Project report - kalpana jain

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Project Report by MBA-HR student under my guidance while I was Group President HR for ISPAT Group and GSHL Group

Project Report by MBA-HR student under my guidance while I was Group President HR for ISPAT Group and GSHL Group

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  • 1. A Project Report on Recruitment & Selection in PSSPL, a Group Company of ISPAT Group and GSHL Group ( Global Steel Holdings Ltd ) Masters in Business Administration Semester I Submitted at Premiere Supplies and Services Pvt Ltd Submitted By Ms. Kalpana Jain to Ms. Shailaja Patil,University of Pune Under the Guidance ofMr Vipul Saxena, Group VP-HR : ISPAT Group and GSHL Group 1
  • 2. (2010- 2012) ACKNOWLEDGEMENTThe Joy of ingenuity! This is doubtlessly what this project isabout. Before getting to brass tasks of things, I would like to add aheartfelt word for all the people who have in their own sweetways helped me in bringing out the creativeness of this project.This project would just not have been complete without thevaluable contributions from various people whom I haveinteracted with in the course of its completion.I firstly thank the University & my MIMS Director Ms. ShailajaPatil for giving me an opportunity to learn from this project.I would like to take this opportunity to express my sinceregratitude and thank my Project Guide, Mr Vipul Saxena GroupVP-HR, Ispat Group & GSHL Group and also for assistance Mr.Ashok Sinha & one of the team member of PSSPL, Ms. NamitaBarve for humbly helping me in the project. Without them thisproject would just have been an idea without form or content.Special thanks to Respected Mr. Vipul Saxenaji & Mr. Sarodejifor their continuous support, encouragement, & undeterredguidance for completion of this project.My Parents need special mentions here for their constant support& love in my life. I also would like to thank my friends & well-wishers who have provided their whole-hearted support to me inthis exercise.I believe that this endeavor has prepared me for taking up newchallenging opportunities in future.Last but not least I wish to thank all people who have lent me ahelping hand in finishing this project whose names are toonumerous to be mentioned here. 2
  • 3. INDEXSr. PageNo Table of Contents No 1 Executive Summary 4 2 Objective 5 3 Introduction 6 4 Recruitment 7 5 Purpose and Importance of Recruitment 8 6 Sources of Recruitment 9 7 Factors affecting Recruitment 12 8 Recruitment Policy of the Company 14 9 Components of Recruitment Policy 15 10 Trends in Recruitment 16 11 Selection 19 12 Organization for selection 20 13 Barriers to Effective Selection 20 14 Essential of Selection Procedure 20 15 Factors affecting Selection Decision 20 16 Recruitment vs Selection 21 17 Important aspects of Recruitment 21 18 PSSPL- Vision and Mission 35 19 Company Profile 36 20 Recruitment and Selection at PSSPL 39 21 Research Methodology 63 22 Observation and Findings 64 23 Suggestion and Conclusion 66 24 Webliography 67 3
  • 4. Executive SummaryPeople form an integral part of the organization. The efficiency and quality of its people determinesthefate of the organization. Hence choice of right people and placing them at right place becomesessential. Hiring comes at this point of time in the picture. Hiring is a strategic function for HRdepartmentThe project report is about recruitment and selection process that‘s an important part of anyorganization which is considered as a necessary asset of a company. In fact, recruitment and selectiongives a home ground to the organization acumen that is needed for proper functioning of theorganization. It gives an organizational structure of the company. It‘s a methodology in which theparticular organization works and how a new candidate could be recruited in such a way that he/shewould be fitted for the right kind of career.Recruitment and selection form the process of hiring the employees. Recruitment is the systematicprocess of generating a pool of qualified applicant for organization job. The process includes thestep like HR planning attracting applicant and screening them. This step is affected by variousfactors, which can be internal as well as external. The organization makes use of variousmethods and sources for this purpose.In order to learn the recruitment and selection process, vocational training was done for two months atPSSPL, a Group Company of ISPAT Group and GSHL Group ( Global Steel Holdings Ltd ).PSSPL stands for Premier Supplies & Services Private Limited. This is a well equipped forfaster, timely & efficient sourcing to cater to all Man power Recruitment, Training &Development and Performance Management, Procurement, Supply related jobs assigned by SteelPlants of ISPAT Group and GSHL Group ( Global Steel Holdings Ltd ) in India andOverseas. They specialize in supply of all type of Spares, Consumables like Ferro Alloys,Electrodes, etc & different kind of Raw material. Also they provide Engineering & ConsultancyServices for steel and allied Industries.The purpose of the study was to understand the behaviors as well the techniques used in hiring acandidate. Observations and suggestions were made so as to enhance the quality of the efforttaken. Attrition and recruitment are directly proportional to each other whereas retention andrecruitment are inversely proportionate. In the same manner the cost of the company and attritionare directly linked with each other. Higher the attrition rate higher would be the recruitment ratein turn increasing the company`s cost. This attribute was learnt during the course of the training. 4
