1. A STUDY ON EMPLOYEE SELECTION PROCESS WITH
REFERENCE TO NETWORK CLOTHING COMPANY
PVT LTD, TIRUPUR
PROJECT REPORT
Submitted by
R.AMBIGA DEVI
REG. NO: 108001619003
In partial fulfillment for the award of the degree
Of
MASTER OF BUSINESS ADMINISTRATION
IN
Anna University of Technology-Coimbatore
DEPARTMENT OF MANAGEMENT STUDIES
VIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN
AUGUST-2011
1

2. A STUDY ON EMPLOYEE SELECTION PROCESS WITH
REFERENCE TO NETWORK CLOTHING COMPANY
PVT LTD, TIRUPUR
PROJECT REPORT
Submitted by
R.AMBIGA DEVI
REG. NO: 108001619003
In partial fulfillment for the award of the degree
Of
MASTER OF BUSINESS ADMINISTRATION
Under the Guidance of
Mrs.S.PRASANTHI. M.B.A.,
Anna University of Technology-Coimbatore
DEPARTMENT OF MANAGEMENT STUDIES
VIVEKANANDHA COLLEGE OF ENGINEERING FOR WOMEN
AUGUST-2011
2

3. VIVEKANADHA COLLEGE OF ENGINEERING FOR WOMEN
(Affiliated to Anna University of Technology, Coimbatore)
Elayampalayam, Tiruchengode
DEPARTMENT OF MBA
PROJECT WORK
AUGUST- 2011
This is to certify that the project entitled
A STUDY ON EMPLOYEE SELECTION PROCESS WITH REFRENCE
TO NETWORK CLOTHING COMPANY PVT LTD, TIRUPUR
Is the bonafide record of project work done by
R.AMBIGA DEVI
Register No. 108001619003
Of M.B.A during the year 2010-2012
-------------------------------- -------------------------------
Project Guide Head of the Department
Submitted for the project Viva-Voce examination held on __________________
------------------------------------ -----------------------------
Internal Examiner External Examiner
3

4. DECLARATION
4

5. DECLARATION
I affirm that the project work title A Study on Employee Selection process
with reference to Network Clothing Company Pvt ltd being submitted in partial
fulfillment for the award of MBA is the original work carried out by me. It has not
formed the part of any other project work submitted for award of any degree, either in
this or any other university.
(Signature of the candidate)
AMBIGA DEVI.R
I certify that the declaration made above by the candidate is true.
Signature of the Guide,
Mrs. Prasanthi S.
5

6. ACKNOWLEDGEMENT
6

7. ACKNOWLEDGEMENT
I express my sincere thanks and gratitude to Vidhya Rathna Prof. Dr. M.
Karunanidhi, B.Pharm, M.S., Ph.D., D.Lit., Chairman & Secretary, Vivekanandha
Educational Institutions, for his support in all our Endeavour’s.
I extent my heartfelt thanks to the Principal, Dr. R. K. Gnanamurthy, ME., Ph.D.,
for the constant support given in all our activities.
I wish to express my sincere thanks to Dr. M. Latha Natarajan, MBA., Ph.D., and
Head of the Department of Management Studies for the help and kind support rendered by
her.
I express my profound thanks to Mrs. Prasanthi, MBA, Lecturer, and Department of
Management Studies , Faculty guide for the encouragement, supervision and guidance
throughout the project.
I also thank HRD department, Network clothing company Pvt Ltd, for granting me
permission to undergo this project in their organization.
I would like to express my sincere thanks for my parents and friends for their
unbounded support to make this project a reality.
I also express my heartfelt thanks to all the respondents who have provided
information required for the study.
7

8. CONTENTS
8

9. CONTENTS
Chapter No Title Page No
ABSTRACT i
LIST OF TABLES ii
LIST OF CHARTS iii
1 INTRODUCTION 1
1.1 About the study 2
1.2 About the Industry 3
1.3 About the company 4
2 MAIN THEME OF THE PROJECT
2.1 Objectives of the Study 6
2.2 Scope of the Study 7
2.3 Limitations of the Study 8
2.4 Research Methodology 9
2.5 Review of Literature 11
2.6 Analysis and Interpretation 12
3 FINDINGS, RECOMMENDATIONS AND CONCLUSION
3.1 Findings 27
3.2 Suggestions 28
3.3 Conclusion 29
4 SCOPE WORK FOR THE FUTURE 30
4.1 Appendix 31
4.2 Bibliography 33
9

