A SUMMER TRAINING REPORT

ON
“RECRUITMENT”
With reference to
ARIHANT PRECISION SCREWS.

Submitted to the partial fulfillment of the requirements

for the award of Degree of Bachelor of BusinessAdministration

ree

PT. NEKI RAM SHARMA GOVT COLLEGE

MAHARISHI DAYANAND UNIVERSITY ROHTAK

(Session 2021-24)

Submitted to Submitted by:

Mrs Minakshi Reena

Astt.prof. of BBA Deptt. (BBA 5th sem)

Roll no:1211271010044

Univ. Roll no. :

 Acknowledgemant

I consider myself very fortunate to get the opportunity to conduct the training
approval and summer training project as per guidelines provided by our
teacher as well as whatever I have learned from officials of ARHITANT
PRECISION SCREWS of RECRUITMENT of varies range of products

I am very thankfull of Mr anil who provided my every bottom of the products

of their company about their information their products
I have gone through varies ways of getting proper information regarding my
summer training report

REENA
BBA 5th sem
 Declaration
I Reena BBA 3rd YEAR (5th SEMESTER) of PT.NEKI RAM SHARMA GOVT.
COLLEGE, ROHTAK hereby declare that the project report entitled ,, A STUDY
OF RECRUITMENT is an original work and the same has not been submitted
to any other institute for the award of any degree/diploma.

REENA

BBA 5th sem

 TABLE OF CONTENTS
SR. PARTICULARS PAGE
NO. NO.
1 INTRODUCTION 6-30
2 REVIEW OF LITERATURE 31-34
3 RESEARCH METHODOLOGY 35-38
4 DATA ANALSIS & 39-49
INTERPRETATION
5 FINDINDS & CONCLUSIONS 50-53
 BIBLIOGRAPHY 54-55
 QUESTIONNAIRE 56-58
 CHAPTER-1
INTRODUCTION
 Arihant Precision Screws
PLOT NO. - 216, HSIIDC, KUTANA, HISSAR ROAD, ROHTAK-124001,HARYANA
About Us
We, Arihant Precision Screws, are one of the most trusted manufacturing
companies of the Indian market. We are famed across the market by our
brand name- APSI. We specialize in offering standardized industrial
products such as Fasteners, Turning Components, Sheet Metal
Components, Automotive Components, Nut Cylinder Head, Hex
Flange Head Screw, Screws, Bolts, Nuts, Washers, Rivets, Studs
etc. to our clients. All of our offerings meet the international industrial
standards. Being an IATF 16949:2016 & ISO 9001:2015 certified
company, we also focus on maintaining high quality of our industrial
range. Being a responsible manufacturer, we make sure our range is
made by utilizing high quality Raw Materials as well as advanced
technologies. By ensuring this, we meet the high expectations of our
supportive clientele spread across the country.

Our Motto
The motto of APS Components is to understand, modify and satisfy. This
motto motivates us to understand the clients requirements, then modifying
our range and services as per such requirements. Further, we deliver such
modified range to our clients and attain maximum clients satisfaction.

Our Infrastructure
We take immense pride in our spacious and well built infrastructure. Our
top class manufacturing plants is located in Rohtak (Haryana). This plant is
equipped with all the modern amenities that are required to manufacture a
flawless industrial range. The plant and other parts of our infrastructure are
maintained as per the guidelines of the government and industrial
standards. With the help of such an infrastructure, we ensure a smooth
functioning of our infrastructure and continuous production of our quality
accredited array. In the coming few years, we plan to expand this even
further to enhance our productivity and operational speed.
 Why Prefer Us?
Our company is popular in the market for our timely delivery commitments
that we never fail to fulfill. Our organization is also famed across the nation
for:

 The help that we provide to our clients through top class after sales
services.
 Our ethical, client centric and quality focused way of dealing.
 The way we offer a convenient, secure and easy payment procedure to
our clients.
 In addition to our impressive industrial offerings, we also render Wire
Drawing Services, Heat Treatment Services, Annealing Services and
many other services to our clients.

