CHAPTER I

RECRUITMENT: Recruitment is a linking activity bringing together who offer job and who seeking
for job. The purpose of recruitment is to locate source of manpower to meet job
requirement and job specification.
Recruitment is regarded as the most important function of personal
administration, because unless the right type of people or hired even the best
plans, organization charts and control system would fail.
Recruitment is the process of searching the candidate and stimulates them for
employment.

OBJECTIVES OF RECTRUITMENT:

To attract people with multi skills and experience that suits the present
and future organizational strategies.

To infuse fresh blood at all level of organization.

To develop an organizational culture that attracts competent people to

the company.

To search out for talent globally and not just with in the company.

FACTORS AFFECTING RECRUITMENT:All organization whether small or big does engage in secreting activity. It depends
upon:

The size of the organization.

The employment condition is community where organization is

located.

The effect of past recruiting efforts.

Rate or growth of organization.

Culture, economic and legal factors.

SELECTION

After identifying the sources of human resources, searching for prospective

employees and stimulating them to apply for jobs in an organization, the
management has to perform the function of selecting the right employees at the
right time. The objective of the selection decision is to choose the individual who
can most successfully perform the job from the pool of qualified candidates. The
selection procedure is the system of functions and devices adopted in a given
company to ascertain whether the candidates specifications are matched with the
job specifications and requirements or not.

ESSENTIAL OF SELECTION PROCESS:The selection process can be successful if the following requirements are
satisfied:

Some one should have the authority to select. This authority comes

from the employment requisition.

There must be some standard of personnel with which a prospective

employee may be compared i.e. a comprehensive job description and job

specification should be available beforehand.

There must be a sufficient number of applicants from whom the

required number of employees may be selected.

There is a no standard selection process that can be followed by all the companies
in all the areas. Companies may follow different selection techniques or methods
depending upon the size of the company, nature of the business, kind and number
of persons to be employed, government regulations to 0be followed etc. Thus,
each company may follow any one or the possible combinations of methods of
selection in the order convenient or suitable to it. Following are the selection
methods generally followed by the company.
Selection procedure employs several methods of
collecting information about the candidates qualifications, experience, physical
and mental ability, nature and behavior, knowledge, aptitude and the like for
judging whether a given applicant is or is not suitable for the job. Therefore, the
selection procedure is not a single act but is essentially a series of methods or
stages by which different types of information can be secured through various
selection techniques. At each step, facts may come to light, which are useful for
comparison with the job requirements an employee specification.

STEPS IN SELECTION PROCESS:

Job Analysis:- Job analysis is the basis for selecting the right

candidate. Every organization should finalize the job analysis, job description, job
specification and employee specifications before proceeding to the next step of
selection.

Recruitment:- Recruitment refers to the process of searching for

prospective employees and stimulating them to apply for jobs in an organization.

It is the basis for the remaining techniques of the selection and the latter varies
depending upon the former.

Application Form:- Application form is also known as application

blank. The technique of application blank is traditional and widely accepted for
securing information from the prospective candidates. It can also be used as a
device to screen the candidates at eh preliminary level. Many companies
formulate their own style of application forms depending upon the requirements
of information based on the size of the company, nature of business activities,
type and level of the job etc. Information is generally required on the following
items in the application forms:

Personal background information

Educational attainments

Work experiences

Salary

Personal details

References

Written Examination:- The organization have to conduct written

examination for the qualified candidates after they are screened on the basis of the
application blanks as to measure the candidates ability in arithmetical
calculations, to know the candidates attitude towards the job, to measure the
candidates aptitude, reasoning, knowledge in various discipline.

Preliminary Interview:- The preliminary interview is to solicit

necessary information form the prospective applicants and to assess the

applicants suitability to the job. Preliminary interview is useful as a process of
eliminating the undesirable and unsuitable candidates.

Group Discussion:- The technique of group discussion is used in

order to secure further information regarding the suitability of the candidate for
the job.

Interview:- Interview is aimed to evaluate the qualities of the

candidates by direct face-to-face discussion. Interview is an effective technique

to measure the knowledge, understanding, competence, interest in the work and
personality.

References:- Tests can reveal partial understanding of the candidates,

but he candidate, as a whole can be understood after verifying his character and
social and personal traits. This is why, candidates are asked to furnish the names
of two responsible persons, who know tem well. These persons are contacted and
enquire regarding the character and morality of the candidate is made.

Final Selection:- After going through aforesaid tests and formalities,

the HRD Manager makes the final selection of the candidate in consultation with
the department head.