10. ABSTRACT
10

11. ABSTRACT
The Study was on the topic EMPLOYEE SELECTION PROCESS with reference
to NETWORK CLOTHING COMPANY Pvt Ltd. Employee selection process is a measure
of how happy workers are with their job and working environment. Keeping morale high
among workers can be of tremendous benefit to any company, as happy workers will be
more likely to produce more, take fewer days off, and stay loyal to the company.
The main objective of the study is to study the relationship among the superiors
and subordinates and the effects of various training programs provided to employees.
In order to study the Employee selection process level, a questionnaire was framed
to know their opinion. The Population of the study was 200 employees in the organization
from different sections. The Sample of 20 respondents was selected using simple random
sampling method.
The data collected was analyzed using Simple Percentage method. The major
findings of the study are the employees were selected with the training programs and the
benefits provided to them.
The Suggestion given to the company was the Employees performance must be
appraised using the appropriate appraisal methods and the performance of the employees can
be increased by increment in their salary to improve the selected level of the employees.
11

12. LIST OF TABLES
12

13. LIST OF TABLES
PAGE
S.NO PARTICULAR
NO
2.6.1.1 Gender of the respondents 12
2.6.1.2 Age of the respondents 13
2.6.1.3 Marital status of the respondents 14
2.6.1.4 Education qualification of the respondents 15
2.6.1.5 Experience of the respondents 16
2.6.1.6 Have knowledge about the concern work style 17
2.6.1.7 Reason for preferring our concern 18
2.6.1.8 Reason for quitting from your previous concern 19
2.6.1.9 Achievement in your previous concern 20
2.6.1.10 Team leading capacity 21
2.6.1.11 Able to work-in inferiority and superiority complex
22
environment
2.6.1.12 Goals of distance 23
2.6.1.13 Careful in planning the distant goal 24
2.6.1.14 Being distraction involved something 25
2.6.2.15 Work style 26
2.6.2.16 Complex 26
2.6.2.17 Test Statistics 26
13

14. LIST OF CHARTS
14

15. LIST OF CHARTS
PAGE
S.NO PARTICULAR
NO
2.6.1.1 Gender of the respondents 12
2.6.1.2 Age of the respondents 13
2.6.1.3 Marital status of the respondents 14
2.6.1.4 Education qualification of the respondents 15
2.6.1.5 Experience of the respondents 16
2.6.1.6 Have knowledge about the concern work style 17
2.6.1.7 Reason for preferring our concern 18
2.6.1.8 Reason for quitting from your previous concern 19
2.6.1.9 Achievement in your previous concern 20
2.6.1.10 Team leading capacity 21
2.6.1.11 Able to work-in inferiority and superiority complex
22
environment
2.6.1.12 Goals of distance 23
2.6.1.13 Careful in planning the distant goal 24
2.6.1.14 Being distraction involved something 25
15

16. INTRODUCTION
16

17. CHAPTER-I
1.1 INTRODUCTION
Network Clothing Company Pty Ltd. operates as a manufacturer and importer of
quality garments for all ages and markets. The company was founded in 1988 and is
based in Abbotsford, Australia.
Fashionizer is an integrated framework that fits the needs of the garment industry of
virtual garment design and prototyping, concentrating on simulation and visualization
features.
Virtual Try On has been developed in close relationship to be compliant with
Fashionizer’s clothes and to allow trying them virtually on a body’s avatar in real time
on the Web; in a few words, it is a virtual clothing boutique.
The framework integrates innovative tools aimed for efficiency and quality in the
process of garment design and prototyping, taking advantage of state-of-the-art
algorithms from the field of mechanical simulation, computer animation, and rendering
that are directly provided by the research team of MIRA Lab
17

18. 1.2 INDUSTRY PROFILE
The Tirupur knitwear industry has been able to book orders from all the
sophisticated world market including European Union, U.S.A., Canada, Japan etc.
besides increasing its export growth rate in non- quota market. World renowned
companies and labels buy from Tirupur, e.g. Nike, Lacoste, St. Michael, Benetton,
Jockey, Kiabi, Marks & Spencer, C&A, Tape L Oiel, J.C. Penny, Gallery Lafayette,
Wal-Mart, H&M, Old Navy, Quick Silver, Decathlon, Mother Care, Migros, Primark,
Manor, S. Olivier, Euro Disney, Group Andre, Tom Tailor, Tommy Hilfiger, Adidas,
Carrefour, La Redout, 3 Suisse, Zara, Karstadt Quelle, Monoprix, Devianne, Fila, Oxbro,
Replay, Diesel, Nautica, Abacrobi & Stitch, MRK, to name a few
The TEA, the think tank preparing the Tirupur industry to overcome the future
difficulties has initiated to have a ware house in Antwerp, Belgium to facilitate sale of
the products manufactured by their members. They had entered into a MOU with St.
John Freight Systems Limited in September, 2003, to open ware houses and god owns in
Europe. This initiative will bear its first fruit in 2006 when the ware house at Antwerp
will be available to exporters from Tirupur. The On Time Delivery could then be better
controlled and ready stocks can be made available to buyers for immediate sale across
the table. In my opinion, TEA has three major thrust points, besides many others for
ensuring boosting sales of knitwear manufactured by its members in post 2004 scenario-
Making Tirupur a Branded Label in Europe/U.S.A efficiently utilize the Research &
Development Centre proposed by the Special Study Group of the Ministry of Textiles,
Government of India and Open an office in Europe backed by a R&D Centre and
warehouses to showcase various products from Tirupur to facilitate direct marketing
efforts.
If the TEA is successful in its efforts mentioned above the battle against
competition will be half won since what Tirupur mainly lacks today is a focused
marketing device which can constantly give fashion inputs to the industry and will
ensure direct sales of competitively priced better end products.
Thanks to the efforts of these companies and others, the yarn blends now
available in Tirupur are in various combinations of cotton, acrylic, silk, linen, tencel,
viscose, nylon, modal, elasthane, polyimide etc. Also there are treated yarns which
18