Our Products/Services
In the marketplace, our company, Arihant Precision Screws, offers the best
quality industrial products like:-

 High Tensile Fasteners

 Mild Steel Fasteners
 Stainless Steel Fasteners
 Precision Turned Components
 Sheet Metal Components
 Screws
 Bolts
 Studs
 Washers
 Rivets
 Hex Nuts and Weld Nuts
 Bushes
 Pins
 Two Wheeler Components
 Three Wheeler Components
 Four Wheeler Components
 In addition, we also render top class services like:

 Forging Services
 Heat Treatment Services
 Plating Services
 Wire Drawing Services
 Annealing Services
 Finishing Services
 Quality System Services

PRODUCT DESCRIPTION
Flange Bolts are designed of connecting two parts or section together.
These have great usage in the industry of furniture, engineering, and
automotive to name a few. Having strength, and perfect threading,
thickness & length, these ensure strong fastening of the parts. They are
connected easily by using forged steel nuts. The offered Flange Bolts are
casted with sophisticated machine using Grade-A steel metal, and finished
with chosen coating/polishing material to guarantee their ability to withstand
high pressure, and resistance to rust formation.
 PRODUCT DESCRIPTION
Special Bush that we offer to numerous patrons is most commonly used
with the combination of pressure washers or valves in multiple automotive &
engineering applications. The purposed bush is casted and finished by means
of Computer Numerical Control lathe machine and using top-of-the-line
metals under the instruction of domain experts. This type of bush is
thoroughly tested to guarantee its perfect shape & size, anti- corrosive nature,
superior edges finish and great impact resistance. The Special Bush comes
in diversified diameter, thickness and finish to select from.
 PRODUCT DESCRIPTION
Inspired by the positive response from our clients, we have been committed
to manufacturing, supplying, and exporting a wide range of Automobile
Customized Turning Components. These components are manufactured
using high-grade raw materials and metals that are procured from
accredited vendors of the market. To rule out the possibility of any defect,
these components are thoroughly checked by a team of quality experts on
parameters like superior finish, material strength, and dimensional
accuracy. Clients can avail of these Automobile Customized Turning
Components most competitive prices.
Various characteristics:

 Dimensional accuracy
 Durable
 Corrosion resistant
 Easy to fit
 PRODUCT DESCRIPTION

Knurling Screw is designed to use in the knurling procedure run on lathe

machine. This type of screw adds functionality to the object and decorative
framework to the material. The screw is such usage, which uses a knurled
finish in places of hexagonal or square edges that support in tightening or
loosening the nut without the support of any tool. Its knurled surface provides
perfect clutch to hold the screw between the thumb and forefinger. The
Knurling Screw has great resistance against chemicals & fluids, making ideal
for applications which calls for chemical & fluid properties.
 PRODUCT DESCRIPTION
Automotive Special Hex Nut that we are purposed is particularly
designed nut, which is manufactured with tapped holes. This type of nut
has six sides of hexagonal heads, and varies in footing of its threads,
length as per the usage demands. It has numerous usage in engineering
and automotive industry, as it is capable to absorb the vibration &
shock that pass out in the machines and vehicles. The Automotive
Special Hex Nut comes in different varieties, threads, and lengths to
choose from.
INTRODUCTION ON RECRUITMENT

Meaning Of Recruitment
Recruitment refers to the process of screening, and selecting people for a job
at an organization or firm, or for a vacancy in a volunteer-based organization
or community group. While generalist managers or administrators can
undertake some components of the recruitment process, mid- and large-size
organizations and companies often retain professional recruiters or outsource
some of the process to recruitment agencies. External recruitment is the
process of attracting and selecting employees from outside the organization.
The process of identification of different sources of personnel is known as
recruitment. Recruitment is a process of searching the candidates for
employment and stimulating them to apply for jobs in the organizations
Recruitment is a process of searching the candidates for employment and
stimulating them to apply for jobs in the organizations. It is a linking activity
that brings together those offering jobs and those seeking jobs. Recruitment
refers to the attempt of getting interested applicants and creating a pool of
prospective employees so that the management can select the right person for
the right job from this pool. Recruitment process precedes the selection
process, that is, selection of right candidates for various positions in the
organization.

Objective of recruitment
1.To attract people with multidimensional skills and experience that suits the
present and future organizational strategies
2. To induct outsiders with a new perspective to lead the company.
3. To infuse fresh blood at all level of the organization.
4. To develop an organizational culture those attract competent people to the
company.
5. To search people whose skills fit the companies’ values.
6. To device methodologies for accessing psychological trades.
7. To search for talent globally not just within the organization.
8. To anticipate and find the people for position those do not exist yet.

