Recruitment Process at CGL

___________________________________ Recruitment and Orientation process at CGL
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PROJECT REPORT ON
THE PROCESS OF RECRUITMENT AND ORIENTATION
AT
CROMPTON GREAVES LTD.
BY
MR. SIDDHANTH. K. PAREKH
GUIDE
Dr. (Mrs.) VANDANA GOTE
PROJECT WORK
SUBMITTED TO UNIVERSITY OF PUNE
IN PARTIAL FULFILLMENT OF 2 YEARS FULL TIME COURSE
MASTERS OF BUSINESS ADMINISTRATION (M.B.A.)
ACADEMIC YEAR 2006-2007
B.R.A.C.T.
VISHWAKARMA INSTITUTE OF MANAGEMENT.
S.NO 63 KONDHAWA(Bk), PUNE-411048

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DECLARATION
I, SIDDHANTH PAREKH, OF VISHWAKARMA INSTITUTE OF MANAGEMENT
MBA. (SEMESTER III) HEREBY DECLARE THAT I HAVE COMPLETED THIS
PROJECT ON RECRUITMENT SELECTION AND ORIENTATION DURING THE
ACADEMIC YEAR 2005-2007. THE INFORMATION SUBMITTED IS TRUE AND
ORIGINAL TO THE BEST OF MY KNOWLEDGE.
DATE: SIGNATURE OF STUDENT
PLACE: PUNE

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CERTIFICATE
I, Dr. (MRS.) VANDANA GOTE, HEREBY CERTIFY THAT SIDDHANTH PAREKH
OF VISHWAKARMA INSTITUTE OF MANAGEMENT OF MBA. (SEMESTER III)
HAS COMPLETED PROJECT ON RECRUITMENT, SELECTION AND
ORIENTATION DURING THE ACADEMIC YEAR 2006-2007. THE
INFORMATION SUBMITTED IS TRUE AND ORIGINAL TO THE BEST OF MY
KNOWLEDGE.
SIGNATURE OF PROJECT SIGNATURE OF THE
CO-ORDINATOR DIRECTOR OF THE COLLEGE

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ACKNOWLEDGEMENT
I am sincerely thankful to Prof. (Mrs.) VANDANA GOTE for her efforts and
guidance throughout my project work which helped me to do this project.
I am very much thankful to Mrs. SHARAYU D MELLO, Dy- Manager HR
Transformer division, Crompton Greaves LTD, for giving me this opportunity to
undertake this project in their organization, and also for providing me the necessary
information for my project.
I also wish to express my sincere gratitude to Mrs. Smita Sawant and Mr.
Chanrdashekher Khare (HR staff) for there valuable contribution towards my project.
I shall be failing in my duty if I do not express my thanks to all the members of
Crompton Greaves Ltd, who took time out of their schedule to share their knowledge
with me.
I am greatly obliged to our Director, Dr. SHARAD JOSHI. and my project guide Dr.
VANDANA GOTE, for guiding and supporting me all through this project.
Above all, I thank every body at Crompton Greaves Ltd, for making me feel comfortable
and offering me help whenever I required. I do feel privileged for getting and opportunity
to work in such an esteemed organization.
SIDDHANTH PAREKH.

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INDEX
OBJECTIVE OF THE PROJECT 01
EXECUITVE SUMMARY 02
INTRODUCTION
RECRUITMENT 03
ORIENTATION 08
TRAINNING AND DEVELOPMENT 09
COMPANY PROFILE 11
JOB PROFILE 19
RESEARCH METHODOLOGY 35
CONCLUSION 37
OBSERVATION AND FINDINGS 38
BIBLIOGRAPHY 39

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CERTIFICATE
TO WHOMSOEVER IT MAY CONCERN
This is to certify that Mr. SIDDHANTH.K.PAREKH is a bonafide student of our institute
VISHWAKARMA INSTITUTE OF MANAGEMENT PUNE. He has successfully
completed a project report on THE PROCESS OF RECRUITMENT AND
ORIENTATION AT CROMPTON GREAVES LTD. With specific reference to
CROMPTON GREAVES LTD for a period from 05th
June to 22 July 2006.
This is an original of Mr. SIDDHANTH PAREKH the sources used by him have been
acknowledged by this report. The report is submitted in partial fulfillment of two years
full time course in MASTERS IN BUSINESS ADMINISTRATION (2005-2007) as per
the rules of Pune University.
Dr. (Mrs.) VANDANA GOTE Dr. S.L.JOSHI
(Project Guide) (Director)

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OBJECTIVES OF THE PROJECT
Every project report is carried out with some specific OBJECTIVE in the mind.
Objective is basically the purpose behind conducting a project and unless the objective is
certain or specifically defined it is not understood what data has to be collected.
Objectives of the project are nothing but what is to be learned out of this project report.
Specific objectives of this Project Report
To understand:
To understand the effectiveness of the recruitment process?
To have exposure to recruitment process?
To understand to documentation involved in recruitment process?
To have exposure to employees Orientation program?
Whether the recruitment process is satisfactory?
To study the Training and Development pattern in the industry?
To understand how effective the computer system or new technology is in the
recruitment system, orientation and training process.
So in this project report I have made every effort to understand the above specified
objectives keeping in mind the present scenario of the Recruitment and Full and Final
Settlement of employee s process and collect data.