19. assure zero twist, feather touch softness, antibacterial, anti-static, odor
preventive, UV protective, bio-degradable, flame retardant or resistant, four tone colour
effect, hydrophilic acrylic, moisture management etc besides the branded varieties.
The Lakshmi Mills, a leading textile spinning and weaving machine manufacturer,
based at Coimbatore has of late joined hands with Chinese and Taiwanese manufacturers
of textile machinery to upgrade the technology of machinery and tool manufacturing,
thus making available advance machinery locally at competitive prices.
The spinning mills in and around Tirupur supplement their cotton requirements by
importing from U.S.A, Australia, Egypt etc. to spin good export quality yarn. Normal
count range used in Tirupur for manufacturing knitwear products is from 10s to 60s
(only ring spun) single ply and two ply. The range of yarn available is auto coned,
electronically cleaned yarns available in mlange, slub, crepe, gassed mercerized, space
dyed, grindle apart from normal combed yarns. The mills which provide the reputable
good quality yarns are Eastman Spinning Mills, Suryavanshi, SSM Mills, Rasi Spinning
Mills, Tirupur Textiles Pvt. Ltd., Chola Spinning Mills, Sulochana Cotton Spinning Mill,
ARC Spinning mills, SCM Textiles, Amravathi Spinning Mills, Amarjothi Spinning
Mills, Royal Classic Spinning Mills, Best Cotton Spinning Mills, Nachammai Cotton
Mills, Pioneer Spinning Mills, Barani Spinning Mills, Centwin Spinning Mills, KPR
Spinning Mills, Prime Textiles etc. These mills sell direct to the exporters or through
yarn agencies of Tirupur. The spindle capacity of these mills individually ranges from
25,000 to 150,000 spindles each.
The knitting machinery now available with the suppliers can cover most of the
gauges (gg) or tubular width of the fabric and fiber blends with advanced machinery or
attachments to the knitting machinery from leading manufacturers of China, Japan,
Europe or the U.S.A. Total number of imported knitting machines operating in Tirupur
area are more than 2,500. The South India Imported Machine Knitters Association
(SIIMKA) ensures import of good quality and advanced machinery suitable for the
Tirupur knitwear industry.
19

20. 1.3 COMPANY PROFILE
Net Work Clothing Co. Pvt. Ltd.Tirupur, Tamil Nadu, India
Textiles Products - Manufacturer, Export / Import
INTRODUCTION
We are one of the leading manufacturers of knitted garments in Tirupur, the Knit
City of South India. We are committed to the delivery of quality products meeting
required standards and specifications backed by the state-of-the-art infrastructure and
skilled workforce, NCC is able to create the success story.
Network Clothing Company Pty Ltd. operates as a manufacturer and importer of
quality garments for all ages and markets. The company was founded in 1988 and is
based in Abbotsford, Australia.
Fashionizer is an integrated framework that fits the needs of the garment industry
of virtual garment design and prototyping, concentrating on simulation and visualization
features.
Virtual Try On has been developed in close relationship to be compliant with
Fashionizer’s clothes and to allow trying them virtually on a body’s avatar in real time
on the Web; in a few words, it is a virtual clothing boutique.
The framework integrates innovative tools aimed for efficiency and quality in the
process of garment design and prototyping, taking advantage of state-of-the-art
algorithms from the field of mechanical simulation, computer animation, and rendering
that are directly provided by the research team of MIRA Lab
NCC is one of the reliable and efficient MANUFACTURERS and EXPORTERS of
HOSIERY KNITTED READY-MADE GARMENTS located in TIRUPUR - Popularly
called the KNIT CITY, located in the southern part of India.
20