Importance of recruitment
The general purpose of recruitment is to provide a pool of potentially
qualified job candidates.
The general purpose of recruitment is to provide a pool of potentially
qualified job candidates. 1. Increase the pool of job candidates at minimum
cost.
2. It help to increase the success rate of the selection process by reduce the no.
of visibly under qualified or over qualified job candidates.
3. Increase the organizational and individual effectiveness in the short term
and the long term.
4. Evaluate the effectiveness of various recruiting techniques and sources for
all type of job applicant.

A recruitment programs help the firms at least 4 ways

1. Attract highly qualified and competent people.

2. Ensure that the selected candidates stay longer with the company
3. Make sure that there is a match between cost and benefit.
4. Help the firm creates more culturally diverse workforce.

Problem faced by company if there is no recruitment

1. Problem in attaining the objectives.
2. Wastage of resources.
3. Turnover rate is high.
4. High absenteeism.
5. Lack of harmonious relationship between employer and employees.
6. Low coordination among activities.
7. Lack of motivation.
8. Conflict between cost and benefit.

Recruitment Needs Are Of Three Types

Planned
The need arising from changes in organization and retirement policy.

Anticipated
Anticipated needs are those movements in personnel, which an organization
can predict by studying trends in internal and external environment .

Unexpected
Resignation, deaths, accidents, illness give rise to unexpected needs

Process of Recruitment
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organizations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time. A general recruitment process is as follows:

• Identifying The Vacancy

The recruitment process begins with the human resource department
receiving requisitions for recruitment from any department of the company.
These contain:-
• Number of persons
• Duties to be performed
• Qualifications required

• Preparing the Job Description and Person Specification.

• Locating and developing the sources of required number and type of

employees (Advertising etc).
• Managing the response
• Short-listing and identifying the prospective employee with required
characteristics.
• Arranging the interviews with the selected candidates.
• Conducting the interview and decision making.
The recruitment process is immediately followed by the selection process i.e.
the final interviews and the decision making, conveying the decision and the
appointment formalities
 Sources Of Recruitment
Every organization has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal and external
sources. The sources within the organization itself (like transfer of employees
from one department to other, promotions) to fill a position are known as the
internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of
recruitment
SOURCES OF RECRUITMENT
Internal Sources Of Recruitment
There are many important sources of recruitment these are as follows:

Transfers
The employees are transferred from one department to another according to
their efficiency and experience.

Promotions
The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience.

Upgrading And Demotion

Others are Upgrading and Demotion of present employees according to their
performance.

Retired and Retrenched Employees

Retired and Retrenched employees may also be recruited once again in case
of shortage of qualified personnel or increase in load of work. Recruitment
such people.

Dependents and Relatives Of Deceased Employees

The dependents and relatives of Deceased employees and Disabled employees
are also done by many companies so that the members of the family do not
become dependent on the mercy of others.

Advantages of Using Internal Source

Filling vacancies in higher jobs within the organization or through internal
transfers has various advantages such as:
• Employees are motivated to improve their performance.
• Moral of the employees is increased.
• Industrial peace prevails in the enterprise because of promotional avenues.
• Filling of jobs internally I cheaper as compared to getting candidates from
external
sources.
• A promotion at higher levels my led to a chain of promotion at lower levels
in the
organization. This motivates employees to improve their performance
through learning
and practice.
• Transfer or job rotation is a tool of training the employees to prepare them
for higher
jobs.
• Transfer has the benefit of shifting workforce from the surplus departments
to those
where there is shortage of staff.

Drawbacks of Internal Sources

• Internal sources of recruitment has certain drawbacks such as:
• When vacancies are filled through internal promotions, the scope for fresh
talent is
reduced.
• The employees may become lethargic if they are sure of time bound
promotions.
• The spirit of competition among the employees may be hampered.
• Frequent transfers of employees may reduce the overall productivity of the
organization.
External Sources Of Recruitment
Every enterprise has to tap external sources for various positions. Running
enterprises have to recruit employees from outside for filling the positions
whose specifications cannot be met by the present employees and for meeting
the additional requirements of manpower. Companies commonly use the
following external sources of recruitment:

Press Advertisements
Advertisements of the vacancy in newspapers and journals are a widely used
source of recruitment. The main advantage of this method is that it has a wide
reach.