Physical Test:- The employee must be physically sound for the

efficient and effective accomplishment of the work; therefore, the prospective

candidate must be examined physically before his appointment. An employee of
unsound health will prove to be a liability for the organization and dangerous to
his colleagues.

Orientation or Induction of employees:- The new employee is

oriented to the enterprise. It may be termed a socializing process by which the

employee is made familiar and friendly to environment of the business. Rules,
regulations and special feature of the business are communicated to him.

INDUCTION
Introducing the new employee who is designated as a probationer to the job, job
location, surroundings, organization, organizations surroundings, and various
employees is the final step of employment process. Some of the companies do
not company do not lay emphasis on this function as they view that the colleagues
of the new employees will automatically perform this function. This processes
gains more significance as the rate of turnover is high among new employees
compared to that among senior employees.

This is mainly because of the

problem of adjustment and adaptability to the new surroundings and environment.

Further induction is essential as the newcomer may feel insecure, shy,
nervousness and disturbing. This situation leads to instability. Hence, induction
plays pivotal role in acquainting the new employee environment, company rules
and regulations.
employee when he first joins a company and giving him the basic
information he needs to settle down quickly and happily and start work.
Lecture, handbook, film, group seminar are used to impart the information to
new employees about the environment of the job and the organization in
order to make the new employee acquaint himself with the following heads:
-

About the Company

About the Department

About The Superiors, Subordinates etc.

CHAPTER II

INDUSTRY PROFILE:BOARD OF DIRECTOR:

Chairperson
Smt. Savitri Jindal
Vice Chairman & Managing DirectorSh. Ratan Jindal
Director
Sh. Naveen Jindal
Director
Sh. T.R. Sridharan
Joint Managing Director & Chief
Sh. R.G. Garg
Operating Officer
Directors
Dr. L.K. Singhal
Directors
Sh. Suman Jyoti
Khaitan
Executive Director
Sh. N.P. Jayaswal
Sh.
Rajinder
Executive Director
Parkash
Director
Sh. B.D. Gupta
Director - Corporate Affairs
Sh. N.C. Mathur

At the time independent Indias first

industrialists were redrawing the blueprint of
commerce and industry, a farmer's son was
hard at work redrawing the blueprint of his
small business in Nalwa, a village in presentday Haryana. The enterprising young man was
O.P. Jindal , Jindal Organizations Man

of

Destiny.

Lacking the expertise to start a manufacturing unit, O.P. Jindal did the
next best thing; he started trading in steel pipes. The early years were
tough; and what saw him through was his vision and the
determination
to
realize
it.
By 1952, he was proficient and experienced enough to set up the
groups first factory at Liluah, near Calcutta for the manufacturing of
steel pipes, bends and sockets. Soon thereafter, a similar
manufacturing
unit
was
set
up
at
Hisar.
This period also saw the emergence of a professional culture. Jindal the proprietorship was transformed into Jindal - the organization. In
the early 60s, Jindal R & D showed promise by developing Indias
first 100% indigenous pipe mill, again at Hisar. This was a
breakthrough, the first of many in the years to come. Jindal built up a
reputation for ingenuity of product
and
product
integrity.
In 1970 , he established Jindal Strips Limited and a mini steel plant
set up at Hisar to manufacture coils and plates through the electric
and
furnace
route.
The management of the company is now looked after by the four able
sons of O.P. Jindal- P.R. Jindal, Sajjan Jindal, Ratan Jindal &
Naveen Jindal and his grand daughter Sminu Jindal.

Since its inception in 1970, when the Jindal

Plant was set up in Hisar, the Jindal
Organization has come a long way. Starting
out by being the first private sector steel plant
with technology developed by its R&D
division, today the Jindal conglomerate is a
name to reckon with in the Indian industry. This US$ 4.0 billion multilocational industrial giant is equipped with world class technology to
manufacture
products
matching
international
standards.

HISTORY

CHECKED

WITH

DISTINCTIONS

In these 29 years the Jindal Organization has emerged as the largest

producer of stainless steel in the country. The company has the
distinction of being the largest sheet galvaniser and cold rolled coil
producer
in
the
private
sector.
The Organizations history is indeed checkered with many such
distinctions like being the sole producer of U-O-E SAW pipes in Asia
(except Japan), and the only Indian company to use the acclaimed
Corex steel technology, the third in the world to do so.