  • 5. To study and understand the methods and procedures used for recruitment & selection inPSSPL, a Group Company of ISPAT Group and GSHL Group ( Global Steel HoldingsLtd )The objective of the Recruitment Policy is to resource the best talent throughInternal and External sources to achieve the Business Objectives and Goals of theCompanyTo learn what is the process of Recruitment & Selection that should be followedDevelop recommendations to overcome the barriers to the Recruitment & SelectionProceduresThis project will provide a value insight to student on the topic as well as help to getthe practical knowledge in employee hiring in the organizationTo give suggestions on the basis of the observations made during the course ofvocational training at PSSPL, a Group Company of ISPAT Group and GSHL Group (Global Steel Holdings Ltd ) 5
  • 6. IntroductionPeople are integral part of any organization today. No organization can run without its humanresources. In today‘s highly complex and competitive situation, choice of right person at theright place has far reaching implications for an organization‘s functioning. Employee wellselected and well placed would not only contribute to the efficient running of the organizationbut offer significant potential for future replacement. This hiring is an important function.The process of hiring begins with human resource planning (HRP) which helps to determinethe number and type of people on organization needs. Job analysis and job design enables tospecify the task and duties of hobs and qualification expected from prospective job HRP, jobanalysis, job design helps to identify the kind of people required in an organization and hencehiring. It should be noted that hiring is an ongoing process and not confined to formativestages of an organization.Employees leave the organization in search of greener pastures, some retire and some die inthe saddle. More importantly an enterprises grows, diversifies, take over the other units allnecessitating hiring of new men and women. In fact the hiring function stops only when theorganization ceases to exist. 6
  • 7. Recruitment According to Edwin B. Flippo, recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization‖. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:  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 the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective  Recruitment measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy. Recruitment needs are of three types:o Planned Planned needs are those needs arising from changes in organization and retirement policy.o Anticipated Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.o Unexpected Resignation, deaths, accidents, illness give rise to unexpected needs. 7
  • 8. Purpose & Importance Of RecruitmentThe Purpose and Importance of Recruitment are given below:  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.This help increase the success rate of selection process by decreasing number of visibly underqualified or overqualified job applicants. It also helps to reduce the probability that job applicantsonce recruited and selected will leave the organization only after a short period of time. It meetsthe organizations legal and social obligations regarding the composition of its workforce. It beginsidentifying and preparing potential job applicants who will be appropriate candidates. It increasesorganization and individual effectiveness of various recruiting techniques and sources for all typesof job applicants 8
  • 9. 1) Sources of RecruitmentEvery organization has the option of choosing the candidates for its recruitment processes fromtwo kinds of sources: internal and external sources. The sources within the organization itself (liketransfer of employees from one department to other, promotions) to fill a position are known asthe internal sources of recruitment. Recruitment candidates from all the other sources (likeoutsourcing agencies etc.) are known as the external sources of the recruitment. SOURCES OF RECRUITMENT 9
  • 10. 1.1) Internal Sources of RecruitmentSome Internal Sources Of Recruitments are given below:1.1.1) TransfersThe employees are transferred from one department to another according to their efficiency andexperience.1.1.2) PromotionsThe employees are promoted from one department to another with more benefits and greaterresponsibility based on efficiency and experience.1.1.3) Upgrade /DemotionOthers are Upgrading and Demotion of present employees according to their performance.1.1.4) Retired and retrenched employeesThey may also be recruited once again in case of shortage of qualified personnel or increase inload of work. Recruitment of such people save time and costs of the organizations as the peopleare already aware of the organizational culture and the policies and procedures.1.1.5) Deceased and Disabled employeesThe dependents and relatives of Deceased employees and Disabled employees are also done bymany companies so that the members of the family do not become dependent on the mercy ofothers. 10
  • 11. 1.2) External Sources of Recruitment 1.2.1)Press Advertisements Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. 1.2.2)Educational Institutes Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. 1.2.3)Placement Agencies Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. These agencies are particularly suitable for recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing)1.2.4)Employment Exchanges Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. 1.2.5) Labor Contractors Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs. 1.2.6) Unsolicited Applicants Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. 1.2.7) Employee Referrals / Recommendations Many organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Recruitment Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. 1.2.8) Recruitment at Factory Gate Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies. 11
