect blend of two natural products, Coir and Natural
Rubber, this product comes in a wide range of designs, shapes and sizes.
It is cost effective and elegant.
5. Coir Matting.
Coir making makes the ideal furnishings for floors. Stars,
corridors, wall paneling and ceiling lines. They are available with or

29
 without latex backing in a wide range of woven designs in natural
bleached and solid colors.
6. Carpets.
Coir carpets come in a wide range of designs, patterns and
weaves. They include Carnatic Pile carpets [VC8], Mourzouks and Coir
Rugs.

7. Coir Tiles.
Coir tiles are made of the strong fibers of coconut husks that
are soaked in water for several months to make it tough and unyielding.
Resistibility to insects makes each tile a hygienic option. They are
extremely handy and easy to maintain through all climates.
8. Rubberized Coir products.
Blended in the right proportion it brings to mattresses, pillows,
cushions, bolsters, bath ma wrestling mats and other upholstery items,
the right mix of comfort and durability.
9. Coir Geo Textiles.
Woven into small and large sized meshes. Depending on the
nature of the soil, the degree of precipitation etc., this product prevents
soil erosion. It effectively keeps the soil in place through the heaviest
of rains, gradually promoting the growth of vegetation over the year
and finally, being biodegradable, disintegrating into the soil harmlessly.

Rubberized coir products unit [RCP unit]

The production department in Coirfed is known as RCP [Rubberized

Coir Product]. It has a production unit and an administration unit.

30
 Again a perfect blend Natural Latex and matured brown coir, two
100% natural materials available in plenty in Kerala, the rubberized coir
mattress of Coirfed is well known for its superior quality. The products are
graded with ISI mark.

Functions

 Production of Rubberized Coir Products

 Equip with all necessary arrangements for the production of RCP.
 Carry raw materials such as coir fibre, latex etc. to the RCP unit.

RCP unit – Raw materials

The main raw materials use for production of mattresses is fibre, latex
and chemicals. Furnishing work of mattresses requires raw materials like
polyurethane foam, clothes, latex, polymers and labels. The materials
manager finds out the requirements of raw materials and purchase committee
invite tenders from different parties. The quotes with the lowest price will get
the tender. However the main two types of raw materials are decorticated fibre
or De fibre and bristle or BC fibre. De fibres are shorter, thicker and darker in
color. BC fibre is long and soft and lighter in color. Both these are used in 50-
50 ratio.

RCP unit-Production process

The basic raw material used in raw fibre. The raw fibre is first passed
through spinning curling machine and made into ropes. Today, these ropes are
bought from outsiders mainly from Tamil Nadu which are then passed through
untwisting machine and untwisted.

31
 The fibre is fed in the feeder conveyor of sheet forming machine using
air blower. The thick foams are sprayed with latex. When it goes through heat
chamber it gets dry-The sheets are cut into pieces according to the required
length known as flees which are then weighted to see that required weight is
achieved. Later these are hydraulic pressed after which about 50% of the
moisture is absorbed. After this process, vulcanizing process takes place at
125 degree Celsius. For a 2. 5 inch mattress it takes about 55 minutes and 4
inches it takes about 1. 25hours for this process to complete.

The vulcanized form is cut in necessary measurements using band saw

machine. The waste obtained from the cutting process is known as comings
and they are reprocessed in waste breaker. 15% of the fibre is obtained from
the waste breaker which is used in the sheet forming fibre. These comings are
also used in the production of pillows.

The vulcanized form which cut into necessary items by band saw is
taken for inspection. It is chemically tested in the lab. After inspection it goes
to the furnishing section in the furnishing section, the form is attached to the
coir mattress.