21. Being in the industry for about a decade, the company has gathered huge experience
in production and exports of ready-made garments. During this period, the company has
emerged as a vertically integrated manufacturer. The company has obtained various
recognitions for its commitment toward the industry.
We are progressing into the future with the policy of "CUSTOMER
SATISFACTION" and to meet the challenges of WTO.We look forward towards a
possible association with you and would like you to contact us to serve you in the future.
PRODUCTS:
MANUFACTURERS and EXPORTERS of HOSIERY KNITTED READY-MADE
GARMENTS. Our products are - T-shirts with Sleeve and Sleeveless-Shirts with and
without embroidering, Hooded, Panel, cut & Sewn Polo. Necks as Scoop, Turtle, Round,
Lonny, Henley, Boat, High, V-drop, Square and Halter Neck... Garments as Camisoles,
Bath ropes, Pencil skirts, Trousers, Nightwear, Jackets, Cardigans, Shorts, Capri pants,
Crop Top suits, Leggings, Blouse, Cropped Top, Fitted T-shirt, Stretch pique button
through dress, slinky knit top with collars and placket, Rover collars, Lace Tunic and Cat
Suits etc.
NCC - a company which stands for its values.
We are one of the leading manufacturers of knitted garments in Tirupur, the Knit
City of South India. We are committed to the delivery of quality products meeting
required standards and specifications backed by the state-of-the-art infrastructure and
skilled workforce, NCC is able to create the success story.
We are Network Clothing Company (NCC). Our core business is Textile Exports,
but what drives us, is our commitment to our core values. We believe that values are not
only crucial, but an absolute necessity that no business can do without. Which is why,
our priority towards our Customers, Products, Team, and accountability, technology and
Environment takes precedence over everything else?
21

22. MAIN THEME
OF THE PROJECT
22

23. CHAPTER-II
MAIN THEME OF THE PROJECT
2.1 OBJECTIVES OF THE STUDY
 To analyze the Employee Selection Process level in the company
 To Study the Relationship among the superiors and subordinates
 To study the profile of network clothing company
 To find out the system of selection process in the company
 To make suggestions to improve the employee selection process in NCC
23

24. 2.2 SCOPE OF THE STUDY
Findings of the study can be used by the company to improvise in areas
where they are lagging behind in selection process of the Employees and motivating
them towards the goals. It can be used for any decision making regarding employees
benefits.
This study helps the researcher to have a clear idea of the selection
process criteria carried out in the organization
Findings of the study will be helpful for the organization to know the
level of awareness about the selection process among the employees
24

25. 2.3 LIMITATIONS OF THE STUDY
 The time period was a limitation
 The study is limited only to the employee’s selection process in NCC PVT LTD.
 Size of the population is limited
 Unwillingness of the respondents to fill the questionnaire
 Tools used are limited
 Lack of cooperation among few employees due to their work busy while
collecting data.
25

26. RESEARCH
METHODOLOGY
26

27. 2.4 RESEARCH METHODOLOGY
Research methodology is a way to systematically solving the research problem .it is
science of studying how research is done scientifically
Research can be defined as the search for knowledge, or as any systematic
investigation, with an open mind, to establish novel facts, solve new or existing
problems, prove new ideas, or develop new theories, usually using a scientific method.
The primary purpose for basic research (as opposed to applied research) is discovering,
interpreting, and the development of methods and systems for the advancement of
human knowledge on a wide variety of scientific matters of our world and the universe
The study was done in the following steps:
 Instrumentation
 Sample size
 Data collection
 Data Analysis
SAMPLE SIZE:
The Population of the study was 200 employees in the organization from network
clothing company. The Sample of 100 respondents was selected using simple random
sampling method.
DATA COLLECTION
There are two types of data collection used in this study
 Primary data
 Secondary data
PRIMARY DATA
Data observed or collected directly from first-hand experience. Published data and
the data collected in the past or other party is called secondary data.
27

28. SECONDARY DATA
Primary data that was collected by someone else or for a purpose other than the
current one.
ANALYSED OF TOOLS USED
It is carried out in the following way
 Simple percentage analysis
 Point analysis
A.SIMPLE PERCENTAGE ANALYSIS
Actual respondent
Simple percentage analysis =……………………….100
Total respondent
B) POINT ANALISIS
The scale used for the study in this project. Which express a favorable or favorable
attitudes towards the given object to which respondents are asked to react?
i. Agree
ii. Neutral
iii. Disagree
C). CHI-SQUARE TEST
(O¡-E¡) ²
χ =∑ ---------------
2
E¡
Degree of freedom (R-1) (C-1)
Where, R- Number of row
C- Number of column
O- Observed frequent
E- Expected frequency
28