  • 12. 2) Factors Affecting RecruitmentThe recruitment function of the organizations is affected and governed by a mix of variousinternal and external forces. The internal forces or factors are the factors that can be controlledby the organization. And the external factors are those factors which cannot be controlled bythe organization. The internal and external forces affecting recruitment function of anorganizationare: FACTORS AFFECTING RECRUITMENT2.1) Internal Factors Affecting RecruitmentThe internal factors or forces which affecting recruitment and can be controlled by theorganization are 2.1.1) Recruitment PolicyThe recruitment policy of an organization specifies the objectives of recruitment andprovides a framework for implementation of recruitment program. It may involveorganizational system to be developed for implementing recruitment programers andprocedures by filling up vacancies with best qualified people. There are certain factors whichaffect the recruitment policy such as Organizational objectives Personnel policies of the organization and its competitors Government policies on reservations. Preferred sources of recruitment. Need of the organization. Recruitment costs and financial implications. 12
  • 13. 2.1.2) Human Resource Planning Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess. 2.1.3)Size of the firm The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations. 2.1.4) Cost Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate. 2.1.5) Growth and Expansion Organization will employ or think of employing more personnel if it is expanding it‘s operations. 2.2) External Factors Affecting Recruitment The external factors which affecting recruitment are the forces which cannot be controlled by the organization. The major external forces are: 2.2.1)Supply and Demand The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs. 2.2.2)Labor Market Employment conditions in the community where the organization is located willinfluence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. 13
  • 14. 2.2.3) Image / Goodwill Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBA‘s when many finance companies were coming up. 2.2.4) Political – Social – Legal Environment Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate can‘t meet criteria stipulated by the union but union regulations can restrict recruitment sources. 2.2.5) Unemployment Rate One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labor which in turn leads to unemployment. 2.2.6) Competitors The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.3) Recruitment Policy of a Company In today‘s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important 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 recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment program. It may involve organizational system to be developed for implementing recruitment program and procedures by filling up vacancies with best qualified people. 14
  • 15. 4) Components of the Recruitment Policy The general recruitment policies and terms of the organization are as below: o Recruitment services of consultants o Recruitment of temporary employees o Unique recruitment situations o The selection process o The job descriptions o The terms and conditions of the employment A recruitment policy of an organization should be such that: o It should focus on recruiting the best potential people o To ensure that every applicant and employee is treated equally with dignity and respect o Unbiased policy o To aid and encourage employees in realizing their full potential o Transparent, task oriented and merit based selection o Weight age during selection given to factors that suit organization needs o Optimization of manpower at the time of selection process o Defining the competent authority to approve each selection o Abides by relevant public policy and legislation on hiring and employment relationship o Integrates employee needs with the organizational needs.Factors affecting recruitment policy o Organizational objectives o Personnel policies of the organization and its competitors o Government policies on reservations o Preferred sources of recruitment o Need of the organization o Recruitment costs and financial implications o Recent Trends in Recruitment 15
  • 16. 5) Trends in RecruitmentThe following trends are being seen in recruitment: 5.1)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 organizationand 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.Advantages of outsourcing are: o Company need not plan for human resources much in advance o Value creation, operational flexibility and competitive advantage o turning the managements focus to strategic level processes of HRM o Company is free from salary negotiations, weeding the unsuitable resumes/candidates o Company can save a lot of its resources and time 5.2) 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. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm. 5.3) 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. Alternatively job seekers place their CV‘s in worldwide web, which can be drawn by prospective employees depending upon their requirements. Advantages of recruitment are: o Low cost o No intermediaries o Reduction in time for recruitment o Recruitment of right type of people o Efficiency of recruitment process. 16