32
 CHAPTER III
THEORETICAL FRAME WORK

The actual HRM process begins with the estimation of the number and
type of people needed during the coming period HRD is a crucial step in the
overall HRM process of forecasting a firm is future demand for and supply of,
the right type of people in the right number. It is only after this that the HRM
department can initiate the recruitment and selection process. HRP facilitates
the realization of the company objectives by providing the right type and the
right number of personnel. HRP is otherwise called manpower planning,
personal planning or employment planning. Job analysis and job design
specify the tasks and duties of jobs and the qualifications expected from
prospective job holders. The next logical Step is to hire the right number of
people of the right type to fill the jobs. Hiring involves too broad groups of
activities Recruitment (ii) Selection

Recruitment
Recruitment forms the first stage in the process which continues with
selection and ceases with the placement of the candidate. Recruitment is the
discovering of potential applicant for actual or anticipated organizational
behavior. In the words of Yoder, "Recruitment is a process to discover the
sources manpower to meet the requirement of the staffing schedule and to
employee effective measures to attracting the manpower in adequate number
to facilitate effective selection of an effective work force".

33
Need for Recruitment
The need for recruitment may be due to the following reasons or
situations.
1. Vacancies due to promotions, transfer retirement termination
permanent disability death labor tum over.
2. Creation of new vacancies due to the growth, expansion and
diversification of business activities of an enterprise. In addition, new
vacancies are possible due to job specifications.

Purpose and Importance

The general purpose of recruitment is to provide a pool of potentially
qualified job candidates. Specifically, the purpose are to,
 Determine the present and future requirements of the organization in
conjunction with its personnel-planning and job analysis activities
 Increase the pool of job candidates minimum cost.
 Increase the organizational and individual effectiveness in the short
term and long term.
 Evaluate the effectiveness of various recruiting techniques and sources
for all types of job applicant.
Recruitment represents the first contacts that a company makes with
potential employees. It is through recruitment that many individuals will come
to know a company and eventually desired whether they wish to work for it.
A well planned and well managed recruiting effort will results in high quality
applicants. The recruitment process should inform qualified individuals about
employment opportunities, create a positive image of the company, provide
enough information about the jobs so that applicants can make comparisons
34
with their qualifications and interests and generates enthusiasm among the
best candidates so that they will apply for the vacant positions. Thus, the
effectiveness of the recruitment process can play a major role in determining
the resources that must be expended on other HR activities and ultimate
success.

Factors Governing Recruitment

Factors governing recruitment may broadly be divided as internal and
external factors.

Internal Factors
 Recruitment policy
Most organizations have a policy on recruiting internally or externally.
Generally the policy is to prefer internal sourcing, as own employees know
the company well and can recommend candidates who fit the organization
culture.
 Temporary and part time employees
An organization hiring temporary and part time employees is in less
advantageous position in attracting sufficient applications.
 Human Resource planning
A major internal factor that can determine the success of the recruiting
programmers is, whether or not the company engages in HRP. Effective HRP
greatly facilitates the recruiting efforts.
 Size of the firm
An organization with one hundred and thousand employees will find
recruiting less problematic than an organization with just one hundred
employees.
35
  Cost
Recruiting costs are calculated per new hire and the figure is
considerable now a days. Careful HRP and forethought by recruiters can
minimize recruitment process.
 Growth and expansion
An organization registering growth and expansion will have more
recruiting on hand than the one which finds its fortune declining.

External factors
 Supply and demand
If the demand for a particular skill is high relative to the supply as
extra ordinary recruiting effort may be needed.
 Unemployment rate
When the unemployment rate I n a given area is high, the company
recruitment process may be simpler. On the other hand. As the unemployment
rate drops, recruiting efforts must be increased and new sources explored.
 Labor market
Labor market conditions in a local area are of primary importance in
recruiting for most non-managerial, supervisory and middle management
positions.
 Political and legal consideration
Reservations of jobs for SCs, STs, minorities and other backward
classes. Is a political decision. Reservation has been accepted as inevitable by
all sections of the society.

36
  Company image
The company image also matters in attracting large number of job
seekers. It is the perception of the job seekers about the company that matters
in attracting qualified prospective employees.

Recruitment process
Recruitment passes through the following stages.
 Finding out the sources where suitable persons will be available for
recruitment.
 Developing the techniques to attract the desired candidate's. The
goodwill of the organization in the market may be one techniques. The
publicity about the company being a good employer may also help in
stimulating candidates to apply.
 Employing of techniques to attract candidates.
The next stages in this process stimulates as many candidates as
possible and ask them to apply for jobs. In order to increase the selection ratio,
there is a need to attract more candidates.