29. 2.5 REVIEW OF LITERATURE
Validity and fairness of some alternative employee selection procedures.
Reilly, Richard R.; Chao, Georgia R.
Reviews research on the validity, adverse impact on minorities, and fairness of 8
categories of alternatives to employee selection tests and discusses the feasibility of
operational use of each type of alternative in an employment setting. Only biodata and
peer evaluation have validities substantially equal to those for standardized tests.
Previous reviews and more recent research indicated that interviews, self-assessments,
reference checks, academic achievement, expert judgment, and projective techniques
have levels of validity generally below those reported for tests. Data, where available,
offer no clear indication that any of the alternatives meet the criterion of having equal
validity with less adversive impact. Results are discussed and several additional
alternatives are described. (4½ p ref) (PsycINFO Database Record (c) 2010 APA, all
rights reserved)
Review and conceptual analysis of the employee turnover process.
Mobley, William H.; Griffeth, Rodger W.; Hand, Herbert H.; Meglino, B. M.
Research on employee turnover since L. W. Porter and R. M. Steers's (see record
1974-04029-001) analysis of the literature reveals that age, tenure, overall satisfaction,
job content, intentions to remain on the job, and commitment are consistently and
negatively related to turnover. Generally, however, less than 20% of the variance in
turnover is explained. Lack of a clear conceptual model, failure to consider available job
alternatives, insufficient multivariate research, and infrequent longitudinal studies are
identified as factors precluding a better understanding of the psychology of the employee
turnover process. A conceptual model is presented that suggests a need to distinguish
between satisfaction (present oriented) and attraction/expected utility (future oriented) for
both the present role and alternative roles, a need to consider nonwork values and
nonwork consequences of turnover behavior as well as contractual constraints, and a
potential mechanism for integrating aggregate-level research findings into an individual-
level model of the turnover process. (62 ref) (PsycINFO Database Record (c) 2010 APA,
all rights reserved)
29

30. ANALYSIS AND
INTERPRETATION
30

31. 2.6 ANALYSIS AND INTERPRETATION
2.6.1 SIMPLE PERCENTAGE ANALYSIS
TABLE 2.6.1.1
GENDER OF THE RESPONDENT
S.NO PARTICULAR NO OF PERCENTAGE
RESPONDENT (%)
1 MALE 54 54
2 FEMALE 46 46
TOTAL 100 100
Source: primary data
INTERPRETATION:
The above table denotes that 54% of the respondents are male, 46% of the
respondents are female
The maximum percentage of the respondents are male (54%)
CHART 2.6.1.1
GENDER OF THE RESPONDENT
56% 54%
54%
PERCENTAGE
52%
50%
48% 46%
46%
44%
42%
male female
GENDER
31

32. TABLE 2.6.1.2
AGE OF THE RESPONDENT
S.NO PARTICULAR NO OF PERCENTAGE
PARTICULAR (%)
1 BELOW-30 YEARS 25 25
2 30-45 YEARS 45 45
3 ABOVE-45 YEARS 30 30
TOTAL 100 100
Source: primary data
INTERPRITATION:
The above table shows that 25% of the respondents are below 30 years, 45%
of the respondents are 30- 45 years, and 30% of the respondents are above 30 years in
their age.
CHART 2.6.1.2
AGE OF THE RESPONDENT
50% 45%
45%
40%
35% 30%
PERCENTAGE
30% 25%
25%
20%
15%
10%
5%
0%
BELOW-30 30-45 YEARS ABOVE-45YEARS
YEARS
AGE
32

33. TABLE 2.6.1.3
MARITAL STATUS OF THE RESPONDENT
S.NO PARTICULAR NO OF PERCENTAGE
RESPONDENT (%)
1 MARRIED 50 50
2 UNMARRIED 40 40
3 WIDOW 10 10
TOTAL 100 100
Source: Primary data
INTERPRETATION:
The above table shows that 50 of the respondents are married, 40 of the
respondents are unmarried, and 10 of the respondents are widow
CHART 2.6.1.3
MARITAL STATUS OF THE RESPONDENT
60%
50%
50%
40%
PERCENTAGE
40%
30%
20%
10%
10%
0%
MARRIED UNMARRIED WIDOW
MARITAL
33