THE

TECHNOLOGICAL

EDGE

The hallmark of the organization's achievements and growth has

been its ability to develop, adapt and adopt the latest technology, to
match the demands of a dynamic and burgeoning Indian industry.
Seeing

doors

where

others

see

walls

At Jindal, research is a self-imposed discipline; a challenge it has

pursued with a pioneers zeal. Exploring new ideas and attempting
breakthrough
products
and
processes.
For instance, tracking and adopting the latest in world technology,
anticipating customer needs with cost-efficient , reliable solutions,

and promoting engineering skill and manpower caliber. Jindals R&D

investment, together with its R&D capability has given it a headstart
over
others.

Quality control not only in the machines, but in the mind

first.
Perfection does not begin at the manufacturing plant. It begins in the
mind. It is a challenge that Jindal has overcome through diligence
and discipline and by encouraging its employees to develop a sense
of pride in their jobs.

TRUNOVER

The people are the pillars of strength in any organization.

New Delhi, April 30th 2008

Particulars

Quarter Ended
Year Ended
31ST
March
(In
31st March (In Crore)
Crore)
Growth
2007
Growth
2008 2007
2008
(%)
(Audited) (%)

GROSS
1,642.11,544.86.3%
TURNOVER
EBIDTA
245.1 234.1 4.7%
CASH
198.9 221.4 -10.2%
PROFIT
PAT
from
Ordinary
89.2 92.1 - 3.1%
Activities

5,704.15,267.8

8.3%

804.7 844.2

- 4.7%

651.9 773.8

-15.8%

264.3 353.0

-25.1%

Jindal Stainless Ltd. (JSL) today announced the unaudited financial

results for the quarter and year ended 31st March 2008, taken on
record by the Board of Directors in its meeting held in New Delhi.
The global stainless Steel industry during last year experienced
volatile spurts in raw material prices, resulting in fluctuating margins
for stainless steel manufacturer worldwide. During the year the sales
and sales realizations grew by around 8%, however, higher pressure
on input prices resulted in negative EBIDTA growth of around 5%.
The major value addition has come from the growth in companys
ferro
alloys
operations
where
the realizations have grown by 46% over last year. To increase the
thrust in the global stainless steel market, the company made its
presence felt by focusing to newer markets, especially European
markets, where the exports of the company grew to around 17% as
compared to around 3% in the last financial year.
Jindal Stainless has maintained its focus towards achieving its growth
path and is poised to take on newer leadership roles, ensuring
sustainable value creation through its strategies of end to end
integration, cost leadership & product innovations.

So the task of employee welfare has been taken up with commitment

and
imagination
at
the
Jindal
Organization.

Jindal were amongst the first to introduce free housing,

subsidized meals, free transport, medical benefits and
recreational and other facilities for workers in the Hisar
industrial
belt.
Such trend-setting efforts, however, have not been
confined to its factories. Jindal has also worked for the
welfare
of
the
community
at
large.
Wherever Jindal sets up base, it makes true the aspirations of the
towns it owns. This is especially true in the areas of education, health
and infrastructural facilities. N C Jindal Public School, New Delhi; the
500-bed N C Jindal Hospital, Hisar; Vidya Devi Jindal School, Hisar;
Jindal High School, Vasind are some examples. Another milestone in
the field of community development was accomplished when, on 19th
December 1998, Adult Education classes were started in Berhana
village near the SAW Pipes Ltd. (Kosi Kalan).

www.jindalsteel.com

COMPANY PROFILE:JINDAL STAINLESS- ARCHETECTURAL DIVISION:ARC - The Architecture Division of JSSL., a stainless steel major of India is
an
ISO:
9001-2000,
ISO:
14000
certified.
The Architectural Division launched by JSSL, endeavors to provide
architectural solutions on the usage of stainless steel. It has taken the initiative
to establish and address practical issues of design and fabrication related to
Stainless Steel products, offering technology and solutions catering to the
emerging market of Stainless Steel for Architecture, Building and
Construction (ABC) Industry in India.

Quality Policy
We are committed to be a leader in providing world class innovatively
designed stainless steel product mainly for the architecture, building and
construction sector with a focus on providing complete solutions from
design and fabrication, up to installation.
.we shall strive for customer delight by continually improving our
performance through a well implemented quality management system.

Quality Objective
* Achieve sales turnover of Rs48+15crore in year 2007-08 for project and
retail division. The corresponding sales turnover target for next two year are
Rs80+36crore in the year 2008-09 and Rs125+47crore in year 2009-10.
* Development of complete range of retail products with focus on modular
kitchen and stainless steel furniture and establishing a franchisee network
covering major cities in India to achieve the targeted sales for retail product.
* To enter the business of putting up bus Q shelters on BOT basis.
* To become the leading supplier for stainless steel solution to companies
who are awarded contract for new airports as well as modernization of old
airports in country.
* To initiate dialogue with Indian railways with proposals for pushing the
modernization of railway stations and railways coaches with innovatively
designed products.
* To remain one of the leading supplier for metro railways coming up in
other cities in India.

