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1

A PROJECT REPORT
ON

RECRUITMENT AND SELECTION

IN
ECOTEC ENERGY (INDIA) PRIVATE LMITED

in partial fulfilment of the requirement of

Masters of Business Administration,

Delhi

Submitted by:
AKANKSHA SINGH
Enrolment No.-A0102317115

Amity Business School


2

ACKNOWLEDGEMENT

The present work is an effort to throw some light on Recruitment and Selection
procedure in ENCOTEC ENERGY INDIA PRIVATE LIMITED.

With deep sense of gratitude I acknowledged the encouragement and guidance


received by my Project Guide Dr.ASHOK SHARMA, in his valuable guidance. He has
been a constant guiding force and source of illumination for me. He was very
generous in giving me this opportunity to work under shape. I would like to thank
him for his valuable advice and guidance.

I Would also like to thank Mrs Shruti Minocha without her guidance, supervision,
assistance, inspiration and cooperation the work would not have been possible to
come to the present shape.

Further I would thank all the staff members of HR division who have been very
courteous in providing all other information about company and its product.

I am also thankful to all the respondents who spared their valuable time for filling
up the questionnaire and helped me out with this project.

I convey my heartful affection to all those people who helped and supported me
during course, for completion of my Project Report.


3

DECLARATION

The summer training project on “A Study on the effectiveness of Recruitment and


selection Process” under the guidance of “Dr.ASHOK SHARMA” is the original work done
by me. This is the property of the institute and use of this report without prior permission
of the institute will be considered illegal and actionable.

Signature:

Dr.ASHOK SHARMA
4

Table of contents
Chapter 1
Company profile
 INTRODUCTION

 BACKGROUND OF THE COMPANY

Chapter 2
Literature Review
 CONCEPT – RECRUITMENT

 RECRUITMENT NEEDS

 SIGNIFICANCE OF RECRUITMENT

 RECRUITMENT PROCESS

 RECRUITMENT SOURCES

A. INTERNAL

B. EXTERNAL
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 ADVANTAGES AND DISADVANTAGES OF

RECRUITMENT SOURCES

 FACTORS AFFECTING RECRUITMENT

 RECENT TRENDS IN RECRUITMENT

 CONCEPT SELECTION

 OUTCOMES OF SELECTION DECISIONS

 SELECTION PROCESS

 DIFFERENCE BETWEEN RECRUITMENT AND


SELECTION

 HRD AT SAIL

 RECRUITMENT POLICY

 RECRUITMENT STRATEGY

 RECRUITMENT SOURCES OF SAIL

 SKILLS SET RECRUITMENT

 RECRUITMENT FOR MANAGERIAL POSITION

 RECRUITMENT FOR SENIOR AND JUNIOR LEVEL


POSITION

 RECRUITMENT CYCLE TIME

 SELECTION PROCESS IN SAIL

 PURPOSE OF RESEARCH STUDY


6

 ANALYSIS AND INTERPRETATION OF DATA

 FINDINGS

 LIMITATIONS

 RECOMMENDATIONS

 CONCLUSION

 BIBLIOGRAPHY
7

INTRODUCTION

“ABOUT THE COMPANY”


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PREFACE
Encotec Energy (india) Private Limited is a Private incorporated on 24 February 2009. It is classified as
Non-govt company and is registered at Registrar of Companies, Delhi. Its authorized share capital is Rs.
10,000,000 and its paid up capital is Rs. 8,000,000.It is inolved in Steam and hot water supply

Encotec Energy (india) Private Limited's Annual General Meeting (AGM) was last held on 07 September
2017 and as per records from Ministry of Corporate Affairs (MCA), its balance sheet was last filed on 31
March 2017.

Directors of Encotec Energy (india) Private Limited are Vinesh Kumar Kumar, Arun Kumar Sarna, Vaishali
Sarna, Rajeev Ahuja, Claus Reimer Muller, Brigitte Maria Hartenstein, Balvir Singh Chhonkar, Ralf Hubert
Gilgen, .

Encotec Energy (india) Private Limited's Corporate Identification Number is (CIN)


U40300DL2009PTC187912 and its registration number is 187912.Its Email address is
encotecenergy@gmail.com and its registered address is 90-A, POCKET-I, MAYUR VIHAR, PHASE-I
DELHI DL 110091 IN , - , .

Current status of Encotec Energy (india) Private Limited is - Active.

Encotec is a specialist service provider in the power industry with demonstrated technical and managerial
processes and procedures in large power plant construction and commissioning. We have a dedicated team of
700+ members including professionals, engineers, technicians, operators, fitters, welders & other experienced
staff who are experienced in working with manufacturers, utilities, suppliers, service providers, consultants,
EPC contractors, governments, and regulatory & financial institutions.

Certifications of Encotec:
 CRISIL Rating
 BS EN ISO 14001:2015
 ISO 9001:2008
 OHSAS 18001:2007
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10

INTRODUCTION

Encotec Energy (India) Pvt. Ltd has been a member of the German VPC group since 2016. The company is
certified to ISO 9001:2008 and provides a wide range of services in the energy sector, with a strong presence
in Thermal Coal, Gas, Solar, Substations and covering the entire value chain of projects in the energy sector -
from project development, Consultancy, Erection & Commissioning, Operation & Maintenance, Renovation &
Modernization, up to Testing and Products & Spares Supply. In order to provide international quality services
for power plants and infrastructure projects, Encotec is supported by its partners from China, Vietnam,
Germany, USA and India. Encotec is venturing in China, Indonesia, Vietnam and Africa and is represented
through its associate partners & companies.