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EXECUTIVE SUMMARY
The main objective of carrying this study was to get a first hand knowledge of the
of the HR industry and in general.
The methodology used for carrying this study was through personal visits to the
company for a period of 50 days. The Primary data was collected with the help of an
one-on-one interaction with the Dy manager personal of the company.
The project highlights the process of Recruitment in Crompton Greaves Ltd.
(Mumbai). It also looks into the Induction programs held for the new recruits and various
aspects of the Training & Development programs are also covered under this title.
A inside view of the Recruitment process which includes,
Employee Requirements,
Sources of Recruitment,
Selection Pattern,
Orientation Program,
Training Calendar.

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CHAPTER-I
INTRODUCTION
RECRUITMENT-DEFINITION.
FACTORS AFFECTING RECRUITMENT.
TYPES OF RECRUITMENT.
RECRUITMENT PROCESS.
ORIENTATION.
TRAINNING AND DEVELOPMENT.

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INTRODUCTION
Recruitment and Selection
Definition:
Recruitment defined by Flippo as a process of searching for prospective employees and
stimulating them to apply for job in the organization. As per Yoder a process to discover
the sources of manpower to meet the requirement of staffing schedule and to employ
effective measure for attracting that manpower in adequate number to facilitate effective
selection of an efficient working force , thus the purpose of recruitment is to locate
sources of manpower to meet job requirement and job specifications.
The Recruitment process is a flow of events which results in a continuous manning of
organizational positions at all levels -from the top management to the operative level.
This process includes manpower planning, authorization for planning, developing sources
of applicants, evaluation of applicants, employment decisions (selection), offers
(placement), induction and orientation, transfers, demotions, promotions and separations
(retirement, lay-off, discharge, resignation, disability, and death).
Manpower planning is a process of analyzing the present and future vacancy that may
occur as a result of retirements, discharges, transfers, promotions, sick-leave, leave of
absence, or other reasons, and an analysis of present and future expansion or curtailment
in the various departments. Plans are then formulated for internal shifts or cut-backs in
manpower, for the training and development of present employees, for advertising
openings, or for recruiting and hiring new personnel with appropriate qualifications.
Recruitment is concerned with the process of attracting qualified and competent
personnel for different jobs. This includes the identification of existing sources of the
labour market, the development of new sources, and the need for attracting large number
of potential applicants so that a good selection may be possible.

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Selection Process is concerned with the development of selection policies and procedures
and the evaluation of potential employees in terms of job specifications This process
includes the development of application blanks, valid and reliable tests interview
techniques, employee referral systems, evaluation and selection of person in terms of job
specifications, the making up of final recommendations to the line management and the
sending of offers and rejection letters. Placement is concerned with the task of placing an
employee in job for which he is best fitted, keeping in view the job requirements, his
qualifications and personality needs.
FACTORS AFFECTING RECRUITMENT:
The size of organization
The employment conditions in the community where the organization is located.
The effect of past recruiting efforts which shows the organization ability to locate
and keep good performing people.
The working condition, salary and benefits package offered by the organization.
The rate of growth of organization.
The level of seasonality of operation and future expansion and production
programmes and the culture, economic and legal factors, etc.

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Types of Recruitment
Internal recruitment
The first step always in filling a position is to consider promoting or trans. ferring
existing employees. Considerable dissatisfaction can be caused by bringing newcomers in
over the heads of present staff, which is often done with the intention of causing as little
disturbance as possible to the organisation, unfortunately, because the hopes of some
individuals in the organization may be frustrated, they may leave or behave in other
unsatisfactory ways and the long-term effect is therefore far more damaging.
It is good management practice, therefore, for all vacancies in a company, and
particularly those that may be seen by existing employees to be promotions, to be
advertised internally on the staff notice board or by circulars. Circulating details to
supervisors only is generally not satisfactory as some employees may fear that their
supervisors will not put them forward for various reasons.
External recruitment
The next step, if no existing staff are suitable, is to go onto the labour market. This is
where most problems arise and where most money and effort can be wasted.
The numerous and varied means of recruitment include:
1 Newspapers: national, local and trade.
2 Agencies, including the Department of Employment and the Employment Offices.
3 Executive selection and management consultants.
4 Posters, e.g. on London Underground, in one's own premises, postcards local Post
Office windows.
5 Colleges.

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Advertising
A large part of any recruitment can be expected to rely on advertising and, therefore,
apart from the choice of media, the drafting of advertisements is important. To recruit
successfully these days, in the face of expert competition from other employers, it is no
longer enough just to place an advertisement. It has to be a good advertisement.
Recruitment agencies
In large organizations where recruitment costs run into thousands of pounds a year, it is
often normal to retain a recruitment agency. Usually their services cost relatively little as
they receive a commission from the newspaper owners. Smaller firms, on the other hand,
will not be able to offer recruitment agencies enough business for them to be interested,
but in this case the media themselves will always give advice and guidance.
Word of mouth
One particular method of recruitment has been purposely left until last because of the
unique and important part it plays in recruitment. People in this industry know well the
value of 'word of mouth' recommendation. Many highly successful hotels, restaurants and
public houses do not need to spend a penny on attracting customers. Their reputation is
enough. This applies equally to staff and there are many successful managers who never
have to spend a penny to recruit new staff. Consciously or unconsciously, their existing
employees recruit newcomers for them.
This method of recruitment is particularly good because of the two-way recommendation.
An existing employee is recommending someone as a good employer and the applicant is
being recommended as a suitable employee. Recognizing the value of this method of
recruitment, some firms actually stimulate it by paying bonuses to employees who
successfully introduce newcomers to the firm.