* To improve upon the present response times for bidding and the delivery,
installation against orders, by acheving100% compliances to specific target
for the same.
* Up gradation of plant and equipment to improve the productivity,
capability and the quality of manufacturing.
* Bringing in new technology for new product lines through foreign JVS/TT
agreements.
* Establish marketing and sales network outside NCR region covering
strategically important locations in the country.

QUALITY ASSURANCE
Understanding Customers requirement and ensuring to supply as per
these requirements is realized with the help of Quality Assurance and
Quality Control group at JSSL. Across the entire business chain of
supplies, operations and marketing appropriate quality assurance
systems are in place to ensure correctness at each step of the cycle.
ISO-9001-2000 Certification of the Plant is a testimony to this.
Alongside ISO14001 and OHSAS 18001 Systems certification of the
plan assure concern and protection towards environment and for
providing
a
safe
working
for
the
employees.
For ensuring the quality at every step well equipped Laboratories are
in place with a battery of modern equipments such as X-Ray
Analysers,
Spectrometers,
Leco
Analysers,
Metallurgical
Microscopes, Image Analyser, Universal Testing Machines etc to
name a few. Well-documented procedures ensure correctness in
testing and certification of the products. The production process are
constantly monitored and controlled to ensure the finished products
as per customer's requirements.

6S
FIRST STEP TOWARDS EXCELLENCE
SEIRI
SEITON
SEISO
SEIKETSU
SHITSUKE
SHUKAN

SORTING
ORDERLINESS
CLEANLINESS
STANDARDISATION
SELF DISCIPLINE
TO HABITUATE
1S

SEIRI

SORTING

SORTING means you should sort and segregate necessary and unnecessary
things in your working area.

2S
SEITON

ORDERLINESS

ORDERLINESS means you should arrange necessary things in order fix a

place for each thing and place there always.
3S
SEISO

CLEANLINESS

CLEANLINESS means- you should clean your working area daily so that
floor machines and instrument are dust and oil free.

4S

SEIKETSU -

STANDARDISATION

STANDARDISATION means- you should always keep high standard for

house keeping follow safely instruction, wear neat and clean clothes.
5S
SHITSUKE -

SELF DISCIPLINE

SELF DISCIPLINE means- you should keep and follow rules and regulation
for cleanliness and safety maintain discipline in your working area.
6S
SHUKAN

TO HABITUATE

HABITUATE means-to know, to interiorize the 5Ss.To create the habit of

5Ss.

KAIZEN
KAIZEN (In Japanese:-literally continuous improvement) is word of
Japanese origin in which KAI means, change and ZEN means for better.
KAI + ZEN = CHANGE FOR BETTER
Today better than yesterday, tomorrow better than today.
It is always possible to do better, none day must pass without the
implementation of some improvement, even on structure of company
or on the person.
KAIZEN activity should be done by asking following question under 5W
and 1H:-WHO, WHERE, WHEN, WHY, WHAT and HOW.
WHO

Who does it?

Who is doing it?
Who should be done it?
Who else can do it?
Who else should do it?
Who is doing 3Mus?

WHAT
What to do?
What is being done?
What should be done?
What else should be done?
What else can be done?
What 3Mus are being done?
WHERE
Where to do it?
Where it is done?
Where should it be done?
Where else can it be done?
Where else should it to be done?
Where are 3Mus are being done?

WHY
Why to do it?
Why is it being done?
Why else should it be done?
Why else can it be done?
Why do it that way?
Why are the 3Mus in the way of thinking?

WHEN
When to do it?
When it is done?
When should it be done?
When other time can it be done?
When there is presence of 3Mus?
HOW
How to do it?
How is it being done?
How should it be done?
How this method should be done other way?
How there are any 3Mus in the method?
3MU
MUDA-WASTE
MURI-STRESS
MURA-DISCREPANCY

ORGANISATIONAL CHART

DIRECTOR

PA TO DIRECTOR

AVP

PLANT

SBU - RETAIL

REFER TO
ANNEXURE 1

REFER TO
ANNEXURE 2

REFER TO
ANNEXURE 4

OTHER
DEPARTMENTS

HR &
ADMINISTRATION

FINANCE

MANAGER
PERSONNEL
(PLANT)

