INTRODUCTION

People are integral part of any organization today. No organization can run without
its human resources. In today’s highly complex and competitive situation, choice of
right person at the right place has far reaching implications for an organization’s
functioning. Employee well selected and well placed would not only contribute to
the efficient running of the organization but offer significant potential for future
replacement. This hiring is an important function.

The process of hiring begins with human resource planning (HRP) which helps to
determine the number and type of people on organization needs.

Hiring involves two board activities:-

i) Recruitment
ii) Training
 RECRUITMENT

The word ‘recruitment’ has many meaning and plays an important role. Employees leave
the organization in search of greener pastures- some retire some die in saddle. The most
important thing is that enterprise grows, diversifies, and takes over other units-all
necessitating hiring of new men and women.

To understand recruitment in simple terms it is understood as process of searching for

obtaining applications of job from among from whom the right people can be selected.

The process begins when new recruit are sought and ends when their application are
submitted.
 TRAINING

Employee training tries to improve skills, or add to the existing level of knowledge so that employee is
better equipped to do his present job, or to prepare him for a higher position with increased responsibilities.
However individual growth is not and ends in itself. Organizational growth need to be measured along with
individual growth.

Employee training tries to improve skills, or add to the existing level of knowledge so that employee is
better equipped to do his present job, or to prepare him for a higher position with increased
responsibilities. However individual growth is not and ends in itself. Organizational growth need to be
measured along with individual growth.

In today’s scenario, change is the order of the day and the only way to deal with it is to learn and grow.
Employees have become central to success or failure of an organization. So it high time the organization
realize that “train and retain is the mantra of new millennium.”
 WHITE HOUSE INDIA EXPORTS PRIVATE LIMITED

Company Name :WHITE HOUSE INDIA EXPORTS

PRIVATE LIMITED

Company Status :Under Process of Striking Off

RoC : RoC-Chennai

Registration Number 67394

Company Category: Company limited by Shares

Company Sub Category : Non-govt company

Class of Company: Private

Date of Incorporation 17 April 2008

Age of Company 12 years, 0 month, 3 days

OBJECTIVES OF THE STUDY PRIMARY OBJECTIVE
 The study on effectiveness of Recruitment and training process with special reference to WHITE HOUSE INDIA
EXPORTS PRIVATE LIMITED inChennai

SECONDARY OBJECTIVE

 To study the varioussources of recruitment followed inWHITE HOUSE INDIA EXPORTS PRIVATE LIMITED.
 To know the perception of employessregarding recruitment and training.
 To know the job satisfaction levels of the employees of recruited.
 To know the recruitment policy followed by WHITE HOUSE INDIA EXPORTS PRIVATE LIMITED.
 To give suitable recommendation to streamline the hiring process.
 To measure the differential change in output due to training
 To compare the cost effectiveness in implanting training programmes.
 RESEARCHMETHODOLOGY OF THE PROJECT

• Interview
• Preparation of the summary expressed
• Recommendation of fall back site
• Questionnaire design

Sample Size:
To understand the Recruitment and training WHITE HOUSE INDIA EXPORTS PRIVATE
LIMITED and what the trainee really feels about the training they have undergone and
further what kind of training they look for. Do they really look for any kind of training or
not? To study the above aspect we covered almost about 40 people from almost all the
department at of the company.
TOOLS USED FOR DATA COLLECTION

• Primary data collected through questionnaires and informal

interviews.

• Secondary data collected through magazines, journals,

websites, and other corporate publication
DATA ANALYSIS AND INTERPRETATIONS
Recruitment employee
TRAINING
PRACTICAL ANALYSIS - CHISQUIRE ANALYSIS
CHI-SQUIRE TABLE

Expected frequency table O E (O-E) (O-E)2 (O-E)2 /E

Gender   13 10.25 2.75 7.56 0.757

  Male Female Total 2 4.75 2.75 7.56 1.592
Rating  
27 23.23 3.77 14.21 0.612
H.Satisfied 10.25 4.75 15
Satisfied 23.23 10.77 34 7 10.77 3.77 14.21 1.319
Fair 32.8 15.2 48 38 32.8 5.2 27.04 0.824
Dissatisfied 15.72 7.28 23 10 15.2 -5.2 27.04 1.778
Total 82 38 120
4 15.72 11.72 137.36 8.737
19 7.28 11.72 1376 18.868

Total 34.487

The table value for 3(D.F) at 5% level is =7.81

Result;
(C.V) > (T.V) so H0 is rejected
Proper remuneration
 CORRELATION ANALYSIS
Objective: correlation between Accommodation and medical facilities

X (N ∑XY) – (∑X) (∑Y))

r=
Accommodation 21 51 42 6
(√N∑X2 – (∑X)2 √N∑y2 - (∑Y)2
Y 14 38 50 18

correlation table  
r = ± 0.811
X X­2­ Y Y­2­ XY

21 41 14 196 294
CONCLUTION
51 2601 38 1444 1938  
42 1764 50 2500 2100 Hence, the result shows a strong
6 36 18 324 108
positive correlation between the variables.
∑X=120 ∑ X2=4842 ∑Y=120 ∑Y2=4464 ∑XY=4440
THANK YOU