34. TABLE 2.6.1.4
EDUCATION QUALIFICATION OF THE RESPONDENTS
S.NO PARTICULAR NO OF PERCENTAGE
RESPONDENT (%)
1 SSLC 12 12
2 HSC 18 18
3 UNDER GRADUATE 32 32
4 POST GRADUATE 38 38
TOTAL 100 100
Source: primary data
INTERPRETATION:
The above table shows that 12% of the respondents completed their SSLC,
18% of the respondents completed their HSC, and 32% of the respondents completed
their under graduate, 48% of the respondents completed their post graduate based on
education qualification
CHART 2.6.1.4
EDUCATION QUALIFICATION OF THE RESPONDENTS
40% 38%
35% 32%
30%
PERCENTAGE
25%
20% 18%
15% 12%
10%
5%
0%
SSLC HSC UNDERGRADUATE POSTGRADUATE
EDUCATION
34

35. TABLE 2.6.1.5
EXPERIENCE LEVEL OF THE RESPONDENT
S.NO PARTICULAR NO OF PERCENTAGE
RESPONDENT (%)
1 BELOW-5YEARS 25 25
2 5-10 YEARS 35 35
3 ABOVE-10 YEARS 50 50
TOTAL 100 100
Source: primary data
INTERPRETATION:
The above table shows that 25% of the respondents have service below-5
years, 35% of the respondents have service 5-10 years, and 50% of the respondents
have service above-10 years based on their experience
CHART 2.6.1.5
EXPERIENCE OF THE RESPONDENT
60%
50%
50%
PERCENTAGE
40% 35%
30% 25%
20%
10%
0%
BELOW-5YEARS 5-10 YEARS ABOVE-10 YEARS
EXPERIENCE
35

36. TABLE 2.6.1.6
KNOWLEDGE ABOUT THE ORGANIZATION’S
WORK STYLE
S.NO PARTICULAR NO OF PERCENTAGE
RESPONDENT (%)
1 YES 60 45
2 NO 40 55
TOTAL 100 100
Source: primary data
INTERPRETATION:
The above table shows that 45% of the respondents have knowledge about the
organization’s work style, 55% of the respondents have no knowledge about the
organization’s work style.
CHART 2.6.1.6
HAVE KNOWLEDGE ABOUT THE CONCERNS
WORK STYLE
70%
60%
60%
50%
PERCENTAGE
40%
40%
30%
20%
10%
0%
YES NO
WORKSTYLE
36

37. TABLE 2.6.1.7
REASON FOR PREFERRING OUR CONCERN
S.NO PARTICULAR NO OF PERCENTAGE
RESPONDENT (%)
1 SALARY BASIS 35 35
2 ENVIRONMENT BASIS 25 25
3 SHIFT BASIS 40 40
TOTAL 100 100
Source: primary data
INTERPRETION:
The above table shows that that 33% of the respondents prefer the concern for
salary, 25% of the respondents prefer the concern for the environment, and 42% of the
respondents prefer the concern for the shift.
CHART 2.6.1.7
REASON FOR PREFERRING OUR CONCERN
45% 42%
40%
35% 33%
30%
25%
PERCENTAGE
25%
20%
15%
10%
5%
0%
SALARY BASIS ENVIRONMENT SHIFT BASIS
BASIS
CONCERN
37

38. TABLE 2.6.1.8
REASON FOR QUITTING FROM YOUR PREVIOUS CONCERN
S.NO PARTICULAR
Source: primary data NO OF PERCENTAGE
RESPONDENT (%)
1 DISTANCE 35 35
PROBLEM
2 INCONVENIENT 25 25
ENVIRONMENT
3 LESS SALARY 40 40
TOTAL 100 100
Source: primary data
INTERPRETATION:
The above table shows that that 35% of the respondents quit the previous
concern due to distance problem, 25% of the respondents quit the previous concern
due to inconvenient environment, and 40% of the respondents quit the previous
concern due to less salary in their concern
CHART 2.6.1.8
REASON FOR QUITTING FROM YOUR PREVIOUS CONCERN
45% 40%
40% 35%
35%
PERCENTAGE
30% 25%
25%
20%
15%
10%
5%
0%
DISTANCE INCONVENIENT LESS SALARY
PROBLEM ENVIRONMENT
CONCERN
38

39. TABLE 2.6.1.9
ACHIEVEMENT IN YOUR PREVIOUS CONCERN
S.NO PARTICULAR NO OF PERCENTAGE
RESPONDENT (%)
1 YES 60 60
2 NO 40 40
TOTAL 100 100
Source: primary data
INTERPRETATION:
The above table shows that 60% of the respondents have good achievements
in the previous concern whereas 40% of the respondents have no good achievements
in the previous concern.
CHART 2.6.1.9
ACHIEVEMENT IN YOUR PREVIOUS CONCERN
70%
60%
60%
50%
40%
PERCENTAGE
40%
30%
20%
10%
0%
YES NO
CONCERN
39