FINANCE HEAD
ASSISTANT VICE
PRESIDENT

MANAGER

SALES &
MARKETING

PROJECT

Sr. MANAGER

Sr. EXECUTIVE HR

DESIGN

PURCHASE

Dy. MANAGER

SITE

MANAGER

HEAD OF
DEPARTMENT

ASSOCIATE
MANAGER

MANAGER

Sr. EXECUTIVE

ASSOCIATE
MANAGER

CONTRACT
DEPARTMENT

PPC DEPARTMENT
Sr. EXECUTIVE

ASST. MANAGER

Sr. ENGINEER

OFFICER

ADMINISTRATION
HEAD OF
OFFICER
DEPARTMENT

DGM DESIGN

ENGINEER (2)

MANAGER

Sr. MANAGER

ASSOCIATE
MANAGER

ENGINEER

Sr. EXECUTIVE

TRAINEE

EXECUTIVE

SITE SUPERVISOR

MANAGER

EXECUTIVE

MANAGEMENT
TRAINEE

FITTER & WELDER

Sr. ARCHITECT

OFFICER

ARCHITECT

DESIGNER

Sr. DRAUGHTSMAN

DRAUGHTSMAN

TRAINEE

PLANT

PRODUCTION

REFER TO
ANNEXURE 3

QUALITY

STORES

Sr. MANAGER

MANAGER

ENGINEER

Sr. EXECUTIVE

QUALITY
SUPERVISOR

EXECUTIVE

HEAD OF
DEPARTEMENT

AM RESEARCH &
DEVELOPMENT

ENGINEER (2)

SITE
SUPERVISOR (3)

PRODUCT
DESIGNER

DESIGNER

PURCHASE
MANAGER

SALES &
MARKETING

AM PPC

SALES MANAGER
(2)

ENGINEER

ASSOCIATE
MANAGER (2)

Sr. EXECUTIVE
MARKETING

MANAGEMENT
TRAINEE

Vision: 2010

*To be amongst the top 10 stainless steel producers in the world.

*To gain international recognition for cost leadership, product innovation
and customer satisfaction.
*To be admired as a socially responsible corporate and a sustained value
creator for all its stakeholders.

VALUES
*We believe in simplicity by Keeping a low profile externally and having
clear, frank and effective Communication in the organization.
*We believe in teamwork with well defined Responsibilities and
accountability.
*We believe in relationships of trust amongst people through well-defined
responsibility and authority.
*We believe in according top priority to customer Focus through prompt and
appropriate response.
*We believe in respect and care for all those Associated with us by
commitments.

DIVERSIFICATION:-

Corporate Office New Delhi Mumbai Office

JINDAL
CENTRE JINDAL
MANSION
12,
Bhikaji
Cama
Place 5-A, Dr. G. Deshmukh Marg,
New Delhi- 110066, India Mumbai
400026,
India
Tel:
91-011-26188340-50 Tel: 91 - 022 - 4963000,
Fax:
9101141659169 4924470
74
Email : info@jindalsteel.com
Fax: 91 - 022 4961400
Plants
Jindal Stainless Limited
Hisar
P. O. Box No.6 O.P Jindal Marg,
Hisar - 125005 ( Haryana)
Tel : 91- 01662 - 222471 - 485
(15
Lines)
Fax: 91- 01662 - 220476,
220499
Orissa
Kalinga
Nagar
Industrial
Complex
Front
of
MESCO
Post
Danagari
Duburi
755026
Distt.
Jajpur,
Orissa
Phone:
91-672-6266001
Fax: 91-672-6266002

www.jindalsteel.com

Vishakhapatnam
58- 17-1/ 1 Sangeevaya Nagar,
Near Nad Kotha Road junction,
Vishakhapatnam- 530009, India
Tel : 91- 0891- 558898
Fax : 91- 0891- 558996
Indonesia
Kawasan Industry Maspion
Maspion
Unit-V
Desa
Sukomylyo-Manyar,
Gresik
61151
Jawa
Timur-Indonesia
Phone:
62-31-3959565
Fax: 62-31-3959566

CHAPTER III

RESEARCH METHOLOGY:The Research plays an important role for providing the right information about
consumer, which helps the management in making better decisions.
Research is a systematic attempt to obtain answers to meaningful questions about
phenomena or event through the application of scientific procedure in other words
Research can be defined as methodical, unbiased and competent investigation of a
subject matter to establish principles. Research has special significance in
identifying and solving various operational and business problems of business and
industry. Research is directed towards the solution of problem.

Mainly Research is of three types:1. Exploratory.