Encotec provides efficient, cost-, effective-, and environmentally sound energy solutions to its esteemed clients
by combining the core competencies of selected partners in joint ventures.

Instead of following a subcontracting Approach, Encotec deploys ist own manpower to serve ist Clients at an
optimum cost-to-performance Ratio. This philosophy has resulted in constant growth of the company's
operations over the years. Encotec has a dedicated project management committee which provides adequate
supervision and back-office support to technical teams at various sites, effective monitoring of project
implementation schedules, client interface, vendor management and control at various project sites. Encotec
believes that its experienced and dynamic senior management team has been the key to its success and will
enable it to capitalize on future growth opportunities.

Encotec focuses on achieving market leadership with long-term growth in the energy and infrastructure
sectors. Our track record reflects a history of securing and expanding leading positions by providing niche
integrated services in line with quality, cost and schedule benchmarks. We are dedicated to delivering
innovative, fit-for-purpose solutions to our diverse base of customers.

Encotec is a specialist service provider in the power industry with demonstrated technical and managerial
processes and procedures in large power plant construction and commissioning. We have a dedicated team of
700+ members including professionals, engineers, technicians, operators, fitters, welders & other experienced
staff who are experienced in working with manufacturers, utilities, suppliers, service providers, consultants,
EPC contractors, governments, and regulatory & financial institutions.

Major Plants and Units of SAIL


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Integrated Steel Plants

 Bhilai Steel Plant (BSP) in Chhattisgarh


 Durgapur Steel Plant (DSP) in West Bengal
 Rourkela Steel Plant (RSP) in Orissa
 Bokaro Steel Plant (BSL) in Jharkhand
 IISCO Steel Plant (ISP) in West Bengal

Special Steel Plants

 Alloy Steels Plants (ASP) in West Bengal


 Salem Steel Plant (SSP) in Tamil Nadu
 Visvesvaraya Iron and Steel Plant (VISL) in Karnataka

Subsidiary

 Maharashtra
Elektrosmelt
Limited (MEL)
in Maharashtra

Joint Ventures
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 NTPC SAIL Power Company Pvt. Limited (NSPCL): A 50:50 joint venture
between Steel Authority of India Ltd (SAIL) and National Thermal Power
Corporation Ltd (NTPC Ltd); manages SAIL’s captive power plants at Rourkela,
Durgapur and Bhilai with a combined capacity of 814 megawatts (MW).

 Bokaro Power Supply Company Pvt. Limited (BPSCL): This 50:50 joint
venture between SAIL and the Damodar Valley Corporation (DVC) is managing the
302-MW power generating station and 660 tonnes per hour steam generation
facilities at Bokaro Steel Plant.

 Mjunction Services Limited: A 50:50 joint venture between SAIL and Tata
Steel; promotes e-commerce activities in steel and related areas. Its newly added
services include e-assets sales, events & conferences, coal sales & logistics,
publications, etc.

 SAIL-Bansal Service Centre Limited: A joint venture with BMW Industries Ltd.
on 40:60 basis for a service centre at Bokaro with the objective of adding value to
steel.

 Bhilai JP Cement Limited: A joint venture company with Jaiprakash Associates


Ltd on 26:74 basis to set up a 2.2 million tonne (MT) slag-based cement plant at
Bhilai.

 Bokaro JP Cement Limited: Another joint venture company with Jaiprakash


Associates Ltd on 26:74 basis to set up a 2.1 MT slag-based cement plant at Bokaro.
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 SAIL & MOIL Ferro Alloys (Pvt.) Limited : A joint venture company with
Manganese Ore (India) Ltd on 50:50 basis to produce ferro-manganese and silico-
manganese required in production of steel.

 S & T Mining Company Pvt. Limited: A 50:50 joint venture company with Tata
Steel for joint acquisition & development of mineral deposits; carrying out mining
of minerals including exploration, development, mining and beneficiation of
identified coking coal blocks.

 International Coal Ventures Private Limited: A joint venture company/SPV


promoted by five central PSUs, viz. SAIL, CIL, RINL, NMDC and NTPC (with
respectively 28.7%, 28.7%, 14.3%, 14.3% and 14.3% shareholding) aiming to
acquire stake in coal mines/blocks/companies overseas for securing coking and
thermal coal supplies.

 SAIL SCI Shipping Pvt. Limited: A 50:50 joint venture with Shipping
Corporation of India for provision of various shipping and related services to SAIL
for importing of coking coal and other bulk materials and other shipping-related
business.

 SAIL RITES Bengal Wagon Industry Pvt. Limited: A 50:50 joint venture with
RITES to manufacture, sell, market, distribute and export railway wagons, including
high-end specialised wagons, wagon prototypes, fabricated components/parts of
railway vehicles, rehabilitation of industrial locomotives, etc., for the domestic
market.

 SAIL SCL Limited: A 50:50 JV with Government of Kerala where SAIL has
management control to revive the existing facilities at Steel Complex Ltd, Calicut
and also to set up, develop and manage a TMT rolling mill of 65,000 MT capacity
along with balancing facilities and auxilliaries.

BACKGROUND OF THE COMPANY


14

Company Details

CIN U40300DL2009PTC187912

Company Name ENCOTEC ENERGY (INDIA) PRIVATE


LIMITED

Company Status Active

RoC RoC-Delhi

Registration 187912
Number

Company Category Company limited by Shares

Company Sub Non-govt company


Category

Class of Company Private

Date of 24 February 2009


Incorporation

Age of Company 9 years, 3 month, 1 days

Activity Steam and hot water supply


Click here to see other companies involved in
same activity.