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ORIENTATION
By induction and orientation we meant the introduction of an employee in the
organisation and the job by giving him a possible information about the organisation's
history, Objectives, Philosophy, Policies, Future Development, Opportunities, Products,
Goodwill in the market and the community, and introducing him to other employees with
whom and for whom he has to work
Transfer process is concerned with the placement of an employee in a position in which
his ability can be best utilized. This is done by developing transfer policies and
procedures, counseling employees and line management on transfers and evaluating
transfer policies and procedures.
Promotion is concerned with rewarding capable employees by putting them in higher
positions with more responsibility and higher pay. For this purpose, a fair, just and
equitable promotion policy and procedure have to be developed; line managers and
employees have to be advised on these policies, which have to be evaluated to find out
whether they have been successful.
Separation process is concerned with the severing of relationship with an employee on
grounds of resignation, lay-off, death, disability, discharge or retirement. Exit interviews
of employees are arranged, causes of labour turnover are to be analyzed and advice is
given to the line management on the causes of, and reduction in, labour turnover .
A number of devices and sub-systems are used in the systems designs to manage the
staffing process. These are:
(a) Planning tables and charts; (I) Physical examination;
(b) Application blanks; (g) Performance reviews; and
(c) Interviews; (h) Exit interviews.
(d) Psychological tests;
(e) Reference checks;

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TRAINING AND DEVELOPMENT
It is complex process and is concerned with increasing the capabilities of individuals and
groups so that they may contribute effectively to the attainment of organisational goals.
This process includes:
(1) The determination of training needs of personnel at all levels, skill training, employee
counseling, and programmes for managerial, professional and employee development;
(2) Self-initiated developmental activities (formal education), during off-hours (including
attendance at school/college/professional institutes); reading and participation in the
activities of the community.
Under this area, the training needs of the company are identified, suitable training
programs are developed', operatives and executives are identified for .training, motivation
is provided for joining training programmes, the line management is advised in matters of
conducting training programmes, and the services of specialists are enlisted. The
effectiveness of training programmes has to be evaluated by arranging follow-up studies.
.
Training Current Jobs
Development Future Jobs
Objectives
Improving Organisation Performance
Enhance Knowledge & Skill levels

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Training Techniques
Informational Presentation
Simulation Method Case Studies/Role Plays/Games/In-basket exercise
On the job training
Sensitivity Training
Multimedia Training/E-Learning
Assessment Centers/Development Centers

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CHAPTER-II
COMPANY PROFILE
INTRODUCTION.
TRANSFORMER DIVISION AN OVERVIEW.
HR DEPT. IN CROMPTON GREAVES.
HR STRUCTURE.

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Introduction
For the last sixty-eight years, Crompton Greaves (CG) has become synonymous with
electricity in India. In fact, the first unit of electricity was generated on a "Crompton
Dynamo" at Calcutta in 1899. A pioneering leader since 1937 in the management and
application of electrical energy, Crompton Greaves, today, is India's largest private sector
enterprise, extensively engaged in designing, manufacturing and marketing high
technology electrical products and services related to power generation, transmission,
distribution as well as executing turnkey projects. The company is customer centric in its
focus and it is the single largest source for a wide variety of electrical equipments and
products. Further, the company is emerging as a first choice global supplier for high
quality electrical equipments.
History
The history of Crompton Greaves goes back to 1878 when Col. R.E.B. Crompton
founded R.E.B.Crompton & Company. The company merged with F.A Parkinson in the
year 1927 to form Crompton Parkinson Ltd., (CPL). Greaves Cotton and Co (GCC) was
appointed as their concessionaire in India. In 1937, CPL established, it s wholly owned
Indian subsidiary viz. Crompton Parkinson Works Ltd., in Bombay, along with a sales
organization, Greaves Cotton & Crompton Parkinson Ltd., in collaboration with GCC. In
the year 1947, with the dawn of Indian independence, the company was taken over by
Lala Karamchand Thapar, an eminent Indian industrialist. Crompton Greaves is
headquartered in a self-owned landmark building at Worli, Mumbai.

