Académique Documents
Professionnel Documents
Culture Documents
A PROJECT REPORT
ON
IN
ECOTEC ENERGY (INDIA) PRIVATE LMITED
Delhi
Submitted by:
AKANKSHA SINGH
Enrolment No.-A0102317115
ACKNOWLEDGEMENT
The present work is an effort to throw some light on Recruitment and Selection
procedure in ENCOTEC ENERGY INDIA PRIVATE LIMITED.
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
Signature:
Dr.ASHOK SHARMA
4
Table of contents
Chapter 1
Company profile
INTRODUCTION
Chapter 2
Literature Review
CONCEPT – RECRUITMENT
RECRUITMENT NEEDS
SIGNIFICANCE OF RECRUITMENT
RECRUITMENT PROCESS
RECRUITMENT SOURCES
A. INTERNAL
B. EXTERNAL
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RECRUITMENT SOURCES
CONCEPT SELECTION
SELECTION PROCESS
HRD AT SAIL
RECRUITMENT POLICY
RECRUITMENT STRATEGY
FINDINGS
LIMITATIONS
RECOMMENDATIONS
CONCLUSION
BIBLIOGRAPHY
7
INTRODUCTION
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 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
9
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.
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.
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.
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.
Company Details
CIN U40300DL2009PTC187912
RoC RoC-Delhi
Registration 187912
Number
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.
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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.
“LITERATURE
REVIEW”
18
CONCEPT – RECRUITMENT
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.
FEATURES
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.
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.
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RECRUITMENT PROCESS
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
- Types - Message
- Media
Strategy
Development
Applicant Evaluation
- Where
Population And Control
- How
- When
Recruitment Process
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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
Advantages Disadvantages
INTERNAL RECRUITMENT
EXTERNAL RECRUITMENT
Scope for resentment, jealousies and Chances of creeping in false positive and
3.
heartburn are avoided. false negative errors.
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.
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CONCEPT - SELECTION
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.
Selection Decision
Accept Reject
Job Performance
Unsuccessful Successful
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.
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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 PROCESS
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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.
FACILITATION
Nurturing the future
FUNCTIONAL
Identifying skill gap
Internal consultant
HRD AT SAIL
HR DEPARTMENT
STRUCTURE OF HR DEPARTMENT:
RECRUITMENT POLICY
Objectives
Scope
Sources of recruitment
Recruitment plan
Job specifications
Requisitions
Mode of selection
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Selection committee
Final selection
RECRUITMENT STRATEGY
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.
JUNIOR MANAGER
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INTERNAL SOURCES:-
EXTERNAL SOURCES:-
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.
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There is a personalized position created for each and every individual from the top
to the lowest level in the organization.
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
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Recruitment for managerial positions is done through interview & written test .
ELIGIBILITY:-
Newspaper Advertisements
Internal employee reference
Recruiting IT Management trainees
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SELECTION TESTS
Medical Test
This test reveals physical fitness of a candidate.
1. One-to-one Interview
Candidate Interviewer
2. Sequential Interview
1 2
3. Panel Interview
Candidate Interviewers
37
“PURPOSE OF
RESEARCH STUDY”
38
RESEARCH METHODOLOGY:-
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.
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
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-
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.
SECONDARY SOURCES:
Internet, websites
Organizational Reports
Case Studies
Business magazines
Books
Journals on e-learning Industry.
SAMPLING METHOD
SAMPLE AREA
Delhi
SAMPLE UNIT
Officials and employees of SAIL
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“ANALYSIS OF DATA”
43
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?
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?
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?
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?
CONCLUSION
87% employees think that Advertisement source is given more priority and 7%
employees tell that consultancy is preferred .
48
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
CONCLUSION
Q8) The sorting of candidate applications is done by some pre set criteria?
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)?
CONCLUSION
Above analysis represents that employees believe that experience and skills are
mostly preferred parameter for evaluating candidates.
52
CONCLUSION
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.
Q12) The view of the concerned department head is given special attention while
selecting the employee of the department?
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
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 .
CONCLUSION
CONCLUSION
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.
Q16) Do you think the present selection process is feasible for selecting the
employees?
CONCLUSION
Selection is a long process, commencing from the preliminary interview of the
applicants and ending with the contract of employment.
“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.
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“LIMITATIONS”
62
“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.
All selection tests i.e. Ability tests, Aptitude tests, Personality tests, Interest
tests, written tests, should be given equal weightage during selection process.
Induction should be properly done for selected candidate. The idea is to make
the new selected employee feel at home in the new environment.
“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.
“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