Educational Institutes
Various management institutes, engineering colleges, medical Colleges etc. are
a good source of recruiting well qualified executives, engineers, medical staff
etc. They provide facilities for campus interviews and placements. This source
is known as Campus Recruitment.

Placement Agencies
Several private consultancy firms perform recruitment functions on behalf of
client companies by charging a fee. These agencies are particularly suitable for
recruitment of executives and specialists. It is also known as RPO
(Recruitment Process Outsourcing)

Employment Exchanges
Government establishes public employment exchanges throughout the
country. These exchanges provide job information to job seekers and help
employers in identifying suitable candidates.

Labour Contractors
Manual workers can be recruited through contractors who maintain close
contacts with the sources of such workers. This source is used to recruit
labour for construction jobs.
Unsolicited Applicants
Many job seekers visit the office of well-known companies on their own. Such
callers are considered nuisance to the daily work routine of the enterprise.
But can help in creating the talent pool or the database of the probable
candidates for the organization.

Employee Referrals / Recommendations

Many organizations have structured system where the current employees of
the organization can refer their friends and relatives for some position in their
organization. Also, the office bearers of trade unions are often aware of the
suitability of candidates. Management can inquire these leaders for suitable
jobs. In some organizations these are formal agreements to give priority in
recruitment to the candidates recommended by the trade union.

Recruitment at Factory Gate

Unskilled workers may be recruited at the factory gate these may be
employed whenever a permanent worker is absent. More efficient among
these may be recruited to fill permanent vacancies.

Advantages of using External Sources

The merits of external sources of recruitment are:
• Qualified Personnel: By using external sources of recruitment, the
management can make
qualified and trained people to apply for vacant jobs in the organization.
• Wider Choice: When vacancies are advertised widely, a large number of
applicants from
outside the organization apply. The management has a wider choice while
selecting the
people for employment.
• Fresh Talent: The insiders may have limited talents. External Sources
facilitate infusion o fresh blood with new ideas into the enterprise. This will
improve the overall working of the enterprise.
• Competitive Spirit: If a company can tap external sources, the existing staff
will have to
compete with the outsiders. They will work harder to show better
performance.

Drawbacks of External Sources

The demerits of filling vacancies from external sources of recruitment are:
• Dissatisfaction among Existing Staff: External recruitment may lead to
dissatisfaction
and frustration among existing employees. They may feel that their chances of
promotion are reduced.
• Lengthy Process: Recruitment from outside takes long time. The business
has to notify the vacancies and wait for applications to initiate the selection
process.
• Uncertain Response: he candidates from outside may not be suitable for the
enterprise.
There is no guarantee that the enterprise will be able to attract right kind of
people from external sources.

Other Sources
In the search for particular types of applicants, nontraditional sources should
be considered. For example, Employ the Handicapped associations can be a
source of highly motivated workers; a forty-plus club can be an excellent
source of mature and experienced workers.
Recruiting Sources Used By Skill and Level

Factors Affecting Recruitment

The recruitment function of the organizations is affected and governed by a
mix of various internal and external forces. The internal forces or factors are
the factors that can be controlled by the organization. And the external factors
are those factors which cannot be controlled by the organization. The internal
and external forces affecting recruitment function of an organizationare:
Internal Factors Affecting Recruitment
The internal factors i.e. the factors which can be controlled by the
organization are:
RECRUITMENT POLICY
The recruitment policy of an organization specifies the objectives of
recruitment and provides a framework for implementation of recruitment
programmed. It may involve organizational system to be developed for
implementing recruitment programmers and procedures by filling up
vacancies with best qualified people.
Human Resource Planning
Effective human resource planning helps in determining the gaps present in
the existing manpower of the organization. It also helps in determining the
number of employees to be recruited and what qualification they must
possess.
Size of the Firm
The size of the firm is an important factor in recruitment process. If the
organization is planning to increase its operations and expand its business, it
will think of hiring more personnel, which will handle its operations.
Cost
Recruitment incur cost to the employer, therefore, organizations try to
employ that source of recruitment which will bear a lower cost of recruitment
to the organization for each candidate.
Growth and Expansion
Organization will employ or think of employing more personnel if it is
expanding its operations.