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Products & Services Offered
The company is organized into three business groups viz. Power Systems, Industrial
Systems, Consumer Products. Nearly, two-thirds of its turnover accrues from products
lines in which it enjoys a leadership position. Presently, the company is offering wide
range of products such as power & industrial transformers, HT circuit breakers, LT & HT
motors, DC motors, traction motors, alternators/ generators, railway signaling
equipments, lighting products, fans, pumps and public switching, transmission and access
products. In addition to offering broad range of products, the company undertakes
turnkey projects from concept to commissioning. Apart from this, CG exports its
products to more than 60 countries worldwide, which includes the emerging South-East
Asian and Latin American markets.
Thus, the company addresses all the segments of the power industry from complex
industrial solutions to basic household requirements. The fans and lighting businesses
acquired "Superbrand" status in January 2004. It is a unique recognition amongst the
country's 134 selected brands by "Superbrands", UK.
Pauwels Acquisition - an Indian MNC
Crompton Greaves has completed the acquisition of the Belgium-based Pauwels on 13th
May 2005. The group has manufacturing facilities in Belgium, Ireland, Canada, USA and
Indonesia and well spread distribution network across the globe.The acquisition catapults
the company amongst top ten transformer manufacturers in the world. It has truly
transformed into an Indian MNC making a long-cherished dream finally come true.
Apart from strengthening its foothold in the Indian market, Crompton Greaves
acquisition of the Pauwels Group and its transformer manufacturing facilities in five
countries is expected to provide a significant impetus to the company's international
presence.
The additional turnover of approximately Rs.1,380 crore of Pauwels Group for its last
financial year is expected to increase Crompton Greaves' International business to around

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50% of its turnover, making the company a force to reckon with, in the international
market.
Manufacturing, Marketing & Servicing Network.
CG's business operations consist of 22 manufacturing divisions spread across in Gujarat,
Maharashtra, Goa, Madhya Pradesh and Karnataka, supported by well knitted marketing
and service network through 14 branches in various states under overall management of
four regional sales offices located in Delhi, Kolkata, Mumbai and Chennai. The company
has a large customer base, which includes State Electricity Boards, Government bodies
and large companies in private and public sectors.

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TRANSFORMER DIVISION
Transforming Technology Energizing Power
The transformers division of Crompton Greaves began
operations over 60 years ago with their first supply to the US
Army. The initial inputs for technology came from
collaborations with Brush Transformers and Hawker Siddeley
Power Systems of U.K. The company then forged a technology
arrangement with Westinghouse Electric Corporation U.S.A.
for transformers of up to 400 kV to serve international demand. The Transformer
Division is the highest exporter of Power Transformers from India, a position it has
maintained consistently since 1997-98. Exports of the division amount to over 50% of the
total transformer exports from India! Products of the Transformer division are exported to
over 40 countries worldwide. The Crompton Greaves Transformer division is known for
its wide range, reliable designs, excellent materials and globally benchmarked
manufacturing practices.
Transformers for Every Need
Crompton Greaves is among the very few companies worldwide that designs and
manufactures the widest range of Power & Distribution Transformers and Reactors from
160kVA to 415MVA, 500kV Class to fulfill the specific demands of the Power &
Industrial sectors and the Railways. With an installed base of over 120 million kVA in
Transformers, Crompton Greaves has emerged as the largest Indian supplier of a wide
range of Transformers and Reactors for all critical applications. These Transformers and
Reactors find use in industries such as Power Utilities, Process Industries, Railways,
Mines, Electricity Boards, Industrial users etc in both the Domestic as well as Global
markets.

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International Quality Specifications
The division has the capability to manufacture transformers from 400 kVA to 900,000
kVA (in a bank) 3.3 kVA TO 500kv class for various applications confirming to IS, IEC,
EN, AS, BS, ANSI and other international standards. All the plant operations are certified
under the ISO 9001 and ISO 14,000.
The Division has technologically superior manufacturing facilities in Mumbai, Gwalior
and Bhopal with a total installed capacity of 18,500 MVA. Crompton Greaves
incorporates the latest technology, superior raw materials and state-of-art manufacturing
facilities to build transformers of superior quality and with high degree of reliability.
Listed of CG Clients
NEPCO USA (Co. of Enron Corp.)
Siemens
ABB
Electro Watt, Thailand
Mitsubishi, Japan
Grouped Schneider France
Alstom, France
Stone & Webster, USA
Hyundai.

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HUMAN RESOURCE DEPARTMENT IN CROMPTON GREAVES.
Policies:
In Company like Crompton Greaves HR planning and policies plays a major role in the
growth of the organization. HR planning foreseen the man power requirement. The HR
department should update the manual of the company. As these manual contains Govt
made rules and regulation. The management can also make changes in the manual. The
manual contains the rules & policies of the company. The manual is the internal
document of the company.
The other policies for HR department are that the company shall have Manpower
planning for one-year period, based on the business plan for the year. There shall be no
recruitment outside the manpower plan without prior approval of head HR and CEO.
There is Joining Formalities, Internal grading structure, salary processing formalities,
service condition, Additional HR policies, and policies for Resignation/Termination.
Apart from the work the individual view is taken into consideration. Any problem in the
organization to an of their team member personal consul ling is done & tries to satisfy
their need i.e. (sociological & psychological needs).
The ultimate objective of the co. is in the growth of organization. If policies are not made
and implemented and proper care is not taken of human assets i.e. employees than there
is no progress to the employees and organization. So policies are important as well their
employees who are key person who follows policies.

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Objectives:
The Human Resource objective consists of the following:
1. Manpower planning.
2. Recruitment and selection.
3. Employee Development.
4. Performance Appraisal.
5. Develop belongingness for work.
6. Excellence performance award every month.
7. Training and Development.
8. Planning future goals for career development.
9. Teamwork & cooperation with people in the organization.
10. To provide security for work.
11. Promotion.
12. To build organization with integration, honesty & Quality of work.