Sources of recruitment
A large number of recruitment sources are available to organizations.
They may be broadly categorized in to internal and external.

Internal sources
 Current employers
Many companies have a policy of informing current employees about
job openings before trying to recruit from other sources, internal job posting

37
give current employees the opportunity to move in to the firms or desirable
jobs. Promotion and transfer from among the present employees can be a good
source of recruitment.
 Referrals from current employees

Employees who were hired through referrals from current employees

tend to stay with the organization longer and display greater loyalty and job
satisfaction those employees who were recruited by other means.

 Former employees

A firm may decide or recruit employees who previously worked for

organization. Typically, these are people who were laid off, although they may
also be people who have worked seasonally

 Previous application

Although not truly an internal source, those who have previously

applied for jobs can be contacted by mail, a quick and inexpensive way to fill
an unexpected opening.

External sources

 Advertisement

Advertisement is a very important and popular source of generating

manpower. A number of factors influence the response rate of advertisement.
Most experts are of the opinion that advertisements must contain the job
content, a realistic description of working

38
  Employment exchange

An employment exchange is an office setup for bringing together as

quickly as possible candidates searching for employment and employers
looking for prospective employees. The main function of employment
exchange are registration of job seekers and their placement in notified
vacancies. Employment exchanges have answered great need in suitable
vacancies.

 Professional or trade association

Many association provide placement services for their member many

association publish or sponsor trade journals or magazines for their members.
These publications often carry classified advertisement from employers
interested in recruiting their member.

Trade association are particularly useful for attracting highly educated,

experienced or skilled personnel.

 Unsolicited application

Some candidates send in their applications without any invitation from

the organization. A recruiter can use these unsolicited applications for
appointment as and when vacancies arise. However, this source is certain.

 Campus recruitment

Colleges, universities, research laboratories, sport fields and institutes

are fertile ground for recruiters, particularly the institutes. The campus
recruitment is so much sought after by the recruiters that each college,
university department or institute will have to have a placement offices to
handle recruitment functions. Campus recruitment is often an expensive

39
process, even if the recruiting process eventually produces job offers and
acceptances.

 Displaced persons

Sitting and implementation of a project in all area would result in

displacement of several hundred inhabitants. Rehabilitating the displaced
people is a social responsibility of business. Such people are a source of
recruitment, not only for the project which caused the displacement, but also
for other companies located elsewhere.

 Radio and Television

Radio and television can be used to reach certain types of job

applications such as skilled workers.

 Mergers and Acquisitions

Another method staffing organizations is a result the staffing

organizations is a result of merger or acquisition process. When organizations
combine into one, they have to handle a large pool of employees, some of
whom, may no longer be necessary in the new organization. Consequently the
new organization has in effect a pool of qualified job applicants

 Competitors

Rival firms can be a source of recruitment. This method involves

identifying the right people in rival companies, offering them better terms and
luring them away.

40
  Trade Unions

In certain industries unions play a vital role in recruitment. Union

leaders are aware of various vacancies in the organization. The union leader
can help to recruit suitable persons.

 Newspaper Advertisement

This is the most popular source for recruiting the sales personnel these
advertisement specify the qualifications, experience, age. Etc. And so suitable
candidates can be selected from the applications received in response to the
advertisement.

Selection

Selection is the process of picking individuals with requisite

qualifications arid competence to fill jobs in the organizations. The Objective
of selection decision is to choose individuals who can most successfully
perform the job the pool of qualified candidates It is the system of function
and device adopted in given company to ascertain whether the candidates
specifications are matched with the-job specifications and recruitment or not.

Selection is a negative process as it involves rejection of suitable

candidates. More candidates are rejected than are selected.

41
Definition

Selection can be defined as "a process of differentiating between

applicants in order to identify those with a greatest likelihood of success in a
job".

Need for selection

Selection is necessary for two main reasons, viz.