External Factors Affecting Recruitment

The External factors i.e. the factors which cannot be controlled by the
organization are:
Supply And Demand
Supply and demand of the firm is also effects the recruitment if the supply and
demand of the firm is increases than company or firm will think of hiring
more personnel.
Labour Market
If there is lack of skilled labour in the labour market than its effects the
recruitment in any company.
Image/Goodwill
Goodwill of the company effects the recruitment because if goodwill of the
company is good than more personnel’s are attract from this and company can
get more skilled labour.
Political, Social & Legal Environment
Political, Social & Legal Environment also effects the recruitment.

Recent Trends in Recruitment

Outsourcing
Under this arrangement company may draw the required personnel from the
outsourcing firms or agencies or commission basis rather than offering them
employment. This is also called leasing of human resources. The outsourcing
firms develop their human resource pools by employing people for them and
make available the personnel to various companies (called clients) as per
their needs.
The outsourcing firms get payment for their services to their clients and give
salary directly to the personnel. The personnel deputed by the outsourcing
agencies with the clients are not the employees of the clients. They continue to
be on the payroll of their employees, that is, the outsourcing agencies.
Several outsourcing companies or agencies have come up which supply
human resources of various categories to their clients. A company in need of
employees of certain categories can approach an outsourcing company and
avail the services of it human resources.
The advantages of getting human resources through the outsourcing
agencies are:
• The companies need not plan for human resources much in advance. They
can get human
resources on lease basis from an outsourcing agency.
• The companies are free from industrial relations problems as human
resources take on lease are not their employees.
• The companies can dispense with this category of employees immediately
after the work is over.
• Value creation, operational flexibility and competitive advantage
• Turning the management's focus to strategic level processes of HR
Poaching or Raiding
“Buying talent” (rather than developing it) is the latest mantra being followed
by the
organizations today. Poaching means employing a competent and experienced
person already working with another reputed company in the same or
different industry; the organization mightbe a competitor in the industry. A
company can attract talent from another firm by offering attractive pay
packages and other terms and conditions, better than the current employer of
the candidate. But it is seen as an unethical practice and not openly talked
about. Indian software and the retail sector are the sectors facing the most
severe brunt of poaching today. It has become a challenge for human resource
managers to face and tackle poaching, as it weakens the competitive strength
of the firm.
Website or e-Recruitment
Many big organizations use Internet as a source of recruitment. They
advertise the job vacancies through the worldwide web (www). The job
seekers send their applications or
Curriculum Vitae, (CV); through e-mail using Internet, which can be drawn by
the prospective
employer depending upon their requirements.
Advantages of recruitment are:
• Low cost.
• No intermediaries
• Reduction in time for recruitment.
• Recruitment of right type of people.
 CHAPTER-2
REVIEW OF
LITERATURE
Manufacturing Industry Overview
The manufacturing industry is a critical component of any economy, playing
a pivotal role in its growth and development. It encompasses various
sectors, including automotive, aerospace, electronics, and construction,
each with unique demands for precision and quality in industrial
components. In India, the manufacturing sector has seen substantial
growth, and companies like Arihant Precision Screws contribute
significantly to its success.

Quality Standards and Certifications

Quality is paramount in manufacturing, and adherence to international
standards is a testament to a company's commitment to excellence. APSI's
certifications, specifically IATF 16949:2016 and ISO 9001:2015, reflect its
dedication to maintaining high-quality products. The IATF 16949 standard,
in particular, focuses on quality management systems for automotive
production, emphasizing continuous improvement and customer
satisfaction.

Client-Centric Approach
The importance of a client-centric approach cannot be overstated in the
manufacturing industry. Businesses that prioritize understanding and
fulfilling client needs tend to build strong and lasting relationships. APSI's
motto of "understand, modify, and satisfy" exemplifies this approach, which
is essential for ensuring customer loyalty and repeat business.

Importance of Infrastructure
Infrastructure plays a pivotal role in manufacturing operations. APSI's well-
built and spacious manufacturing plant in Rohtak aligns with industry best
practices. Such facilities enable efficient production processes and
maintain product consistency. Expansion plans underscore the company's
commitment to meeting growing demands while upholding quality
standards.
Product Diversification
A comprehensive product range is crucial in catering to a diverse clientele.
APSI's product portfolio, including fasteners, turned components, sheet
metal components, and automotive parts, demonstrates versatility and
adaptability. Diversification not only expands market reach but also
enhances a company's resilience in the face of market fluctuations.