Holding Company
Founded in 1963, the VPC Group now operates internationally and enjoys an excellent reputation in the energy industry. It provides
engineering services, consultancy, technical services and system integration for electricity and heat generation facilities and for
transmission and distribution systems.

The VPC Group is based on four strong pillars, each with a clear focus:
 VPC GmbH (engineering for energy plants and systems)
 Conwico GmbH (turnkey plant construction)
 VPC International GmbH (with international subsidiaries)
 Renewables

VPC has been involved in the design, engineering, construction supervision and commissioning of generation
facilities with a total capacity of over 70,000 MW, with a highly diverse range of technologies and different
operating times. VPC draws on a combination of engineering know-how and experience as an operator, and
always focuses on minimizing total life cycle costs. In addition, VPC is engaged in power and heat generation
from all kinds of renewables, above all in biomass, hydro power, solar energy (PV and CSP), geothermal
energy and wind.
15

After its foundation in Vetschau, East Germany, in 1963, VPC was known there as the “Institute for Power
Plants” for many years. The company initially belonged to various power plant operators, and from 2002 to
2014 was a member of the Vattenfall Group (VPC originally stood for “Vattenfall Europe PowerConsult”).

Since 2014, the VPC Group has been owned by the investment company palero, based in Luxembourg
and advised by palero capital GmbH of Munich. Consequently, since 2014, VPC has been independent – of both
supplier and operator interests. Our only commitment is to the needs of our customers.

The main customers include suppliers of electricity and heat, and networj operators. Prestigious power plant
equipment suppliers and EPC contractors, ministries, research institutes and international funding banks are
among the established customers of the company.

The staff of around 1,000, spread among six locations in Germany and one in each of Serbia and India, are key
to the success of VPC. The management team consists of exoerienced experts in energy plants and systems.

VPC International GmbH has the wholly owned subsidiary VPC East do.o. in Serbia, whose 15 employees are
engaged in the planning, design and construction supervision of thermal plants in the Balkan Region, and also
owns 50% of the Shares in Encotec Energy (India) Pvt. Ltd. in India. Around 700 employees at Encotec provide
Operation and maintenance Services for power plants, supply photovoltaic systems and trade in Chinese spares
for power plants.

VPC stands for:


 Reliability and expertise throughout the life cycle of energy facilities
 Independent planning and consultancy
 Extensive operator experience
 Fair prices
 Sustainable customer relationships
VPC is certified to ISO 9001, ISO 14001, OHSAS 18001 and KTA and has two DAKKS accrediations.
16

SWOT Analysis of The Industry


SWOT is an acronym for Strengths, Weaknesses, Opportunities and Threats. By definition, Strengths
(S) and Weaknesses (W) are considered to be internal factors over which you have some measure of
control. Also, by definition, Opportunities (O) and Threats (T) are considered to be external factors
over which you have essentially no control. SWOT Analysis is the most renowned tool for audit and
analysis of the overall strategic position of the business and its environment. Its key purpose is to
identify the strategies that will create a firm specific business model that will best align an
organization’s resources and capabilities to the requirements of the environment in which the firm
operates. In other words, it is the foundation for evaluating the internal potential and limitations
and the probable/likely opportunities and threats from the external environment. It views all
positive and negative factors inside and outside the firm that affect the success. A consistent study
of the environment in which the firm operates helps in forecasting/predicting the changing trends
and also helps in including them in the decision-making process of the organization.
17

“LITERATURE
REVIEW”
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CONCEPT – RECRUITMENT

RECRUITMENT–Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.

Recruitment is a process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications are
submitted. The result is a pool of applications from which new employees are selected.

Recruitment is an important part of an organization’s human resource planning


and their competitive strength. HRP helps determine the number and type of
people an organization needs. Job Analysis and Job Design specify the tasks and
duties of jobs and the qualifications expected from prospective jobholders.

Human Determine Job


Recruitment and Analysis
Resource
Selection needs
Planning

HR Planning is the process (including Job analysis may be understood as a


forecasting, developing and controlling) process of studying and collecting
by which a firm ensures that it has the information relating to the operations
right number of people and the right and responsibilities of a specific job. The
kind of people at the right time doing immediate products of this analysis are
work for which they are economically job descriptions and job specification.
most useful.
19

Job Description: Job description is a simple, concisely written statement


explaining the contents and essential needs of a job and a summary of the
duties to be performed. It gives a precise picture of features of each job in
terms of task contents and occupational requirements.

Job Specification: Job specification is a statement of the minimum acceptable


human qualities necessary to perform a job satisfactorily. It translate the job
description into terms of the human qualifications which are required for a
successful performance of a job.

FEATURES

 Recruitment is a process or a series of activities rather than a single act


or event.

 Recruitment is a linking activity as it brings together those with jobs


(Recruiter) and those seeking jobs (prospective employees).

 Recruitment is a positive function as it seeks to develop a pool of


eligible persons from which most suitable ones can be selected.

 Recruitment is an important function as it makes it possible to acquire


the number and type of persons necessary for continued function of
the organization.

 Recruitment is a pervasive function.