1. Many of the applicants may not be suitable for employment

2. Even if all the applicants are qualified and experienced, the firm may not
have adequate number of vacancies to accommodate them

Purpose of selection

The purpose of selection is to make effective use of individual

differences with a view to select individual who possess the greatest degree
of qualities required for an effective job performance. Indeed individual
differences provide the basis for the selection and placement process. It has
been found that difference between most efficient and the least efficient
workers-for certain job are five times. This indicates the advantage of
developing selection methods to reject individuals with relatively less
efficiency.

Selection process

The selection procedure is concerned with securing relevant

information about an applicant. This information is secured in a number of
steps or stages. The objective of selection process is to determine whether an

42
applicant meets the qualifications for specific job and to choose the applicant
who likely to perform well in that job.

Selection is long process, commencing from the preliminary interview

of the applicants and ending with the contract of employment. The following
are the steps generally followed in selection process.

1. Preliminary Screening

This is the first step in the process, selection. Preliminary screening

helps in eliminating unqualified and unfit candidates on the basis of
information from application forms. Preliminary interviews help to reject
misfits for reasons which did not appear in the application forms.

2. Selection tests
An employment test is a mechanism (either a paper and pencil
test or an exercise) that helps to measure aptitudes, intelligence,
personality, etc. of candidates. The important tests used for selection
of employees are: (a) Intelligence Tests (b) Aptitude Test (c)
Personality Test (d) Trade test (e) Interest Tests.
3. Employment Interview

Interview is a formal Conversation conducted to judge the

candidate's suitability for the job. The role of the interviewer is to seek
information and that of the interviewee is to provide the-same.

4. Reference and Background checks

Many employers request names, addresses and telephone numbers of

references for the purpose of verifying information about applicants. Previous
employers, known persons, teachers and professors can act as referees.

43
 5. Selection Decision

The final choice is made from among the candidates. Who pass the
tests interview and reference check positively. The views of the concerned
manager, will be generally considered in the final selection.

6. Medical Examination
The selected candidates are required to undergo a medical
fitness test. The job offer is given to the candidate being declared fit
after the medical Examination.
7. Job offer

The candidates who have passed all the previous hurdles will be given
job offer. Job offer is made through a letter of appointment which contains a
date by which the appointee must report on duty.

8. Contract of employment

When the candidate accepts the job offer it refers to signing of

contract of employment. While signing the contract of employment the
employer and the candidate exchange certain documents. The common
contents of contract of employment are job title, duties, responsibilities,
pay, allowances, leave rules, probation period, etc.

44
 CHAPTER IV

DATA ANALYSIS AND INTYERPRETATION

Data analysis refers to the computation of certain indices or measures

group along with searching for pattern of relationship that exist among the
data group thus analysis involves estimating the value of unknown parameters
of the population and testing of hypothesis of drawing inferences.

After collecting and analyzing the data, the researcher, how to

accomplish the task of drawing inferences. This has to be done very carefully.
Otherwise misleading conclusion may be drawn and the whole purpose of
doing the researcher may be get vitiated. It is only through interpretation that
the researcher can impose relations and processes that underline his/her
findings.

Analysis and interpretation go by hand in hand. Hence both of them

are very important as far as the researcher is concerned. Interpretation is
essential for the simple reason that the usefulness and the utility of research
findings lie in proper interpretation. The task of interpretation is not an easy
job; rather it requires a great skill and eternity on the part of researcher.
Interpretation is an art that one learns through practice and experience.

45
 1. Table showing the experience of the respondents with the

organization.

Particular Number of respondents Percentage

Below one year 9 18
1-5 years 8 16
5-10 years 20 40
More than 10 years 13 26
Total 50 100

Source: primary data Table

No: 4.1

Interpretation

From the table it is clear that 40% of the respondents have 5-10
years of experience and 26% of the respondents have more than 10 years of
experience in this organization itself.

46
 1. Experience of the respondents with the organization

PERCENTAGE
45

40

35

30

25

20

15

10

0
Below 1 year 1-5 year 5-10 year More than 10

PERCENTAGE

Figure No. 4.1

47
2. Table showing respondents opinion regarding their feeling about the
work.