  • 17. E-RecruitmentThe buzzword and the latest trends in recruitment is the ―E-Recruitment‖. Also known as ―Onlinerecruitment‖, it is the use of technology or the web based tools to assist the recruitment processes.The tool can be either a job website like, the organization‘s corporate web site or itsown intranet. Many big and small organizations are using Internet as a source of recruitment.They advertise job vacancies through worldwide web. The job seekers send their applications orcurriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place theirCV‘s in worldwide web, which can be drawn by prospective employees depending upon theirrequirements.The internet penetration in India is increasing and has tremendous potential. According to a studyby NASSCOM – ―Jobs is among the top reasons why new users will come on to the internet,besides e-mail.‖ There are more than 18 million resume‘s floating online across the world.The two kinds of e-recruitment that an organization can use is –5.3.1) Job portals – i.e. posting the position with the job description and the job specification onthe job portal and also searching for the suitable resumes posted on the site corresponding to theopening in the organization.Creating a complete online recruitment/application section in the company‘s own website. -Companies have added an application system to its website, where the ‗passive‘ job seekers cansubmit their resumes into the database of the organization for consideration in future, as and whenthe roles become available.5.3.2) Resume Scanners: Resume scanner is one major benefit provided by the job portals to theorganizations. It enables the employees to screen and filter the resumes through pre-definedcriteria‘s and requirements (skills, qualifications, experience, payroll etc.) of the job.Job sites provide a 24*7 access to the database of the resumes to the employees facilitating thejust-in-time hiring by the organizations. Also, the jobs can be posted on the site almostimmediately and is also cheaper than advertising in the employment newspapers.Sometimescompanies can get valuable references through the ―passers-by‖ applicants. Onlinerecruitment helps the organizations to automate the recruitment process, save their time and costson recruitments.5.3.3) Online recruitment techniques Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage E-recruitment should be incorporated into the overall recruitment strategy of the organization A well defined and structured applicant tracking system should be integrated and the system should have a back-end support Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developedTherefore, to conclude, it can be said that e-recruitment is the ―Evolving face of recruitment.‖ 17
  • 18. 5.3.4) Advantages & Disadvantages of E-RecruitmentThere are many benefits – both to the employers and the job seekers but the e-recruitment is notfree from a few shortcomings. Some of the advantages and the disadvantages of e-recruitment areas follows:Advantages of E-Recruitment are: Lower costs to the organization. Also, posting jobs online is cheaper than advertising in the newspapers. No intermediaries. Reduction in the time for recruitment (over 65 percent of the hiring time). Facilitatesthe recruitment of right type of people with the required skills. Improved efficiency of recruitment process. Gives a 24*7access to an online collection of resumes. Online recruitment helps the organizations to weed out the unqualified candidates in anautomated way.Recruitment websites also provide valuable data and information regarding the compensationoffered by the competitors etc. which helps the HR managers to take various HR decisions likepromotions, salary trends in industry etc5.3.5) Disadvantages of E-RecruitmentApart from the various benefits, e-recruitment has its own share of shortcomings anddisadvantages. Some of them are: Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations. There is low Internet penetration and no access and lack of awareness of internet in many locations across India. Organizations cannot be dependant solely and totally on the online recruitment methods. In India, the employers and the employees still prefer a face-to-face interaction rather than sending e-mails. 18
  • 19. SelectionSelection is a negative process and involves the elimination of candidates who do not have therequired skills and qualification for the job proposed. Also it is a process of differentiating betweenapplicants in order to identify and hire those with grater likelihood of success in job.The objective of selection decision is to choose the individual who can most successfully perform thejob from the pool of qualified candidates. It is the system of function and devise adopted in a givencompany to ascertain whether the candidate’s specifications are matched with the job specificationsand recruitment or not.Selection process or activities typically follow a standard patter, beginning with an initial screeninginterview and concluding with final employment decision. The traditional selection process includes:preliminary screening interview, completion of application form, employment test, comprehensiveinterview, background investigation, physical examination and final employment decision to hire.Organization for selectionUntil recently the basic hiring process was performed in a rather unplanned manner in manyorganizations. In some companies, each department screened and hired its own employees. Manymangers insisted on screening their own employees as they thought no one else could do that asefficiently as they themselves.But now selection is centralized and handled by the Human Resource Department. This type ofarrangement is also preferred due to some of these advantages:- It is easier for the application because they can send their applications to a single centralizeddepartment.