 Recruitment is a two way process-recruiter chooses whom to recruit,


prospective employee chooses where to apply

 Recruitment is a complex job as many factors affect it, e.g. image of


the organization, nature of jobs offered, organizational policies etc.
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RECRUITMENT NEEDS ARE OF THREE TYPES

 Planned:
i.e. the needs 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.

PURPOSE AND IMPORTANCE OF RECRUITMENT

 Attract and encourage more and more candidates to apply in the organization.
 Create a talent pool of candidates to enable the selection of best candidates for
the organization.
 Determine present and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
 Recruitment is the process which links the employers with the employees.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of selection process by decreasing number of
visibly under qualified or overqualified job applicants.
 Help reduce the probability that job applicants once recruited and selected will
leave the organization only after a short period of time.
 Meet the organizations legal and social obligations regarding the composition
of its workforce.
 Begin identifying and preparing potential job applicants who will be
appropriate candidates.
 Increase organization and individual effectiveness of various recruiting
techniques and sources for all types of job applicants.
21

RECRUITMENT PROCESS

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:

1) Identify vacancy
2) Prepare job description and person specification
3) Advertising the vacancy
4) Managing the response
5) Short-listing
6) Arrange interviews
7) Conducting interview and decision making

Personnel Job Employee


To
Planning Analysis Requisition
Selection

Job Recruitment Searching Applicant Screening Potential


Planning Activation
Vacancies Pool Hires
- Numbers “Selling”

- Types - Message

- Media

Strategy
Development
Applicant Evaluation
- Where
Population And Control
- How

- When

Recruitment Process
22

FACTORS AFFECTING RECRUITMENT


Recruitment is naturally subject to influence of several factors. These include
external as well internal forces.

Internal Factors External Factors

RECRUITMENT
 Recruitment Policy  Supply and demand
 HRP  Unemployment rate
 Size of the firm  Labor market
 Cost  Political- Social
 Growth and Expansion  Image

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 to fill a position are known as the
INTERNAL SOURCES of recruitment.
 Recruitment candidates from all the other sources are known as the EXTERNAL
SOURCES of recruitment.

SOURCES OF RECRUITMENT

Internal Sources External Sources

 Transfers  Press Advertisement


 Promotions  Educational Institutes
 Upgrading  Placement Agencies /
 Demotion Outsourcing
 Retired Employees  Employment Exchanges
 Retrenched Employees  Labor Contractors
 Dependents and relatives of  Unsolicited applications
deceased employees  Employee Referrals
 Recruitment at factory gate
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COMPARATIVE ADVANTAGES AND DISADVANTAGES OF RECRUITMENT SOURCES

Advantages Disadvantages

INTERNAL RECRUITMENT

It perpetuates the old concept of doing


1. It is less costly.
things.

Candidates are already oriented towards


2. It abets raiding.
organization.

Organizations have better knowledge


3. Candidate’s current work may be affected.
about the internal candidates.

Enhancement of employee morale and


4. Politics play greater role.
motivation.

5. Good performance is rewarded. Morale problem for those not promoted.

EXTERNAL RECRUITMENT

Better morale and motivation associated


Benefits of new skills, new talents and
1. with internal recruiting is denied to the
new experiences to organizations.
organization.

Compliance with reservation policy


2. It is costly.
becomes easy.

Scope for resentment, jealousies and Chances of creeping in false positive and
3.
heartburn are avoided. false negative errors.

Adjustment of new employees to the


4. It could help in injection of fresh blood.
organizational culture takes longer time.
24

RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

 Outsourcing
In India, the HR processes are being outsourced from more than a decade now. A
company may draw required personnel from outsourcing firms. The outsourcing
firms help the organization by the initial screening of the candidates according to
the needs of the organization and creating a suitable pool of talent for the final
selection by the organization. Outsourcing firms develop their human resource
pool by employing people for them and make available personnel to various
companies as per their needs. In turn, the outsourcing firms or the intermediaries
charge the organizations for their services.

Poaching / 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 might be a competitor in the industry.

E-Recruitment
Many big organizations use Internet as a source of recruitment. E- recruitment is
the use of technology to assist the recruitment process. They advertise job
vacancies through worldwide web. The job seekers send their applications or
curriculum vitae i.e. CV through e mail using the Internet.
25

CONCEPT - SELECTION

It is the process of differentiating between applicants in order to identify and hire


those with a greater likelihood of success in a job.

Once the recruiting effort has developed a pool of candidates, the next step in the
HRM process is to determine who is best qualified for the job. This step is called
the selection process. The enterprise decides whether to make a job offer and how
attractive the offer should be. The job candidate decides whether the enterprise
and the job offer fit his or her needs and personal goals. The process also seeks to
predict which applicants will be successful if hired. Success, in this case, means
performing well on the criteria the enterprise uses to evaluate employees.

OUTCOMES OF THE SELECTION DECISION

Selection Decision

Accept Reject
Job Performance

Unsuccessful Successful

Correct Decision Reject Error

Accept Error Correct Decision

Correct Selection Decisions are those where the candidate was predicted to be
successful in advance and prove to be successful on the job. At times the applicant
is predicted to be unsuccessful and, as expected, performs unsatisfactorily after
getting selected. While in the first case, the worker is successfully accepted; in the
later the worker is successfully rejected.
26

Errors arise when we reject a candidate who would have performed successfully on
the job. This is termed as reject error. In certain situations a worker is accepted
ultimately and performs unsatisfactorily. This is called accept error.

SELECTION PROCESS

Selection is a long process, commencing from the preliminary interview of the


applicants and ending with the contract of employment.