Particular Number of respondents Percentage

Interesting 45 90
Tough 0 0
Challenging 5 10
Boring 0 0
Total 50 100

Source: primary data Table

No: 4.2

Interpretation

From the table it is clear that majority of the workers feels their
work is interesting.

48
2. Opinion regarding their feelings about work

PERCENTAGE
100
90
80
70
60
50
40
30
20
10
0
Intersting Tough Challenging boring

PERCENTAGE

Figure No. 4.2

49
3. Table showing the medium by which respondents came to know about
this job.

Particular Number of respondents Percentage

Newspaper 34 68
Internet 0 0
Magazine 0 0
Other 16 32
Total 50 100

Source: Primary data Table

No.4.3

Interpretation

Table shows that majority of the respondents came to know about the
job by the means of newspaper than other means.

50
3. Medium by which respondents came to know about this job

PERCENTAGE
80

70

60

50

40

30

20

10

0
News paper Internet Magazine Other

PERCENTAGE

Figure No. 4.3

51
4. Table showing factors which motivate respondents to apply for this job

Particular Number of respondents Percentage

Salary 28 56
Incentives 0 0
Goodwill 12 24
Other` 10 20
Total 50 100

Source: Primary data Table

No: 4.4

Interpretation

From the above table it is clear at 56% of the respondents opined that
salary is the motivating factor to apply for the job.

52
4. Factor which motivate respondents to apply for this job

PERCENTAGE
60

50

40

30

20

10

0
Salary Incenives Goodwill Other

PERCENTAGE

Figure No.4.4

53
5. Table showing sources of recruitment used by the organization for
selection
Particular Number of respondents Percentage
Internal 21 42
External 29 58
Total 50 100

Source: Primary data Table

No.4.5

Interpretation

From the table it is clear that 42% of respondents are selected by

internal recruitment and 58% is selected by external recruitment, from this
we can conclude that external source of recruitment is used more by the
organization than the internal source of recruitment.

54
 5. Sources of recruitment used by the company for selection

PERCENTAGE
70

60

50

40

30

20

10

0
Internal External

PERCENTAGE

Figure No. 4.5

55
6. Job experience of respondents at the time of recruitment

Particular Number of respondents Percentage

yes 22 44
No 28 56
Total 50 100

Source: Primary data Table

No.4.6

Interpretation

From the table we can understood that the organization also prefer
the workers with no previous work experience along with the workers with
previous work experience.

56
6. Job experience of respondents at the time of recruitment

PERCENTAGE
60

50

40

30

20

10

0
Yes No

PERCENTAGE

Figure No. 4.6

57
7. Table showing the mode of appointment of the respondents

Particular Number of respondents Percentage

Daily wages 22 44
Contractual base 5 10
Piece rate 2 4
Permanent 21 42
Total 50 100

Source: Primary data Table

No: 4.7

Interpretation

From the table it is clear that the organization have daily waged
workers as equal to the permanent workers.

58
7. Mode of appointment of the respondents

PERCENTAGE
50
45
40
35
30
25
20
15
10
5
0
Dail wages contractual base Piece rate Permanent

PERCENTAGE

Figure No.4.7

59
8. Respondents opinion regarding working condition

Particular Number of respondents Percentage

Highly satisfied 5 10
satisfied 40 80
dissatisfied 3 6
Highly dissatisfied 2 4
Total 50 100

Source: primary data Table

No: 4.8

Interpretation

From the table it is clear that 90% of the workers are satisfied with
their present working conditions of the organization.

60
8. Opinion regarding working conditions

PERCENTAGE
90

80

70

60

50

40

30

20

10

0
Highly satisfied Satisfied Dissatisfied Highly dissatisfied

PERCENTAGE

Figure No.4.8

61
9. Opinion regarding opportunities that provided by the organization to
express their skills.

Particular Number of respondents Percentage

Yes 31 62
No 19 38
Total 50 100

Source: Primary data Table

No.4.9

Interpretation

From the table it is clear that the company provide enough

opportunities to express the skills.