40. TABLE 2.6.1.10
TEAM LEADING CAPACITY
S.NO PARTICULAR NO OF PERCENTAGE
RESPONDENT (%)
1 CONFIDENT 45 45
2 NOT THAT MUCH 25 25
CONFIDENT
3 NEUTRAL 30 30
TOTAL 100 100
Source: primary data
INTERPRETATION:
The above table shows that 45% of the respondents are confident about their
team leading capacity, 25% of the respondents are not that much confident about their
team leading capacity, 30% of the respondents are neutral about their team leading
capacity.
TABLE 2.6.1.10
TEAM LEADING CAPACITY
50% 45%
45%
40%
35% 30%
PERCENTAGE
30% 25%
25%
20%
15%
10%
5%
0%
CONFIDENT NOT THAT NEUTRAL
MUCH
CAPACITY CONFIDENT
40

41. TABLE 2.6.1.11
ABLE TO WORK-IN INFERIORITY AND SUPERIORITY
COMPLEX ENVIRONMENT
S.NO PARTICULAR NO OF PERCENTAGE
RESPONDENT (%)
1 YES 45 45
2 NO 55 55
TOTAL 100 100
Source: primary data
INTERPRETATION:
The above table shows that 45% of the respondents are able to work in
inferiority and superiority complex environment, 55% of the respondents are unable
to work-in inferiority and superiority complex environment
CHART 2.6.1.11
ABLE TO WORK-IN INFERIORITY AND SUPERIORITY
COMPLEX ENVIRONMENT
60% 55%
50% 45%
PERCENTAGE
40%
30%
20%
10%
0%
YES NO
ENVIRONMENT
41

42. TABLE.2.6.1.12
MODE OF INTERACTION WITH EMPLOYEE
S.NO PARTICULAR NO OF PERCENTAGE
RESPONDENT (%)
1 MEETING 51 45
2 OFFICIAL 30 25
PHONE
3 MEDIATOR 19 30
TOTAL 100 100
Source: primary data
INTERPRETATION:
The above table shows that 51% of the respondents have interaction with
employee through meeting, 30% of the respondents have interaction with employee
through official phone, and 19% of the respondents have interaction with employee
through mediators.
TABLE 2.6.1.12
HOW TO INTERACTION WITH EMPLOYEES
60%
51%
50%
40%
PERCENTAGE
30%
30%
19%
20%
10%
0%
MEETING OFFICIAL MEDIATOR
PHONE
EMPLOYEE
42

43. TABLE 2.6.1.13
CAREFUL PLANNING ABOUT THE DISTANCE GOAL
S.NO PARTICULAR NO OF PERCENTAGE
RESPONDENT (%)
1 AGREE 45 45
2 NEUTRAL 30 30
3 DISAGREE 25 25
TOTAL 100 100
Source: primary data
INTERPRETATION:
The above table shows that 45% of the respondents are agreeing that they are
careful in planning about their distance goals; 30% of the respondents are neutral
about that they are careful in planning about their distance goals; 25% of the
respondents are disagreeing that they are careful in planning about their distance
goals;
CHART 2.6.1.13
CAREFUL IN THE DISTANCE GOAL
60%
45%
50%
PERCENTAGE
40%
30%
30%
25%
20%
10%
0%
AGREE NEUTRAL DISAGREE
GOLE
43

44. TABLE2.6.1.14
CAN YOU STAND WITHOUT BEING DISTRACTED WHEN ONE
INVOLVED IN SOMETHING
S.NO PARTICULAR NO OF THE PERCENTAGE
RESPONDENT (%)
1 AGREE 50 50
2 NEUTRAL 30 30
3 DISAGREE 20 20
TOTAL 100 100
Source: primary data
INTERPRETATION:
The above table shows that 50% of the respondents can stand without being
distracted when one involved in something. 30% of the respondents are neutral about
the statement; 20% of the respondents are distracted when one involved in
something.
CHART 2.6.1.14
CAN YOU STAND WITHOUT BEING DISTRACTED WHEN ONE
INVOLVED IN SOMETHING
60%
50%
50%
40%
PERCENTAGE
30%
30%
20%
20%
10%
0%
AGREE NEUTRAL DISAGREE
44

45. 2.6.2 CHI-SQUARE TEST
ANALYSIS BETWEEN THE WORK STYLE AND COMPLEX
Frequencies
Table No. 2.6.2.15 WORKSTYLE
10
0 Observed N Expected N Residual
yes 60 50.0 10.0
no 40 50.0 -10.0
Total 100
Table No. 2.6.2.16 COMPLEX
Observed Expected
N N Residual
yes 45 50.0 -5.0
no 55 50.0 5.0
Total 100
Table No. 2.6.2.17 TEST STATISTICS
WORK
STYLE COMPLEX
Chi-
4.000 1.000
Square(a)
df 1 1
Asymp.
.046 .317
Sig.
0 cells (.0%) have expected frequencies less than 5
The minimum expected cell frequency is 50.0.
INTERPRETATION:
The table value is less than the calculated value. The residual value is -5 out
of S100 residua. There is significant relationship between the work style and complex
45