SELECTION PROCESS
27

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION

Difference between Recruitment and Selection

S.No. Recruitment Selection

Recruitment is the process of Selection involves the series of steps


searching the candidates for by which the candidates are screened
1
employment and stimulating them to for choosing the most suitable persons
apply for jobs in the organization. for vacant posts.

The basic purpose of recruitments is


to create a talent pool of candidates The basic purpose of selection process
to enable the selection of best is to choose the right candidate to fill
2
candidates for the organization, by the various positions in the
attracting more and more employees organization.
to apply in the organization.

Recruitment is a positive process i.e. Selection is a negative process as it


3 encouraging more and more involves rejection of the unsuitable
employees to apply. candidates.

Recruitment is concerned with Selection is concerned with selecting


4 tapping the sources of human the most suitable candidate through
resources. various interviews and tests.

Selection results in a contract of


There is no contract of recruitment
5 service between the employer and the
established in recruitment.
selected employee.
28

HUMAN RESOURCE DEVELOPMENT

Human Resources Development (HRD) as a theory is a framework for the expansion


of human capital within an organization through the development of both the
organization and the individual to achieve performance improvement.

Human Resource Development is the integrated use of training, organization, and career
development efforts to improve individual, group and organizational effectiveness. HRD
develops the key competencies that enable individuals in organizations to perform current
and future jobs through planned learning activities. Groups within organizations use HRD
to initiate and manage change. Also, HRD ensures a match between individual and
organizational needs.

ROLE OF HRD IN SAIL

FACILITATION
 Nurturing the future

 Strategic interventions for organisational growth

FUNCTIONAL
 Identifying skill gap

 Designing training interventions

 Internal consultant

 Management research, publication and documentation

 Develop the HRD function


29

HRD AT SAIL

HR DEPARTMENT

Recruitment Training MIS


E-Relations
And And And
Compensation
Selection Development

STRUCTURE OF HR DEPARTMENT:

RECRUITMENT POLICY

Recruitment policy of SAIL consists of

 Objectives

 Scope

 Sources of recruitment

 Recruitment plan

 Job specifications

 Requisitions

 Mode of selection
30

 Selection committee

 Final selection

RECRUITMENT STRATEGY

Recruitment strategies of the companies are:

 At least 50% of the vacancies occurring during a year at induction level/grades


are filled up through direct recruitment from external sources.

 Recruitment of executives from external sources will be made through open


advertisement in the press.

 Higher managerial grades/positions such as ASSISTANT MANAGER, MANAGER,


SENIOR MANAGER, AGM DGM GM DP AND EXECUTIVE MANAGER are done
through Direct Recruitment.

 Direct recruitment to the following will be centralised and done on all India
level basis at the Corporate Office for the entire company including its
Plants/Units .i.e.

 ASST.GENERAL MANAGER, DYP.GENERAL MANAGER,GENERAL


MANAGER ,EXECUTIVE MANAGER.

 MANAGEMENT TRAINEES (TECHNICAL AND ADMN.)

 JUNIOR MANAGER
31

RECRUITMENT SOURCES OF SAIL

INTERNAL SOURCES:-

1. PROMOTIONS:-Sail promotes the employees from one department to another


with more benefits and greater responsibility based on efficiency and experience.

2. EMPLOYEE REFERRALS:- Sail has structured system where the current


employees of the organization refer their friends and relatives for some position in
the organization.

EXTERNAL SOURCES:-

1.PRESS ADVERTISEMENTS:- Advertisements of the vacancy in newspapers and


journals are a widely used source of recruitment.

2.E-RECRUITMENT:- Sail uses Internet as a source of recruitment. E- Recruitment


is the use of technology to assist the recruitment process

SKILL SETS REQUIREMENT

As the organization grows the need for professionalism in the organization


increases and so does the pay package.

The requirements have changed in terms of:

 Role
 Profile
 Traits
Even the HR department focus on two areas:
1. Strategic policies planning and implementation
2. Activities to make the work of the people in the organization interesting.
32

There is a personalized position created for each and every individual from the top
to the lowest level in the organization.

 In SAIL HR Department can be categorized according to the personalized


positions :-
HR

Head
Managerial
Positions
HR and Admin

Manager

Sr. HR Executive

Sr. Level
Positions
Sr. Purchase
Executive
HR AND
ADMIN

HR

Executive

Admin

Executive
Jr. Level
Positions

Store

Executive

Front Desk

Executive
33

RECRUITMENTS FOR MANAGERIAL POSITIONS IN SAIL

Recruitment for managerial positions is done through interview & written test .

ELIGIBILITY:-

 The educational qualification, experience etc


 Their role in the organization in respect of their position, job responsibility, key
areas of performance.
 The pay structure along with the various facilities offered by the company.

RECRUITMENTS FOR SENIOR AND JUNIOR LEVEL POSITIONS

Main sources of recruitment here are:

 Newspaper Advertisements
 Internal employee reference
 Recruiting IT Management trainees
34

SELECTION PROCESS IN SAIL:-

 Initially HR specialists conduct the PRELIMINARY INTERVIEW to eliminate


unqualified job seekers based on the information supplied in their application
forms.

 Then HR specialist conducts different types of SELECTION TESTS, depending on


the job to determine the applicant’s ability, aptitude and personality.

SELECTION TESTS

Ability Test This assist in determining how well an individual can


perform tasks related of the job.

Aptitude Test This assist in determining a person’s potential to learn in


a given area.