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STRUCTURE OF HUMAN RESOURCE DEPARTMENT- Transformer Division
General Manager
Manufacturing Head
PERSONNEL
(T1)
TIME OFFICE
Sharayu D mello
Dy. Manager
Personal
MV Tokekar
Dy. Manager
Administration
Personal function
Smita Sawant
Sr. Supervisor
(T/O function)
MG Chaubal
Sr. Supervisor
Personal function
C.J Khare
Sr. Supervisor
(T/O function)
A.V Pawar
Sr. Assistant
Cashier
CC D Souza
Sr.Supervisor

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CHAPTER-III
JOB PROFILE
SCOPE OF WORK.
RECRUITMENT PROCESS.
INTERVIEW ASSESSMENT FORM.
LIST OF CANDIDATES RECRUITED.
ORIENTATION PROGRAM.
TRAINING PROGRAM.
TRAINING CALENDER.
TRAINING FEED BACK FORM.

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INTERNSHIP JOB PROFILE:-
During my summer Internship I worked in Personnel Department, Transformer Division.
Transformer Division at Kanjurmarg, Mumbai
In personnel Department my Scope of Work was Overall Recruitment Process which
includes:-
Head Hunting Candidates.
Short listing the CV s.
Briefing the Candidates.
Fixing-up the interviews.
Organizing & Co-ordinating Interviews.
Interaction with various departments for their Requirements.
Off Campus For Graduate Trainees
New Recruit joining formalities
Maintaining Personal files of the new recruits
Exit Interview formalities

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Recruitment Process at CG:-
Acquiring Resumes of candidates from Internal & External Sources.
Scanning the Resumes
Contacting the Candidates via E-mail and Telephone.
Co-ordinating dates and availability of the Panel as well as candidates.
Completing Pre Interview formalities.
Short listing Candidates for Second Interview.
Final Interview for short listed Candidates.
Salary fitment.
Issue of Offer letter.
Recruitment Process completes after issue of offer Letter.
Recruitment Policy of Crompton Greaves:-
CGL is Engineering Company, In Transformer Division -
CG Recruits Engineers Mostly from Electrical & Mechanical background.
Fresh Engineering Graduates are appointed in CG as Graduate Trainee Engineer
for the period of 1 year.
Fresh Management Graduate is appointed as Management Trainee for the period
of 1year.
Both GT & MT are confirmed after 1year.
Minimum Experience required is 1year for Executives.
Company has Transformer Plants at Nasik & Bhopal so candidate from the nearby
areas are Posted at these locations as per requirement.
Medical Test /Fitness Certificate are Mandatory for all Executives.

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Interview Assessment Form
Name of Candidate: Position Interviewed for:
Date of Interview: Nature of Employment: Contract / Regular
Present Company: Present Designation:
Education Qualifications: Total Experience:
Current CTC & Net Take Home: Expected CTC & Take Home
Assessment Details:
Rating Scale 1 5: (1 Poor, 2 Average, 3 Good, 4 Excellent, 5 Outstanding)
Personal
Assessment
Rating Technical / Functional Skills Rating (List
the Skills)
Rating
Education Qualifications Skill 1
Relevance of Previous Experience Skill 2
Attitude (Motivation to join us) Skill 3
Personality (Individualistic / Team player etc.) Skill 4
Comprehension, Analytical & Mental Ability Skill 5
Communication Skills (clarity, understanding) Skill 6
Job / Product / Technical Knowledge Skill 7
Interviewer s comments
Technical Interviewers:
HR Interviewers:
Overall Rating: Scale: 1 5: (1 Poor, 2 Average, 3 Good, 4 Excellent, 5 Outstanding)
Interview Result / Feedback: SELECT / REJECT / KEEP PENDING (tick the decision)
IF Selected:
Designation / Position to be Offered: Division / Business Unit Grade / Band / Level:
Notice Period: CTC Recommended Expected Date of Joining
Notice Period Buying required, if any? (Please elaborate): -
________________________________________________________________________________________
Signature of the Panel of Interviewers:
Name of Interviewer Designation & Department Signature
1.
2.

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CROMPTON GREAVES LIMITED
REMUNERATION STRUCTURE - EXECUTIVE GRADE - C2
GRADE C2
BASIC SALARY 7000 84000
CLA 6835 82020
TOTAL (A) 13835 166020
MONTHLY ALLOWANCES (B)
H R A 3525 42300
CONV ALL 800 9600
EDUCATION ALL 500 6000
WORKS ALL (Mfg.Divns. Only) 0 0
SPECIAL ALLOWANCE 0 0
GRADE ALLOWANCE 3875 46500
TOTAL (B) 8700 104400
TOTAL (A to B) 22535 270420
ANNUAL EMOLUMENTS (C)
LTC 1317 15800
REIMB DOM MED EXP 1250 15000
TOTAL (C) 2567 30800
TOTAL (A to C) 25102 301220
RETIREMENT BENEFITS (D)
PF(12% of Basic+HCLA) 1660 19922
SUPERANNUATION (15% of Basic) 1050 12600
GRATUITY (4.81% of Basic+HCLA) 665 7986
TOTAL (D) 3376 40508