46. FINDINGS, SUGGESSION
&CONCLUSION
46

47. CHAPTER-III
FINDINGS, SUGGESTIONS AND CONCLUSION
3.1 FINDINGS
1) Majority of the respondents are male (54%)
2) Majority of the respondents belong to the age group of 30-45 years (45%)
3) Majority of the respondents are married (50%)
4) Majority percentage of the respondents completed their post graduate (38%)
5) The maximum percentage of the respondents have service above-10 years of
experience
6) The maximum percentage of the respondents have knowledge about the concern
work style (55%)
7) The maximum percentage of the respondents prefer the concern for shift (42%)
8) Majority (40%) of the respondents quit the previous concern due to less salary
concern
9) Majority (60%) of the respondents have good achievements in the previous concern
10) Majority (45%) of the respondents are confident about their team leading capacity.
11) Majority (55%) of the respondents are able to work-in inferiority and superiority
complex environment
12) Majority (45%) of the respondents have interaction with employee through meeting
14) Majority of the respondents are distracted when one involved in something (50%)
47

48. 3.2 SUGGESTIONS
On the basis of the results obtained from the study, the following suggestions are
made
 The Employees expect to have an easy approach with their superiors and to maintain a
cordial relationship with their colleagues. The organization can take steps to fulfill
this expectation.
 The Employees are provided with adequate training programs. Yet the training and
development programmes can be increased to train the employees to adapt to latest
technology.
 The Employees can be provided with much more benefits like perks and other
monetary benefits.
 The facilities provided to the Employees can be improvised according to their needs.
 Good transportation facility can be provided to the Employees.
48

49. 3.3 CONCLUSION
Employee is the very important part of the organization. There are many good
decisions and positively thoughts towards the organization which creates happiness and
well performance. Employee s are continuously showing improvement in the
organization and satisfied with most of the matters like suitable salary, increment and
promotion. They are also following organization rules and regulation. Employee
motivation and training &development will give better selected employee
A study on employee selection process in NCC Pvt. Ltd. is concluded that
most of the employee are selected under a good selection process. Recommendations
have been made to improve the process in a better path.
49

50. SCOPE WORK
FOR THE FUTURE
50

51. CHAPTER IV
SCOPE WORK FOR THE FUTURE
In this research work, the analysis of employee selection process has been done
through various tools like simple percentage analysis and chi-square.
Further the study can be made in this which will be effective in order to analyze
the employee selection process of the company and various tools can be used like
correlations, f-test and weighted average test etc.
51

52. APPENDIX
52

53. 4.1APPENDIX
A STUDY ON SELECTION PROCESS IN NETWORK
CLOTHING COMPANY AT TIRUPUR
QUESTIONNAIRE
1. Name of the respondent:
2. Gender
A) Male B) Female
3. Age
A) Below 30 B) 30-45 C) Above 45
4. Marital study
A) Married B) Unmarried C) widow
5. Education qualification
A) SSLC B) HSC C) Under graduate D) Post graduate
6. Experience
A) Below-5 B) 5-10 C) Above-10
7. Do you know our concern work style?
A) Yes B) No
8. Why do you prefer our concern?
A) Salary basis B) Environment C) Shift basis
9. Why did you switch of your previous concern?
A) Distance problem B) Inconvenient environment
C) Less salary
53

54. 10. Did you have any achievement in your previous concern?
A) Yes B) No
11. Do you hope you have capable to lead the team?
A) Confident B) Not that much confident
12. Do you work inferiority superiority complex?
A) Yes B) No
13. How will you intermediate with employees?
A) Meeting B) official phone C) mediator
14. I am careful to plan for my distance goals
A) Agree B) Neutral C) Disagree
15. Can you stand being distraction one when you involved in something
A) Agree B) Neutral C) Disagree
18. The about the suggestion the employee selection process
THANK YOU
54

55. 4.2 BIBLIOGRAPHY
Books referred
1. Chhabra T.N-.Principles and Practice of Management- Dhanpat Rai & Co.Pvt.
Ltd.- New Delhi 1999 pp(53-57)
2. Moorthy MV-Principles of Labour Welfare- Vishakhapatnam Gupta Brothers 1968
3. Agarwala R.D.,Economic Aspect of Welfare State in India- Allahabad, Chaitanya
Publishing House 1967
Websites:
www.cengage .co. in
www.flipkart.com
www.scribd.com
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