Personality Test This test is given to measure a prospective employee’s


motivation to function in a particular working
environment.
Interest Test This test is used to measure an individual’s activity
preferences.

Medical Test
This test reveals physical fitness of a candidate.

 Then HR specialists conduct the EMPLOYMENT INTERVIEW.


35

TYPES OF EMPLOYMENT INTERVIEW

1. One-to-one Interview

Candidate Interviewer

2. Sequential Interview

1 2

Candidate Interviewers Candidate Interviewers


36

3. Panel Interview

Candidate Interviewers
37

“PURPOSE OF

RESEARCH STUDY”
38

RESEARCH METHODOLOGY:-

The study will be conducted to achieve the aforesaid objectives including


both exploratory and descriptive in nature and involve personal interviews that
will be based on the questionnaire format. A Research Methodology defines the
purpose of the research, how it proceeds, how to measure progress and what
constitute success with respect to the objectives determined for carrying out the
research study.

 The research methodology for the present study has been adopted to reflect
these realties and help reach the logical conclusion in an objective and scientific
manner.
 The present study contemplated an Exploratory Research.

The appropriate research design formulated is detailed below.

RESEARCH DESIGN: Exploratory Research

A research design is the specification of methods and procedures for acquiring the
information needed to structure or solve the problem. It is the overall operational
pattern or framework of the project that stimulates what information is to be
collected from which source and by what procedure. On the basis of major purpose
of our investigation the EXPLORATORY RESEARCH was found to be most suitable.
This kind of research has the primary objective of development of insights into the
problem. It studies the main area where the problem lies and also tries to evaluate
some appropriate courses of action.
39

DATA COLLECTION SOURCES:

Primary data: The data that is collected first hand by someone specifically for the
purpose of facilitating the study is known as primary data. So in this research the
data is collected from respondents through QUESTIONNAIRE.

PRIMARY SOURCES

The data required for the study has been collected from-

QUESTIONNAIRE survey among the officials and employees of SAlL.

PERSONAL INTERVIEWS with the company representatives regarding


recruitment and selection practices in organization.

Advantages of the Primary data collection method

1 Primary data can be collected from a number of ways.

Primary data is current and it can better give a realistic view to the researcher
2
about the topic under consideration. It provides unbiased information.

3 It is relatively cheap and no prior arrangements are required.

Secondary data: Secondary data refer to information gathered by someone other


than the researcher conducting the current study. Such data can be internal or
40

external to the organization and accessed through the Internet or perusal of


recorded or published information.
Secondary sources of data provide a lot of information for research and problem
solving. Such data are as we have seen mostly qualitative in nature.

SECONDARY SOURCES:

The secondary data has been collected from:

 Internet, websites
 Organizational Reports
 Case Studies
 Business magazines
 Books
 Journals on e-learning Industry.

Advantages to the secondary data collection method

1 It saves time that would otherwise be spent collecting data.

It provides a larger database (usually) than what would be possible to collect on


2
ones own.
41

SAMPLING METHOD

Survey was done by QUESTIONNAIRE method.

SAMPLE AREA
Delhi

SAMPLE UNIT
Officials and employees of SAIL
42

“ANALYSIS OF DATA”
43

ANALYSIS AND INTERPRETATION OF DATA

1) Is there a well defined Recruitment Policy in your organization?

S.No. Options No.


Strongly
1 Agree 10
Moderately
2 Agree 9
3 Disagree 1
4 Can't Say 0

CONCLUSION
An organization must have a well-defined recruitment policy corresponding to the
company and vacancy requirements. Existing employees can give a fair feedback on
the suitability of the policy. 50% employees feel that the organization’s
recruitment policy is stronge & well defined. And 45% employee feel that the
organization recruitment policy is moderately agree . Majority of employees feels
that policy is well defined which is a great morale victory on the part of
management.
44

Q2) Principle of right man on the right job is strictly followed/a detailed job-
analysis is done prior recruitment?

S.No. Options No.


1 Strongly Agree 9
Moderately
2 Agree 10
3 Disagree 1
4 Can't Say 0

CONCLUSION
Job Analysis is the process of studying and collecting information relating to the
operations and responsibilities of a specific job. The immediate products of this
analysis are job descriptions and job specifications. Recruitment needs to be
preceded by job analysis. The objective of employee hiring is to match the right
people with the right jobs. The objective is too difficult to achieve without having
adequate job information.

Responding to detail job analysis prior recruitment, 45 % employees say that the
principle of right man on the right job is strictly followed prior to recruitment.

Job Analysis is useful for overall management of all personnel activities. In present
scenario company should focus on job analysis as around 5% employees believes
that detailed job analysis is not being done prior recruitment which in future
affects performance of new recruit.
45

Q3) Do you think the need for manpower planning is given due consideration in
your organization and the manpower requirement is identified well in advance?

S.No. Options No.


1 Strongly Agree 4
Moderately
2 Agree 8
3 Disagree 2
4 Can't Say 1

CONCLUSION
Human Resource Planning is understood as the process of forecasting an
organization’s future demand for, and supply of, the right type of people in the
right number.

27% say that manpower planning is given due importance and manpower
requirement is identified in advance. 13% employees disagree. They think that no
due consideration is given to manpower planning in advance.
46

(Q4) Which internal source of recruitment is followed by the company and given
more priority?

S.No. Options No.