2. Descriptive.
3. Experimental.

EXPLORATORY RESEARCH
Exploratory Research is necessary in order to obtain a proper definition of problem.
The main purpose of such studies is that of formulating a problem for more precise
investigation. The major emphasis in such studies is on discovery of ideas and
insight. Exploratory research is generally carried out by three ways: 1. The survey of concerning literature.
2. Experience Survey.
3. Analysis of insight stimulating examples.

DISCRIPTIVE RESEARCH
Descriptive Research studies are those studies, which are concerned with
describing the characteristics of a particular individual or a group. A descriptive
research require a clear specification of what, who, when, where why and how
aspects of the research.
Two Methods are applied in this research are:1. Case Study.
2. Statistical Methods.
EXPERIMENTAL RESEARCH
Experimental Studies are those where the researcher tests the Hypotheses of
casual relationship between variables. Such studies require procedures that
will not only reduce bias and increase reliability, but will permit drawing
inferences about casualty.

TYPES OF RESEARCH USED:The type of research used in this project work is Descriptive. The
Descriptive research is used to collect Data and find out the cause and effect
relationship.

SAMPLING PROCEDURE
I decided to study the candidates who applied for the post of Team Member in
different departments of Jindal Arch. Ltd.
I contact the candidates through personal interviews. The Personal interview
though costly but yields the most satisfactory result in Research work.
DATA COLLECTION METHOD
As we know that the data is of two types: 1. Primary Data.
2. Secondary Data.
In Primary Data Researcher has to gather afresh data for the specific study that
undertaken by him. Primary data are gathered for a specific research project.
Primary data can be gathered by five methods: a. Direct Personal Interview.
b. Indirect Oral Interview.
c. Information from correspondents.

d. Mailed Questionnaire Methods.

e. Schedules sent through Enumerators
Secondary Data can be collected by two methods: a. Published Sources
b. Unpublished Sources.

OBJECTIVE OF STUDY:1) To identify what are the major factors, which influence the Recruitment &
Selection.
2) To find out the effectiveness of the methods used for the Recruitment &
Selection.

3)

To know the feedback of the Management/Employees of JINDAL

ARCHITECHURE LIMITED for Recruitment & Selection.

4) To get suggestions/recommendations from employees and submit them to
the management.

SCOPE OF THE STUDY:The scope of my study is to know how recruitment and selection helps in
providing the potential employees/candidates to the organization.
Recruitment & Selection includes information related to the way of
obtaining the potential candidates i.e. the way of elimination or rejection
procedure.

RESEARCH INSTRUMENT:The Research Instrument used in this project is Observation Method.

CASE STUDY
The case study method is a very popular form of qualitative analysis and
involves a careful and complete observation of a social unit, be that unit a person, a
family, an institution, a cultural group or even the entire community. It is the
method of study in depth rather than breadth. The object of the case study method
is to locate the factors that account for the behavior pattern of the given unit as an
integrated totality.
OBSERVATION METHOD
The observation method is most commonly used method specially is that
subjective bias is eliminated, if observation is done accurately.
Secondly, The information obtained under this method relates to what
is currently happening; It is not complicated by either the past behavior or
future intentions or attitudes. Observation methods are of various types like
structured, unstructured, controlled and uncontrolled

CHAPTER IV

RECRUITMENT PROCEDURE IN JAL:When we talking about the recruitment and selection process in JAL, the
recruitment and selection process is very standardized.
There is one form i.e. Man Specification Form which specifies
that which candidate is needed for which post with his / her essential and
desirable qualification, skills and also carries the necessary information
about the skills set of the required candidate.
With the help of this form every person can easily understand
that what is the hierarchy system of each position and what are the various
competencies are required for which level. It includes the various parameters
like, which are mentioned below:-

Designation
Department /Division
Reports to
Direct Subordinates
Education
Essential
Desirable
Experience
Skills
Specific Training / Specialization

Here the format of Man Specification form is given below which is used in
the company.

MAN SPECIFICATIONS SHEET

POSITION IDENTIFICATION
Designation

Division / Department
:
ORGANIZATIONAL RELATIONSHIPS
Reports to

Direct Subordinates

COMPETENCY REQUIRED
Education
Essential
Desirable

:
:

Experience

Skill

Specific Training/Specialization:
OTHER INFORMATION, IF ANY

DPM (HRD)

CEO

In JAL there are three major sources of recruitment of the employees i.e.

Recruitment through Campus Placements

Recruitment through Consultants

Recruitment through References.