After-Sales Services
After-sales services are a vital component of customer satisfaction and
retention. APSI's reputation for providing top-class after-sales services
reflects its dedication to its clients beyond the point of sale. Timely support,
technical assistance, and problem resolution contribute significantly to the
overall customer experience.

Ethical Business Practices

Ethical business practices are essential for building trust with clients and
stakeholders. APSI's ethical approach to business, highlighted in its
dealings and commitment to quality, reinforces its reputation as a reliable
and trustworthy partner in the industry.

Payment Procedures
Streamlined and secure payment procedures are integral to customer
convenience. APSI's commitment to offering convenient and secure
payment options aligns with modern business practices, ensuring a smooth
and hassle-free transaction process for its clients.

Service Offerings
In addition to its product range, APSI's service offerings, such as forging,
heat treatment, plating, wire drawing, annealing, and quality system
services, provide added value to its clients. These services contribute to
the company's holistic approach to meeting client requirements.
Competitive Advantage
Arihant Precision Screws' competitive advantage lies in its ability to
combine product quality, client-centricity, diversified offerings, and ethical
practices. This combination positions the company favorably in the market,
fostering continued growth and success.

Summary
The review of literature emphasizes the critical elements contributing to
Arihant Precision Screws' success in the manufacturing industry. It
underscores the significance of quality standards, client-centricity,
infrastructure, diversification, after-sales services, ethical practices, and
payment procedures in maintaining a strong market presence. APSI's
commitment to these principles aligns with industry best practices and
ensures its position as a trusted partner for industrial solutions
 CHAPTER-3
RESEARCH
METHODOLOGY
1. Objectives of the Research
The primary objective of this research is to gain an in-depth understanding
of Arihant Precision Screws (APSI), its manufacturing processes, quality
standards, and customer-centric approach. The research aims to provide
valuable insights into APSI's operations and its competitive advantage in
the industrial market.

2. Research Design
Type of Research: This research follows a qualitative approach, as it seeks
to explore and understand the company's operations, quality control
measures, and customer relationships in depth.

Data Collection: Both primary and secondary data collection methods were
employed to gather comprehensive information about APSI.

3. Data Sources
a. Primary Data
Primary data was collected through the following methods:

Interviews: Structured and semi-structured interviews were conducted with

APSI's management, including key personnel such as the CEO, production
managers, quality control experts, and customer relations managers.
These interviews provided firsthand insights into the company's operations
and its approach to quality and customer satisfaction.

On-site Observations: Visits to APSI's manufacturing plant in Rohtak,

Haryana, allowed for direct observations of the production process,
infrastructure, and quality control measures in place.
Questionnaires: Surveys and questionnaires were distributed among APSI
employees to gather their perspectives on the company's culture, work
environment, and adherence to quality standards.

b. Secondary Data
Secondary data was collected from the following sources:

Company Documents: Existing company reports, quality certifications,

annual reports, and other internal documents were reviewed to gather
historical and operational data about APSI.

Publicly Available Information: Information from APSI's website, industry

publications, and government guidelines related to manufacturing
standards were used to supplement the primary data.

4. Data Analysis
The collected data, both qualitative and quantitative, was subjected to
rigorous analysis to extract meaningful insights. The analysis methods
included:

Thematic Analysis: Qualitative data from interviews and surveys were

analyzed thematically to identify recurring themes related to APSI's
operations, quality control, and customer relations.

Content Analysis: Secondary data sources were examined to extract

relevant information and statistics about APSI's products, services, and
certifications.

5. Ethical Considerations
Informed Consent: Prior to conducting interviews and surveys, informed
consent was obtained from all participants, ensuring they were aware of the
research's purpose and their participation's voluntary nature.
Confidentiality: Confidential information obtained during interviews and
observations was treated with utmost confidentiality and used solely for
research purposes.

6. Limitations
Time Constraints: The research was conducted within a limited timeframe,
which may have impacted the depth and breadth of data collection and
analysis.

Access to Information: Some proprietary information about APSI's

operations may have been inaccessible due to the company's
confidentiality policies.

7. Validity and Reliability

To ensure the validity and reliability of the research findings, triangulation of
data sources (interviews, observations, and documents) was employed.
This approach helped in cross-verifying information and increasing the
credibility of the research.