- It facilitates contact with applicants because issues pertaining to employment can be cleared throughone central location.- It helps operating managers to concentrate on their operating responsibilities. This is especiallyhelpful during the chief hiring period.- It can provide for better selection because hiring is done by specialist trained in staffing techniques.- The applicant is better assured of consideration for a greater variety of jobs.- Hiring cost is cut because duplication of efforts is reduced.- With increased governmental regulation on selection process, it is important that people who knowabout these rules handle a major part of the selection process.Ideally, a selection process involves mutually decision making. The organization decides whether ornot to make a job offer and how attractive the job offer should be. 19
  • 20. Barriers to Effective Selection The main objective of selection process is to hire people having competence and commitment towards the given job profile. But due to some reason the main purpose of effectively selecting candidates is defeated. These reasons are: 1: Perception or the Halo effect: Many a times the interviewer selects a candidate according to the perception he has or he made up while talking or looking at the individual. This way he does not see through the caliber or the efficiency of the individual and many times it leads to the selection of the wrong candidates. 2: Fairness: During the selection process the interviewer does not select the individual on the basis of his knowledge and hence the right type of the candidates is not selected. 3: Pressure: The people from the HR department and also have a lot of pressure from the top management and from other top class people for selecting the candidates they want. This ways the purpose of effective selection process of effective selection process is defeated as they have to select that individual whether or not he is capable of the job. that is being offered. Essential of Selection Procedure Someone should have the authority to select. There must be sufficient number of applicants from whom the required number of employees to be selected. Theremust be some standards of personnel with which a prospective employee may be compared. Factors affecting Selection Decision Includes: Profile matching Organization and social environment Multi correlations Successive hurdles 20
  • 21. 6) Recruitment Vs Selection Both recruitment and selection are the two phases of the employment process. The differences between the two are: The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee. 7) Important aspects of Recruitment7.1 ) Types of Job Seekers 7.1.1) Quid Pro Que These are the people who say that ― I can do this for you, what can you give me‖ These people value high responsibilities, higher risks, and expect higher rewards, personal development and company profiles doesn‘t matter to them. 7.1.2) I will be with you These people like to be with big brands. Importance is given to brands. They are not bothered about work ethic, culture mission etc. 7.1.3) I will do you what you want These people are concerned about how meaningful the job is and they define meaning parameters criteria known by previous job. 7.1.4)where do you want me to come These people observe things like where is your office, what atmosphere do you offer. Career prospects and exciting projects don‘t entice them as much. It is the responsibility of the recruiter to decide what the employee might face in given job and thus take decision. A good decision will help cut down employee retention costs and future recruitment costs. 21
  • 22. 7.2) Recruitment Management SystemRecruitment management system is the comprehensive tool to manage the entire recruitmentprocesses of an organization. It is one of the technological tools facilitated by the informationmanagement systems to the HR of organizations. Just like performance management, payroll andother systems, Recruitment management system helps to contour the recruitment processes andeffectively managing the ROI on recruitment.The features, functions and major benefits of the recruitment management system are explainedbelow: Structure and systematically organize the entire recruitment processes. Recruitment management system facilitates faster, unbiased, accurate and reliable processing of applications from various applications. Helps to reduce the time-per-hire and cost-per-hire. Recruitment management system 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 maintains an automated active database of the applicants facilitating the talent management and increasing the efficiency of the recruitment processes. Recruitment management system provides and a flexible, automated and interactive interface between the online application system, the recruitment department of the company and the job seeker. Offers tolls and support to enhance productivity, solutions and optimizing the recruitment processes to ensure improved ROI. Recruitment management system helps to communicate and create healthy relationships with the candidates through the entire recruitment process.The Recruitment Management System (RMS) is an innovative information system tool whichhelps to sane the time and costs of the recruiters and improving the recruitment processes. 22