When we talking about the recruitment the first process is the Man
Specification Sheet after that the second process is Manpower Requisition Form.
This form specifies that what are the various expected benefits (in terms of
increase revenue, productivity etc.) from the particular position to the
organization and it initiated by the Head of the Department with consultation of
the HRD department and the CEO of the company finally approves this form.

Recruitment Through Campus Placement:The recruited candidate as designates as per their qualification as
described below:

 Degree holder in engineering candidate is appoint as a GET,

Diploma holder in engineering is appoint a DET and

Management degree holder candidate is appointed as a M.T.

Recruitment Through consultants:The recruitment at all the levels except entry level is done through consultants, as
and when required company can refer to only those consultants which are
registered by the corporate office and for this company pays for the services to
the consultant.

Identification of vacancies
When any vacancies occur in any department .The departmental Head
reported to the HRD department with a requisition form. In the requisition form
there is information about the post and about the manpower. HRD department
verifies this form from CEO for recruitment.

Recruitment policy
The policy of recruitment has to be framed and dealt with carefully as it affects
human aspiration and values to a great extent. Recruitment policy of JAL is
guided by various administrative orders and directives received from the Govt.
from time to time.

Selection Procedure:After policy Formation Company recruit and select the right candidate for each
post .For this purpose company use different sources of recruitment. In selection
Procedure Company hold interview and medical checkup of the new joining.

Short list of the application

Every person who applies for a job may not posses necessary qualification and
experience for it .Any application, which is not suitable according the post .These
type application short-listed by the department.

Preliminary Interview
It seeks to ascertain whether the candidates are apparently able from physically
and mentally for the position applied for. This interview does not take much time.

Interview
An interview is a face-to-face observational and personal Method to evaluate a
candidate for a job. In any interview the interviewer is generally is in dominant
position.
Medical Examination

The employee must be physically sound for the efficient and effective
accomplishment of work. There fore the candidate is examined physically before
his appointment.
Final Selection
After going through tests and formalities the HRD department makes the final
selection of the candidate in consolation with departmental Head and CEO.

Training Induction Schedule In JAL:When the candidate joins the company, training induction schedule is
prepared for the candidate.
Through this the candidate can able to know about the organization,
can be able to know about their superior and subordinate so that it help the
candidate to work comfortably.

Introducing the new employee who is designated as a probationer to

the job, job location, surroundings, organizations, organizations surroundings, and
various employees is the final stage of employment process. Some of the
companies do not company do not lay emphasis on this function as they view that
the colleagues of the new employees will automatically perform this function.
This processes gains more significance as the rate of turnover is high among new
employees compared to that among senior employees. This is mainly because of
the problem of adjustment adaptability to the new surrounding and environment.
Further induction is essential as the new comer may feel insecure, shy,
nervousness and disturbing. This situation leads to instability. Hence, induction

plays pivotal role in acquainting the new employee environment, company rules
and regulations.

Induction is the process of receiving and welcoming an employee when he/she

first joins a company and giving him the basic information he needs to settle
down quickly and happily and start work.

Lecture, handbook, film, group seminar are used to information to new

employees about the environment of the job and the organization in order to make
the new employee acquaint himself with the following heads.

About the Company

About the Department
About the Superiors, Subordinates etc.

CHAPTER V

CONCLUSION

Conclusion is a necessary element of any project. It involves the

observations on the basis of either data collected from the relevant source or
by any other method. It is essence of the whole project. Conclusion is
wrapped here as under:
It has been observed during the training that every person who applies
for a job may not posses necessary qualification and experience for it .Any
application, which is not suitable according the post .These type application
short-listed by the department.
It has also been substantiated that preliminary interview is the initial
step adopted by the company, it seeks to ascertain whether the candidates are
apparently able from physically and mentally for the position applied for.
This interview does not take much time. There after an interview is a face-toface observational and personal Method to evaluate a candidate for a job. In
any interview the interviewer is generally is in dominant position.
As a traditional method, medical examination of the employee must at
the company, various variables works in this behalf.
In the final stage, after going through the preliminary tests and
necessary formalities the HRD department makes the final selection of the
candidate in collaboration with departmental Head and CEO.

It has also been observed that company adopts stereo-typed methods

recruitment. Company's recruitment system is running on traditional
methods.
Diversity of staff was also affecting the company's recruitment
procedure either directly or indirectly. Training system provided by the
company is running efficiently.