Internal
1 Promotion 11
Employee
2 Referral 0
3 Transfer 1
4 Job Posting 3

CONCLUSION

Internal Recruitment seeks applicants for positions from those who are currently
employed. Responding to above asked question, 73% employees tell that company

prefers internal promotion as internal source of recruitments. And rest 20% say
that Job posting is preferred. Majority of employees actually thinks that internal
promotion is given priority and followed by company as internal source of
recruitment.
47

Q5) Which external source of recruitment is followed by the company and given
more priority?

S.No. Options No.


1 Advertisement 13
2 Online Job Portals 0
3 Consultancy 1
Employment
4 Exchange 1

CONCLUSION

External Sources of recruitment lie outside the organization

87% employees think that Advertisement source is given more priority and 7%
employees tell that consultancy is preferred .
48

Q6) Which source of recruitment is relied upon when immediate requirement


arises?

S.No. Options No.


1 Internal 9
2 External 6

CONCLUSION

Every organization has the option of choosing the candidates for its recruitment
processes from two kinds of sources: internal and external sources.

Responding to recruitment source question, almost all the employees tell that
internal sources are relied upon when there is any immediate manpower
requirement in company.

Analysis clearly represents that 80% say that internal sources are better to be
opted for immediate opening in organization as company can have sufficient
knowledge about the candidate and it is less costly.
49

Q7) Do you think succession planning is done in advance in your organization?

S.No. Options No.


1 Strongly Agree 5
Moderately
2 Agree 4
3 Disagree 4
4 Can't say 2

CONCLUSION

Succession Planning is the process of identifying, developing, and tracking key


individuals so that they may eventually assume top-level positions.

In respond to Succession Planning question, almost 27% employees actually


believe that no succession planning is done in advance in organization.

Only 33% employees think that succession planning is done in advance.


50

Q8) The sorting of candidate applications is done by some pre set criteria?

S.No. Options No.


1 Strongly Agree 6
Moderately
2 Agree 6
3 Disagree 1
4 Can't say 2

CONCLUSION

Majority of employees, 40% believe that there is some pre-set criteria according to
which sorting of candidate application is done. 7% feel that sorting is not done by
any pre set criteria. Rest 13% can’t say about it.
51

Q9) Which are the parameters on which candidates are evaluated (give ratings out
of 10)?

S.No. Options No.


1 Intelligence 4
2 Aptitude 4
3 Skills 5
4 Experienced 10

CONCLUSION

Responding to this question, 22% weightage is given to experience first then


second most weighted parameter is skills then process knowledge and aptitude
and lastly attainments are considered.

Above analysis represents that employees believe that experience and skills are
mostly preferred parameter for evaluating candidates.
52

Q10) To identify the employee’s capabilities and aptitude, psychological testing is


done. Do you think it is a useful technique?
S.No. Options No.

S.No. Options No.


1 Strongly Agree 9
Moderately
2 Agree 5
3 Disagree 1
4 Can't say 1

CONCLUSION

Responding to this question, there is approximately same percentage of opposite


opinion of employees regarding psychological testing.

56% of employees believe that to identify employee’s capabilities and aptitude,


psychological testing is done and 6% think that no psychological testing is carried
out. 6% employees can’t give opinion on asked question.

Q11) What type of interview is taken while selection?


53

1 Patterned 8
2 Stressed 2
3 Depth 5
4 Others 0

CONCLUSION

The PATTERNED INTERVIEW format has, a structure to it. There is a set of pre-
determined questions that will be asked from each candidate for a position. The
STRESS INTERVIEW is the interview in which the interviewers try to 'discomfort' the
candidates in various ways and observe how they react to various difficult
situations. An IN-DEPTH INTERVIEW is a qualitative research technique that allows
person to person discussion. It can lead to increased insight into people's
thoughts, feelings, and behavior on important issues. This type of interview is
often unstructured.

Responding to the type of interview 53% employees think that patterned


interviews are generally taken. 33% employees have the opinion that depth
interviews are often used. Rest believes that stress or any other type of interview is
being taken.
54

Q12) The view of the concerned department head is given special attention while
selecting the employee of the department?

S.No. Options No.


1 Strongly Agree 6
Moderately
2 Agree 8
3 Disagree 0
4 Can't say 1

CONCLUSION

Above analysis clearly shows that almost all the employees believe that the views
of concerned department head is given special attention while selecting the
employee of the department.

Only 40% employees agree for giving due consideration to concernd departmental
head opinion.
55

Q13) Is the physical examination necessary after final interviews?

S.No. Options No.


1 Strongly Agree 9
Moderately
2 Agree 2
3 Disagree 4
4 Can't say 0

CONCLUSION

Most of the employees think that physical examination is necessary after final
interview.

27% employees feels that it is not so important and rest 60% employees feel that
physical examination is important .

Q14) What is the weightage given to the following (out of 100%)?


56

S.No. Options No.


1 Written Test 55
Group
2 Discussion 15
3 Final Interview 30

CONCLUSION

Responding to this question, maximum weightage is given to Written Test. Group


Discussion is given the least weightage among the three available options.
57

Q15) Is Induction as well as a training program conducted after joining of


employees?

S.No. Options No.


1 Yes 14
2 No 1

CONCLUSION

Induction is planned introduction of employees to their jobs, their co-workers and


the organization.

Almost all the employees admit that induction as well as training program is
conducted after joining of employees. It is healthy sign for any organization.

7% employees tell that no orientation programme is conducted in company for


new joinees.
58

Q16) Do you think the present selection process is feasible for selecting the
employees?

S.No. Options No.