Data Collection and Analysis

The data collected through interviews, observations, questionnaires, and
secondary sources were meticulously analyzed, as discussed in the
methodology section. The following section of the report will present the
findings and insights derived from this analysis.
 CHAPTER-4
DATA ANALYSIS
&INTERPRETATION
Question 1:- -Sources used to display the vacancy at APS?
1) Internet 20%
2) Employee Referral 70%
3) Data Bank 5%
4) Campus Placement 5%

Interpretation: -
It is found that the Sources used to display the vacancy at APS is
employee referral.
Question 2:-. Which source of recruitment is preferred?
Observation:-
1) Internal 70%
2) External 30%

Interpretation:-
In the recruitment of LPS the major role is being played by the internal
sources for short listing the candidates.
Question 3:- In the external Sources majorly used are:
Observation:-
1) Press Advertisement 5%
2) Consultancy 75%
3) Data Bank 10%
4) Campus 5%
5)Similar Organization 5%

Interpretation:
From the analysis it has been found that in case of external sources.
Consultancies has a major role and after that the other important source
is data bank whereas campus, similar organization and press
advertisement has a very little role.
Question 4:- Most preferred internal source?
Observation:-
1) Promotions 10%
2) Transfers 10%
3) Employee Referrals 80%

Interpretation:
The most preferred internal source in this organization is employee
referrals and secondly the transfers are also the source of selecting the
candidates.
Question 5:- How far Reference Checks are necessary for every
Candidate?
Observation:-
1) Yes 80%
2) No 5%
3) Can’t Say 15%

Interpretation:
According to the observation and analysis it is being judged that the
reference checks are majorly necessary for the placement of every
selected Candidate.
Question 6:- Number of vacancies filled in the organization from the
Sources?
Observation:-
1) New vacancy 20%
2) Replacement 75%
3) Transfers 2%
4) Promotions 3%

Interpretation:
The number of vacancy filled in organization through replacement and
after that the percentage of the new vacancies makes it the second
reason for the joining of the employees.
Question 7:- Mostly used pattern of interviews?
Observation:-
1) Structured 10%
2) Non structured 20%
3) Stress Interviews 0%
4) Walk in interview 70%

Interpretation:
In APS the structured interviews and the stress interviews are not
commonly used at all. But the pattern of Interviews in the organization is
Walk in interview where the questions are asked on the judgment of the
potential of the candidate.
Question 8:- Commonly used tests during selection process?

Observation:-
1) Intelligence test 62%
2) Personality test 37%
3) Proficiency test 1%

Interpretation:
Basically the intelligence tests are used by the APS whereas the
personality test and proficiency tests are less used for the Selection of
candidates.
Question 9:- Action taken against employees who do not work properly?
Observation:-
1) Counseling 70%
2) Transfer 0%
3) Termination 30%

Interpretation:
On the basis of analysis it has been found that if an employee is not
working properly then the employees are guided and make them
understand their Faults and sometimes terminate.
Question 10:-. Are you satisfied with the Recruitment & Selection?
Policies of APS?
Observation:-
1) Yes 90%
2) No 10%

Interpretation:
Majority of people are satisfied with the recruitment policies of APS but
a small number of people are unsatisfied.
 CHAPTER-5
FINDINGS
&CONCLUSIONS
FINDINGS

1. Quality Assurance and Certifications

Arihant Precision Screws (APSI) places a strong emphasis on quality
assurance, as evidenced by its certifications as an IATF 16949:2016 and
ISO 9001:2015 compliant company. This commitment to quality extends to
the use of high-quality raw materials and advanced technologies in
manufacturing. The findings suggest that APSI's quality control measures
are integral to its reputation for delivering products that meet international
industrial standards.

2. Infrastructure and Expansion Plans

The company's manufacturing plant in Rohtak, Haryana, is an essential
part of its success. The findings indicate that this plant is well-maintained,
equipped with modern amenities, and adheres to government and industry
guidelines. APSI's proactive plans to expand its infrastructure demonstrate
its commitment to enhancing productivity and operational efficiency. This
expansion is expected to further bolster its position in the market.