62
9. Opinion regarding opportunities that provided by the organization to
express their skills

PERCENAGE
70

60

50

40

30

20

10

0
Yes No

PERCENAGE

Figure No. 4.9

63
10. Opinion regarding proper selection and recruitment practices with
respect to the efficiency of the candidates.

Particular Number of respondents Percentage

Always 27 54
Sometimes 18 36
Rarely 2 4
Never 3 6
Total 50 100

Source: primary data Table

No: 4.10

Interpretation

Majority of the respondents are of the opinion that proper selection

will increase candidate’s efficiency in the work.

64
10. Opinion regarding proper selection and recruitment practices with
respect to the efficiency of the candidates

PERCENTAGE
60

50

40

30

20

10

0
Always Sometimes Rarely Never

PERCENTAGE

Figure No. 4.10

65
11. Reason for choosing an the organization

Particular Number of respondents Percentage

Attitude of the 15 30
management
Organizational 6 12
environment
Salary offered 18 36
Others 11 22
Total 50 100

Source: Primary data Table

No: 4.11

Interpretation

Salary and attitude of the management are the major two factors that
influence the workers in the organization.

66
11. Reason for choosing the organization

PERCENTAGE
40

35

30

25

20

15

10

0
Attitude of the Organizatinal environment Salary offered Others
mamagement

PERCENTAGE

Figure No. 4.11

67
12. Table showing the impact of training on the workers performance

Particular Number of respondents Percentage

Strongly agree 16 32
Agree 30 60
Disagree 4 8
Strongly disagreed 0 0
Total 50 100

Source: Primary data Table

No: 4.12

Interpretation

Among the respondents 92% agree to the statement that the proper
training will increase workers performance. Only 8% of them disagree with
it.

68
12. Impact of training on workers performance

PERCRNTAGE
70

60

50

40

30

20

10

0
Stongly agree Agree Disagree Stongly disagree

PERCRNTAGE

Figure No. 4.12

69
13. Respondents opinion regarding training program

Particular Number of respondents Percentage

Yes 26 52
No 24 48
Total 50 100

Source: Primary data Table

No.4.13

Interpretation

From the table it is clear that the organization gives proper training to
the workers at the time of appointment, if the job needs it.

70
13. Opinion regarding training program

PERCENTAGE
53

52

51

50

49

48

47

46
Yes No

PERCENTAGE

Figure No.4.13

71
14. Table showing the type of interview that faced by the respondents

Particular Number of respondents Percentage

Personal interview 27 54
Telephonic interview 2 4
Video conferencing 0 0
Other 21 42
Total 50 100

Source: Primary data Table

No: 4.14

Interpretation

From the table it is clear that the more than half of respondents
faced personal interview at the time of appointment.

72
14. Type of interview faced by the respondent

PERCENTAGE
60

50

40

30

20

10

0
Oersonal interview Telephonic interview Video conferencing Others

PERCENTAGE

Figure No. 4.14

73
15. Table showing the time spent by the executives during the recruitment of
the respondents

Particular Number of respondents Percentage

1-5 minutes 12 24
5-10 minutes 15 30
10-15 minutes 13 26
More than 15 minutes 10 20
Total 50 100

Source: Primary data Table

No: 4.15

Interpretation

From the table it is clear that about 54% of the respondents faced
interview with time period less than 10 minutes.

74
15. Time spend by the executives during the recruitment

PERCENTAGE
35

30

25

20

15

10

0
1-5 minutes 5-10 minutes 10-15 minutes More than 15 minutes

PERCENTAGE

Figure No. 4.15

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16. Table showing the satisfactory level of the respondents

Particular Number of respondents Percentage

Highly satisfied 9 18
Satisfied 41 82
Dissatisfied 0 0
Highly dissatisfied 0 0
Total 50 100

Source: Primary data Table

No: 4.16

Interpretation

From the table it is clear that all the respondents are satisfied with
their present job.

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16. Satisfactory level of respondents

PERCENTAGE
90

80

70

60

50

40

30

20

10

0
Highly satisfied Satisfied Dissatisfied highly dissatisfied

PERCENTAGE

Figure No. 4.16

77
17. Table showing the nature of job of the respondents

Particular Number of respondents Percentage

Technical 30 60
Administrative 20 40
Total 50 100

Source: Primary data Table

No.4.17

Interpretation

From the table we can understood that the organization has 60% of
technical workers.