1 Strongly Agree 6
Moderately
2 Agree 8
3 Disagree 1
4 Can't say 0

CONCLUSION
Selection is a long process, commencing from the preliminary interview of the
applicants and ending with the contract of employment.

Responding to selection process, 7% employees think that the present selection


process is not feasible for selecting the employees. 40% employees believe that
there exists a feasible and adaptable selection procedure in company.
59

“FINDINGS”
60

FINDINGS

 Internal Promotions and Job Portals are mostly used recruitment source.
 Written test is given weightage during selection process.
 To some extent company has pre set-criteria for sorting the candidate’s
applications.
 Concerned departmental head is given special attention while selecting a
candidate of the department.
 Employees are in the favor of physical examination and reference check after
selection of candidate.
 Orientation is given to new joinee, still employees are in favor of its
improvement.
 Present selection process need improvement in terms of its procedure, tests
and interview type.
61

“LIMITATIONS”
62

LIMITATIONS OF THE SURVEY

 As the sample size was small, hence conclusions cannot be generalized.


 Unwillingness and inability of respondents to provide information.
 Due to time constraint in-depth study could not be carried out.
 As the strength of the company is big, it was not possible to draw sample
from each and every department.
63

“RECOMMENDATIONS”
64

RECOMMENDATIONS

After analyzing the collected data, the following recommendations were made
to improve the present recruitment and selection scenario in the organization.

 First of all the management should review their recruitment policy and look for
the areas of improvement for ensuring the best hiring.

 Management should structure and systematically organize the entire


recruitment processes.

 Recruitment management system should facilitate faster, unbiased, accurate


and reliable processing of applications from various applications.

 Recruitment management system should helps to reduce the time-per-hire and


cost-per-hire.

 Recruitment management system should helps to incorporate and integrate


the various links like the application system on the official website of the company,
the unsolicited applications, outsourcing recruitment, the final decision making to
the main recruitment process.

 Recruitment management system should maintain an automated active


database of the applicants facilitating the talent management and increasing the
efficiency of the recruitment processes.
65

 Recruitment management system should provides and a flexible, automated


and interactive interface between the online application system, the recruitment
department of the company and the job seeker.

 Management should offers tolls and support to enhance productivity, solutions


and optimizing the recruitment processes to ensure improved ROI.

 Recruitment management system should helps to communicate and create


healthy relationships with the candidates through the entire recruitment process.

 Management should follow a systematic process for HR Planning.

 Present employee should be encouraged to refer their friends and relatives.


This source is usually one of the most effective methods of recruiting because
many qualified people are reached at a very low cost to the company. And referred
individuals are likely to be similar in type to those who are already working for the
company. Management can propose a scheme for EMPLOYEE REFERING.

 Internal Promotions should be done on regular basis during specified time-


period.

 All selection tests i.e. Ability tests, Aptitude tests, Personality tests, Interest
tests, written tests, should be given equal weightage during selection process.

 Salary structure should be in match with company’s same level present


employee and market value.
66

 Physical examination and reference check should be given due consideration


after selecting a candidate.

 Induction should be properly done for selected candidate. The idea is to make
the new selected employee feel at home in the new environment.

 Effectiveness of the selection process should evaluate on regular basis for


ensuring availability of competent and committed personnel. In order to do so, a
periodic audit can be done.
67

“CONCLUSION”
68

CONCLUSION

Every company looks for an employee, who can work effectively. They are in
search of a person who has the maximum skills required for the job. After
selecting the right person, the company’s main aim is to place that person at the
right job. The main strength of any company is its employees. Effective workers
are the best route to success. For this reason, company's strives to attract and
hire the best, and to provide the best place to work.

Some of the biggest and most constant challenges that plague organization is
people related because they don’t place more emphasis on getting the recruitment
process right. If they get the right person in the right job at the right time, bottom-
line and many other business benefits are immediate, tangible and significant. If
they get the wrong person in the wrong job, then productivity, culture and
retention rates can all take a hit in a big way.

Steel Authority Of Indias Limited has competent and committed workforce, still
there are scope for more improvements. To ensure that company recruits the right
people, it has to identify essential skills and behaviors that applicants should
demonstrate. For each position there should be a job description outlining typical
duties and responsibilities and a person specification defining personal skills and
competences. The emphasis should be on matching the needs of the company to
the needs of the applicants. This would minimize employee turnover and enhance
satisfaction.

It is important for the company to have a clear and concise recruitment policy in
place, which can be executed effectively to recruit the best talent pool for the
selection of the right candidate at the right place quickly. Creating a suitable
69

recruitment policy is the first step in the efficient hiring process. A clear and
concise recruitment policy helps ensure a sound recruitment process.

Management should structure and systematically organize the entire recruitment


processes. It should Offers tolls and support to enhance productivity, solutions and
optimizing the recruitment processes to ensure improved ROI. The Recruitment
Management System (RMS) should be such that it helps to save the time and costs
of the HR recruiters in company and improving the recruitment processes.
70

“BIBLIOGRAPHY”
71

BIBIOLOGRAPGY

BOOKS REFERRED
 Human Resource and Personnel Management, K. Aswathappa,
 Human Resource Management , Khanka

WEBSITES REFERRED
 www.mbdalchemie.com
 www.google.com
 www.recruitment.naukrihub.com
 www.citehr.com
 www.hrmguide.co.uk
 www.oneclickhr.com
 www.wikipedia.com

OFFICIAL
 SAIL employee information handbook