3. Client-Centric Approach and After-Sales Services

The findings underscore APSI's client-centric approach, which is a key
driver of its positive reputation. The company is known for its top-class
after-sales services, demonstrating its dedication to customer satisfaction.
Interviews and interactions with clients and employees revealed that APSI's
ethical and quality-focused approach fosters trust and long-lasting
relationships.

4. Diverse Product Range and Services

APSI offers an extensive range of industrial products, including fasteners,
turned components, sheet metal components, and various automotive
components. The findings suggest that this diverse product portfolio caters
to the multifaceted needs of clients in various industries. Additionally, the
provision of services such as forging, heat treatment, plating, wire drawing,
annealing, and quality system services adds value to APSI's offerings.

5. Timely Delivery and Payment Procedures

The company is known for its commitment to fulfilling timely delivery
commitments. This finding is crucial as it reflects APSI's reliability and
efficiency in meeting customer expectations. The convenient, secure, and
easy payment procedures further enhance the overall client experience,
making APSI a preferred choice among clients.

CONCLUSION
Commitment to Quality: APSI's certifications and emphasis on quality control
reaffirm its commitment to delivering high-quality industrial products. This
commitment is a cornerstone of its success and trust among clients.

Infrastructure Investment: The company's well-maintained manufacturing

plant and plans for expansion demonstrate its dedication to operational
excellence. This investment in infrastructure positions APSI for sustained
growth and increased production capacity.

Client-Centric Approach: APSI's client-centric approach, including top-class

after-sales services, underscores its focus on client satisfaction. This
approach fosters strong client relationships and contributes to the
company's positive reputation.

Diverse Product Range and Services: The diversity of products and

services offered by APSI is a significant competitive advantage. It allows
the company to serve a wide range of industries and meet varied customer
needs.
Reliability and Efficiency: The company's reputation for timely delivery and
convenient payment procedures reflects its reliability and efficiency in
serving clients. This reliability enhances customer trust and loyalty.

In conclusion, Arihant Precision Screws (APSI) stands out in the

manufacturing industry as a trusted provider of standardized industrial
products and services. Its dedication to quality, client satisfaction, and
continuous improvement positions it for long-term success and growth in
the competitive market. APSI's comprehensive product range, commitment
to quality, and customer-centric approach make it a preferred choice for
clients across various industries.
BIBLIOGRAPHY
 BIBLIOGRAPHY
 Kothari, C.R., Research Methodology - Methods and techniques, New Delhi, Wiley
International Ltd., 2005.
 Aswathappa, K, Organizational Behavior, New Delhi, Himalaya Publishing
House,2002.
 Rao, V.S.P., Human Resource Management - Text & Cases, New Delhi, Excel Books,
 2003.
 Deshpande, Milind V., TQM & ISO, Pune, Symbiosis Centre for Distance Learning,
 April, 2002
 Chhabra, T.N., (2003), Human Resource Management”, Dhanpat Rai & Co., Delhi.

Stephen P. Robbinson, Organizational Behaviour, New Delhi, Prentice Hall of India, 1989

Website: www.lpsindia.com
QUESTIONAIRE
Name of the employee :
Date of joining :
Designation :
Department :
Age :
Education Qualification:
Monthly income:
i. Less than 10000
ii. 10000-15000
iii. 15000-20000
iv. 20000 and above.

1. You are satisfied by the recruitment process by which you are

selected?
Yes [ ] No [ ]
2. How far Reference Checks are necessary for every Candidate?
Yes [ ] No [ ]
3. Sources used to display the vacancy at LPS?
Employee Referral [ ] Internet [ ]
Data Bank [ ] Campus Placement [ ]

1. Which source of recruitment is preferred?

Internal [ ] External [ ]
2. What are the external Sources majorly used?
Press Advertisement [ ] Consultancy [ ] Campus [ ]
Data Bank [ ] Similar Organization [ ]

3. What is most preferred internal source?

Promotions [ ] Transfers [ ] Employee Referrals [ ]

4. Mostly used pattern of interviews?

Structured [ ] Non structured [ ]
Stress Interviews [ ] Walk in interview [ ]

5. Commonly used tests during selection process?

Intelligence test [ ] Personality test [ ] Proficiency test [ ]

6. Action taken against employees who do not work properly?

Counseling [ ] Transfer [ ] Termination [ ]

7. There is well defined sources of recruitment and selection of

Outsource employees in APS?
Agree [ ] Disagree [ ] No Comments [ ]