LIMITATION:The study was carried out only at the Jindal Architecture Limited,
Gurgaon.PLANT-2 And it has not covered the way of Manpower planning at
other Plants of the Jindal stainless steel Limited which are based at distant
Location like Delhi, Mumbai and Chennai these could not be covered
because they are located at a very distant place and to carry out the study
over their will take many months.
Some other limitations: Less availability of time and money for the research work.
L e s s e x p e r t i s e o r s k i l l s i n t h e r e s e a r c h e r.
Lack of Scientific training in the methodology of researcher.
Difficulty of timely and adequate secretarial assistance.
Difficulty of timely published data.

Suggestions: JAL should go for newer techniques of the Manpower Planning.

The company should try to celebrate the diversity to reduce the work
force diversity.
The JAL should try to reduce the organizational challenges i.e.
competitive position, decentralization and downsizing.
The JAL should try to reduce the environmental challenges i.e. the
internet revolution and job redefinition.

Findings: The JAL is adhering all possible norms & regulations of Govt.
regarding the wages & salary.
The company also conducts psychological tastes which provides
psychological base to the company.
Manpower planning is structured.
The company provides training and development programs to the
employees properly.
The company organizes Isolation camps for the recreational activities.

BIBLIOGRAPHY

Books:1. Rao T.V. (2001) Readings in HRD Oxford & IBH Publishing Co.
Pvt. Ltd., New Delhi.
2. Gomez-Mejia L.R., Balkin D.B., Cardy R.L. (2005) Managing
Human Resources: 3rd Edition Pearson Education, Prentice Hall of
India
3. Dessler G. (2005) Human Resource Management: 9th Edition
Pearson Education.
4. Kothari C.R. (1990) Methods & Techniques second edition

Websites:www.jindalsteel.com
www.google.com
www.jindalarc.in

DECLARATION

I, NAVEEN SINGLA, do here by declare that the training report done in

JINDAL

ARCHITECTURE

LIMITED

,Gurgaon

(Haryana)

submitted by me in the partial fulfillment of degree of Business Economics

from Ch. Devilal University, Sirsa is originally work conducted by me. The
data and facts provided in this report are authentic in the best of knowledge.
I have not submitted this training report to any other university for the award
or degree of any diploma.

(NAVEEN SINGLA)

PREFACE

As a matter of fact every M.B.A (B.E.) student has to undergo

practical training in an approved business organization for appropriate
period normally during summer vacation under the guidance of active
professional manager, so as to become aware of the real life business
situation and its environment. Thus on completion of M.B.A (B.E.) program,
the student had gained experience, which proves beneficial in tackling
business situation in future.
To fulfill the laid objectives, as per the approval of the faculty of training
coordination CDLU, SIRSA I was sent to JSSL, GURGOAN
The duration of my training was enough to extract maximum benefit in the
said field. I felt the pulse of the human resource field in the organization. I
would like to give my regards to the faculty the institute for providing
basic skills needed for the completion of the present project to its current
level of excellence.
This report gives the better understanding of the HR position of the JINDAL
ARCHITECTURE LIMITED.

ACKNOWLEDGEMENT
I w o u l d l i k e t o e x p r e s s my s i n c e r e gr a t i t u d e t o M i s s P o o j a ,
H R D M a n a g e r, J A L f o r g i v i n g m e t h i s o p p or t u n i t y t o
u n d e rgo my s u m me r i n t e r n s h i p i n t h i s o rga n i z a t i o n . I t w a s
due

to

their

e ffo r t s

that

was

able

to

undertake

c h a l l e n g i n g pr o j e c t f o r t h i s o rga n i z a t i o n .
Th i s pr o j e c t w a s a g r e a t o p p o r t u n i t y f o r me t o g e t a
f i r s t h a n d e x p e r i e n c e o f R e c r u i t me n t & S e l e c t i o n t h a t e x i s t s
i n a n o rga n i z a t i o n .
I a m a l s o gr a t e f u l t o M r.S ur e n d e r M o r , L e c t u r er o f
c o l l e g e f o r t h e i r c o n t r i b u t i o n a n d g u i d a n c e t o t h e s t u d y.
L a s t l y, I w o u l d l i k e t o t h a n k a l l t h o s e w h o d i r e c t l y o r
i n d i r e c t l y h a v e h e l p e d me i n c ar r y i n g o u t t h i s p r o j e c t r e p or t .

(NAVEEN SINGLA)

TABLE OF CONTENTS
CONTENTS
Chapter i

I n t rod u c t i o n

PAG E N O
1-9

Chapter ii

C o mp a n y p rof i l e

1 0- 3 0

Chapter iii

Research Methodology

31-36

Chapter iv

Recruitment & selection

Chapter v

Procedure in JAL

37-44

Conclusions & suggestions

45-49

Bibliography

50-51