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TOTAL (A to D) 28477 341728
VALUATION OF PERQUISITES (E)
HOSP. INSURANCE 375 4500
TOTAL (E) 375 4500
TOTAL (A to E) 28852 346228
GENERAL INFORMATION
Annual Performance Recognition 24000
Hospitalisation (Max 6 persons) 120000
SALARY STRUCTURE
GRADE E2 (MUMBAI)
BASIC SALARY 3000 36000
HCLA 9300 111600
TOTAL (A) 12300 147600
MONTHLY ALLOWANCES (B)
HOUSE RENT ALLOWANCE 3050 36600
CONVEYANCE ALLOWANCE 800 9600
EDUCATION ALLOWANCE 200 2400
WORKS ALLOWANCE (Mfg.Divns. Only) 75 900
SPECIAL ALLOWANCE 4400 52800
GRADE ALLOWANCE 1650 19800
TOTAL (B) 10175 122100

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ANNUAL EMOLUMENTS (C)
LEAVE TRAVEL CONCESSION 508 6100
REIMBURSEMENT - DOMICILIARY
MEDICAL
1000 12000
TOTAL (C) 1508 18100
TOTAL (A to C) 23983 287800
RETIREMENT BENEFITS (D)
PF(12% of Basic+HCLA) 1476 17712
SUPERANNUATION (15% of Basic) 450 5400
GRATUITY (4.81% of Basic+HCLA) 592 7100
TOTAL (D) 2518 30212
TOTAL (A to D) 26501 318012
VALUATION OF PERQUISITES (E)
HOSPITALISATION INSURANCE 375 4500
TOTAL (E) 375 4500
TOTAL (A to E) 26876 322512
GENERAL INFORMATION
Annual Performance Recognition 18000
Hospitalisation (Max 6 persons) 80000
We also provide:
*Canteen facility which costs around Rs.24,000/- per year, per executive at
Mumbai for the Company
* The major hospitalisation coverage expenses for the Executive, spouse and
two dependent children upto the age of 24 years (not dependent parents) to a
limit of Rs.3.00 lacs per financial year
* The Executive is covered under Group Personal Accident Policy
However, please do note that we have not computed the above as part of
the CTC component

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Candidates Recruited by ME during the course of training.
NAME
SHORTLISTED CANDIDATE
STATUS
STATUS DOJ QUAL BACKGROUND
SMITA MOHITE E2 OFFER ACCEPTED 14/08/2006 BE-ELEC VJTI EMCO
AMIT MIRGAL E2 OFFER ACCEPTED BE-ELEC BBL
VIKRANT HASE E1 JOINED 20/06/2006 BE-ELEC - PUNE GEMINI
AROOP C M2 OFFER IN PROCESS
MAYUR DUBEY E2 OFFER ACCEPTED 20/07/2006
BE-MECH
VIDHARBHA BBL
NIHAL E1 BBL
SHAMIR KHAN E2 OFFER IN PROCESS BE - MECH EMCO
SOLANKI E2 JOINED - INCOMING 19/06/2006
BE- MECH
SURASHTRA WELSPUN
SACHIN JAGTAP E1 JOINED INPROCESS 18/07/2006 BE - PROD EMCO
DINESH LOKHANDE E1 JOINED TEST 6/7/2006 BE-ELCE - SP EMCO
CHANDRAKANT GUDE E1 JOINED - TEST BE ELEC - SP AROP ELECT
SHEKHAR BUVA E2 OFFER ACCEPTED 20/08/2006
BE- PROD - K K
WAGH GANG PRESS
PR NOT YET
APPROVED
DEELIP DHURDE E1 JOINED 20/07/2006 BE-ELCT EMCO
LANDE E1 JOINED 27/06/2006
BE-MECH -
PUNE UN
HYMECH
ENGG
MAHESH PAWAR E1 OFFER ACCEPTED 5/8/2006 BE-ELEC- PUNE EMCO
YOGESH JADHAV E1 OFFER ACCEPTED 17/08/2006
BE-ELEC -
GUJRAT T & R
MANDAR WAINGENKAR E1 OFFER ACCEPTED 10/8/2006 BE-MECH
PR NOT YET
APPROVED
PR SURRENDERED AGAINST IMPORT CONTRACT OFFER ISSUED JOINING 14TH
AUG
SANGALE E1 JOINED 1ST JULY BE-MECH - BV J & J

-36-
ORIENTATION PROGRAM AT CROMPTOM GREAVES
I CGL all new recruits are provided a very homely atmosphere and are treated with
respect and gratitude.
Once all the post recruitment formalities are completed i.e. submission of necessary
documents and medical tests the process of orientation starts.
Orientation means the introduction of an employee in the organisation and the job by
giving him a possible information about the organisation's history, Objectives,
Philosophy, Policies, Future Development, Opportunities, Products, Goodwill in the
market and the community, and introducing him to other employees with whom and for
whom he has to work.
At first all the new recruits are welcomed bye the HR manager of the division.
The name, qualification, past employer is then displayed on the LCD screen at
the entrance of the division. (Initiated by me.)
The companies medical Doctor then approves the medical tests done my the new
recruits.
The new recruit is then given the Orientation Kit (Initiated by me.) which
includes:
1) CG Values.
2) Booklet- our Values- The Driving Force.
3) CG Values Booklet.
4) Travel Policy.
5) Overview- for Executives.
6) Rules for Procedure for Management.