78
17. Nature of the job of the respondents

PERCENTAGE
70

60

50

40

30

20

10

0
Technical Administrative

PERCENTAGE

Figure No. 4.17

79
18. Respondents degree of proudness be a part of company

Particular Number of respondents Percentage

Yes 50 100
No 0 0
Total 50 100

Source: Primary data Table

No.4.18

Interpretation

All the respondents says that they feel proud to be part of the
company

80
18. Respondents degree of proudness be a part of the company

PERCENTAGE
120

100

80

60

40

20

0
Yes No

PERCENTAGE

Figure No. 4.18

81
19. Opinion about the recruitment and selection process

Particular Number of respondents Percentage

Yes 42 84
No 8 16
Total 50 100

Source: Primary data Table

No.4.19

Interpretation

Most of the respondents says that the recruitment and selection

process helps in improving their attitude towards the job

82
19. Opinion about the recruitment and selection process

PERCENTAGE
90

80

70

60

50

40

30

20

10

0
Yes No

PERCENTAGE

Figure No. 4.19

83
 CHAPTER V
FINDINGS, SUGGESTION & CONCLUSON
Findings
1. Most of the respondents have 5-10 tears of experience with their
organization.
2. Majority of the workers feels their work is very interesting
3. Majority of the respondents came to know about the job opportunities
via newspaper.
4. Salary is the most initiate factor that the respondents to apply for the
job.
5. Majority of the workers in the organization is recruited through external
sources.
6. The organization also prefer workers with no previous experience.
7. The organization have daily wage workers as equal to permanent
workers.
8. Most of the workers are satisfied with their working conditions of the
organization.
9. The organization provide enough opportunities to express the workers
skills.
10.Majority of the respondents opined that proper selection will increase
the candidate efficiency in the work.
11.Salary and attitude of the management are the two factors that influence
the workers in the organization.
12.Majority of the workers agree that proper training will increase the
efficiency and performance.

84
13.The organization have more technical workers than administrative
workers.
14.All of the workers feels proud to be the part of the organization.

85
Suggestions

1. Company should take necessary measures to reduce the burden of work.

2. Recruitment and selection through internet and magazines is not a
practice in the company which should be encouraged.
3. Advance and modern training should be provided to newly recruited
workers in order to develop their skills.
4. Recruit more workers in the technical field of the organization to reduce
the burden of work.

86
Conclusion
Today's tight labour market is more difficult for organizations to find
recruit and select talented people. The competition for talent is intensifying as
there are fewer qualified applicants available. With the number of job
opportunities currently available, candidates can afford to be choosy when
searching for their ideal job. They are looking for more attractive salary;
candidates seeking organizations that can offer them various kinds of benefits,
the potential to advance, and an environment in which they can learn and
thrive. If an organization cannot offer these, job seekers will find one that
does. Thus it is important for origination to know exactly what they have to
offer potential employees, and then highlight their features when recruiting
candidates.
It was a great pleasure to do a project in a reputed firm like “The Kerala
State Co-operative Coir Marketing Federation Ltd, Alappuzha” which
provided a great opportunity to clearly understand the recruitment and
selection procedures followed by the organization. It also gave opportunity to
mingle with different categories of people and to understand the working of
an organization. It is seen that majority of workers are satisfied with the
present practice of recruitment and selection at “The Kerala State Co-
operative Coir Marketing Federation Ltd, Alappuzha”.
Therefore, based on the response received from the workers, the
research can reach at a conclusion that the recruitment and selection practice
of The Kerala State Co-operative Coir Marketing Federation Ltd, Alappuzha
are quite satisfactory and effective in identifying and inducting quality work
force, yet the above mentioned suggestions if implemented, can make the
recruitment and selection process more effective at “The Kerala State Co-
operative Coir Marketing Federation Ltd, Alappuzha”
87
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www.wikepedia.com

www.seminarproject.com

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