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7) Planner.
8) Works Calendar.
9) FAQ. (Prod/QA).
10) Notice Period- Revision of policy (Letter).
11) Employee Profile.
12) Performa for Issue of Identity Card.
13) P.F and Gratuity Form.
14)
Punching Card.
All the above documents are put into a folder and given to the new recruits and time is
given to them to study and understand the values of the organization.
An orientation plan is been drawn and given to the new recruits, in which they
have to spend a week in different departments of the division to get a feel of the
organization. The plan formulated is as under:
Day 1
8.30-10.30 Winding dept.
11.00-12.30 Marketing dept.
1.00-4.30 Bay 14.
Day 2
8.30-10.30 Bay 0.
11.00-12.30 Power Winding.
1.00-4.30 Materials Dept.
Day 3
8.30-10.30 I T Dept.
11.00-12.30 Finance Dept.
1.00-4.30 Design Dept.

-38-
The above mentioned table is just a brief detail as to how the Orientation plan is
formulated. Each and every new recruit has to go through this plan to get a feel of the
functioning of the organization.

-39-
Training program at Crompton Greaves.
The determination of training needs of personnel at all levels, skill training, employee
counseling, and programmes for managerial, professional and employee development;
Self-initiated developmental activities (formal education), during off-hours (including
attendance at school/college/professional institutes); reading and participation in the
activities of the community.
Under this area, the training needs of the company are identified, suitable training
programs are developed, operatives and executives are identified for training, motivation
is provided for joining training program, the line management is advised in matters of
conducting training programs, and the services of specialists are enlisted. The
effectiveness of training programs has to be evaluated by arranging follow-up studies.
In CGL Training is given a lot of importance, as overall development of the employee is
considered very important. So a considerable amount and time is spent on development
of the employee as a whole. The company formulates a training calendar for each and
every employee of the organization, let it he a worker, staff or executives, every one is
considered for training.

-40-
Training Calendar 2006-07 for the month for June & July.
Date Programme Batch Venue For
19-20/06/06 COACHING STAGE OF
CGPS GLOBAL ACCR
PLAN
20-25 CHANAKYA,
CGMDC. MUNSHI
E1-M3
19-20/07/06 INTEREST STAGE OF
CGPS GLOBAL
ACCREDIATION PLAN
20-25 CHANAKYA,
CGMDC. MUNSHI
E1-M3
05-07/07/06 SUPPLY CHAIN
MANAGEMENT
20-25 AHMEDNAGAR EXECUTIVES
08-09/06/06 FINANCE FOR NON-
FINANCE EXECUTIVES
20-25 AHMEDNAGAR E2 AND ABOVE
16-17/06/06 CERTIFIED
RECRUITMENT
ANALYST
20-25 CHANAKYA,
CGMDC. MUNSHI
EXECUTIVES
22-23/06/06 VALUES WORKSHOP 20-25 GOA ALL
EMPLOYEES
06-07/07/06 VALUES WORKSHOP 20-25 NASHIK ALL
EMPLOYEES
14-15/07/06 TRAIN THE TRAINER 20-25 CHANAKYA,
CGMDC. MUNSHI
M2-L2

-41-
17-18/07/06 COMMUNICATION AND
PRESENTATION
SKILLS
20-25 NEW DELHI E1-M3
07-08/07/06 Effective MANG. OF
TIME & STRESS WORK
LIFE BALANCE
20-25 NEW DELHI ALL
EXECUTIVES
21-22/07/06 EXECUTION 20-25 CHANAKYA,
CGMDC. MUNSHI
E1-M3 (LEAD
TEAM)
07-08/07/06 TEAM BUILDING 20-25 BHOPAL
17-19/07/06 PERFORMANCE
EXECELLANCE- SALES
30 GURUKUL,
CGMDC, MULSHI
STAFF (SALES,
MKT
11-13/07/06 PERFORMANCE
EXECELLANCE-
MATERIALS
30 GURUKUL,
CGMDC, MULSHI
STAFF(
MATERIALS)
The above training programs have been conducted as per schedule and were a great
success. To judge the effectiveness of the training program a Training Evaluation Form is
to be duly filled by the employee who has undergone the training. This form helps in
judging the effectiveness of the training program, which forms a platform for formulating
the future training programs.

-42-
TRAINING FEED BACK & EVALUATION
1. Name of the Training Programme : ______________________________
2. Faculty : ______________________________
3. Date / Duration of Programme : ______________________________
4. Venue : ______________________________
5. Contents of Programme : ______________________________
6. PROGRAMME ASSESSMENT :
A. The contribution of the programme in knowledge / professional skills enhancement was
Insufficient Sufficient Very High
Unsatisfactory Satisfactory Good Excellent
B. Training Methodology
C. Course Material
D. Overall Programme Rating
E. What went Well ?
F. What could be improved ?
G. What I have learnt ?
Knowledge :
Skill :

-43-
H. How the Training will be useful in my work
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
Signature : ______________________________
Name of Participant : ______________________________
Department : ______________________________
To be filled by immediate superior
I. Improvement Noticed. :
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
______________________________________________________________________
J. Follow up required :
______________________________________________________________________
______________________________________________________________________
______________
Department Head
K. Training Recorded
______________________ Date :
Personnel Department

-44-
My mentor Ms. Sharayu D Mello, has guided me in different areas of HRD like
Recruitment, Selection, Orientation, Training & Development etc. During my Internship I
got an opportunity to attend interviews along with my Mentor & Panel Members, which
was a good learning for me.
During Internship I also got Knowledge of Employee Relations, Handing Various issues
related to Employees ,Workers.

-45-
CHAPTER-IV
THE PENULTIMATE STEP
RESEARCH METHODOLOGY.
CONCLUSION.
OBSERVATION AND FINDINGS.

-46-
Research Methodology
Research Methodology is a systematic method of discovering new facts or verifying old
facts, their sequence, inter-relationship, casual explanation and the natural laws which
governs them.
Research Methodology explained by Redman and Mory are as follows systematized
effort to gain new knowledge Research Methodology is original contribution to the
existing stock of knowledge making for its advancement. It is the purist of truth with the
help of study. Observation, comparison and experiment. In short also covers the
systematic method of finding solution to a problem is research. It also covers the
systematic approach concerning generalization and the formulation of the theory.
Different stages involved in research consists of enacting the problem, formulating a
hypothesis, collecting the facts or data, analyzing the facts and reaching certain
conclusion either in the form of solution towards the concerned problem or in
generalization for some theoretical formulation.
In Research Methodology mainly Data plays an important role.
The Data is divided in two parts:
a) Primary Data.
b) Secondary Data.
Primary Data is the data, which is collected directly by direct personal interview,
interview, indirect oral investigation, Information received through local agents,
drafting a schedule, drafting a questionnaire.
Secondary Data is the data, which is collected from the various books, magazine and
material, reports, etc. The data which is stored in the organization and provide by the HR
people are also secondary data. The various information is taken out regarding that
subject as well other subject from various sources and stored. The last years data stored

-47-
can also be secondary data. This data is kept for the internal use of the organization. The
HR manual is for the internal use of the organization they are secondary data which help
people to gain information. In this report the data plays a very crucial role. For this report
the data was provided to me by HR department and other departmental head in the
organization.
The Primary and Secondary data which is specified above was provided by:
a) Dy- Manager HR- Personnel.
b) Sr. Executive.- Personnel
c) Other department head.
Due to discussion with these people lot data as well latest information was known by
these people who was very beneficial and was primary data to me. This is the Research
Methodology used in the project. The primary and secondary data method has been used
in this project. Unless the data is collected no project can be complete. So both these data
is very important in the project.

-48-
CONCLUSION
The overall Recruitment process in Crompton Greaves Ltd. satisfactory. There are certain
organization objectives both in short term and long term should be taken into
consideration as a basic parameter for recruitment decision and need of the personnel
area which will be beneficial to everyone in organization.
There are minor modifications in the areas like documentation of recruitment process,
other department head participation in interview, written test, and involvement of senior
executives in the process of orientation.
The training program conducted is of a very good type as it covers most of the topics
necessary for the growth and development of the employee in the organization. The
organization also covers all the employees and not only training the top brass of the
company.
the company should consider:
Establish cost and time effective Recruitment & Selection Practices & Processes
Design good Induction & Orientation Processes coupled with Technical,
Functional & On-the-job, and Off-the-job training & skill development programs
till the time an employee is ready to be productive.
Introduce learning practices, knowledge sharing activities, create Knowledge
Dashboards and promote sharing information between teams, departments and in
the entire organization.
Establish clear and transparent employee classifications & occupational levels so
that roles and responsibilities are clearly defined. This is possible if you have a
robust Grading & Designation system, which is not only as per current size of
manpower but also futuristic, and capable to take care of additional manpower
expected to be recruited in near future.

-49-
OBSERVATION AND FINDINGS
Crompton Greaves Ltd is a leading Company in the marker today. The HR department
is having very strong base and while doing project in the company the observation and
findings found by me are as follows.
The company has clarity of the recruitment process and they are doing well and
recruiting correct candidates.
The recruitment process is decentralized in the company.
Most of the time the criteria of selection are on the basis of the Knowledge +
Experience. this is good for the company.
The company provides a good basis for the FRESHER. Which is a positive side
for the both the concern, in the form of GT/MT.
The personal interview is more beneficial than other method of the interview.
The company concentrates more on E- Recruitment for the need of man power.
The selection of the candidate in CGL is done up to the mark. There is no bias s
view for other.
The sales department and finance department their clearances process is also
slow.
The working environment for the workers in the factory is excellent to work in.
The canteen facility are also above standards.
The panel of interviewers are all CRI certified executives.
Lack of involvement of senior executives in the process of Orientation.

-50-
BIBLIOGRAPHY
Books
Human Resource Management
- Anjali Ghanekar
Manual
HRD Manual of CROMPTON GREAVES LTD
CGL Database.
Websites
www.cgl.com

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Recruitment Process at CGL

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