  • 23. 7.3) ROI on RecruitmentBefore making any investment, every organization would want to evaluate the investment byanswering the following questions in quantifiable terms: What are the costs and the corresponding and related risks on the investment? What are the expected returns of the investment? What is the expected pay-back period of the investment? An organization makes a tremendous amount of investment in its recruitment processes.A lot of resources like time and money are spent on recruitment processes of an organization. Butassessing or quantifying the returns on the recruitment process, or, calculating the return oninvestment (ROI) on recruitment is a complicated task for an organization. Indeed, it is difficult tojudge the success of their recruitment processes. Instead, recruitment is one activity that continuesin an organization without anyone ever realizing its worth or measuring its impact on theorganization‘s business.According to a survey, 38 % of organizations do not prepare or produce any kind of documents orreports on theirrecruitment processes, and there is no accountability of the HR department for thecosts incurred and the opportunities missed.With the increasing strategic focus on the human resources, more and more organizations areadopting one or the other way for calculating the ROI on its recruitments. Many organizations areexamining their HR functions and processes and are trying to quantify their results and returns.A recruitment professional or manager can calculate and maximize the return on investments onits organization‘s recruitment by- Clear definition of the results to be achieved from recruitment. Developing methods and ways measuring the results like the time – to – hire, cost-Per- Hire and effectiveness of the recruitment source etc. Estimating the costs associated with the recruitment project Estimating the tangible and intangible benefits to the organization including the payback period of the recruitments. Providing and ensuring proper training and development of the recruitment professionals Assessing the ROI on recruitments can assist an organization to strengthen its HR processes, improving its recruitment function and to build a strategic human resource advantage for the organization. 23
  • 24. 7.4)Outsourcing RecruitmentOutsourcing Recruitment is the human resource (HR) processes is the latest practice beingfollowed by middle and large sized organizations. It is being witnessed across all the industries. InIndia, the HR processes are being outsourced from nearly a decade now. Outsourcing industry isgrowing at a high rate.Human Resource Outsourcing refers to the process in which an organization uses the expertservices of a third party (generally professional consultants) to take care of its HR functions whileHR management can focus on the strategic dimension of their function. The functions that aretypically outsourced are the functions that need expertise, relevant experience, knowledge andbest methods and practices. This has given rise to outsourcing the various HR functions of anorganization. HR Consultancies such as Ma Foi and Planman Consulting provide such servicesthrough expert professional consultants. Human resources business process outsourcing (HRBPO) is a major component of the worldwide BPO market. Performance management outsourcinginvolves all the performance monitoring, measurement, management being outsourced from athird party or an external organization.Many organizations have started outsourcing its recruitment process i.e. transferring all or somepart of its recruitment process to an external consultant providing the recruitment services. It iscommonly known as RPO i.e. recruitment process outsourcing. More and more medium and largesized organizations are outsourcing their recruitment process right from the entry level jobs to theC-level jobs.The present value of the recruitment process outsourcing industry (RPO) in India is estimated tobe $2.5 billion and it is expected to grow at the annual rate of 30-40 per cent for the next coupleof years. According to a recent survey, only 8-10 per cent of the Indian companies are completerecruitment processes. However, the number of companies outsourcing their recruitmentprocesses is increasing at a very fast rate and so is the percentage of their total recruitmentprocesses being outsourced.Outsourcing organizations strive for providing cost saving benefits to their clients. One of themajor advantages to organizations, who outsource their recruitment process, is that it helps to saveup to as much as 40 per cent of their recruitment costs. With the experience, expertise and theeconomies of scale of the third party, organizations are able to improve the quality of the recruitsand the speed of the whole process. Also, outsourcing enables the human resource professionalsof organizations to focus on the core and other HR and strategic issues. Outsourcing also gives astructured approach to the whole process of recruitment, with the ultimate power of decisionmaking of recruiting with the organization itself. The portion of the recruitment cycle that isoutsourced range from preparing job descriptions to arranging interviews, the activities thatconsume almost 70 per cent of the time of the whole recruitment process.Outsourcing the recruitment processes for a sector like BPO, which faces an attrition of almost50-60 per cent, can help the companies in BPO sector to save costs tremendously and focus onother issues like retention. The job seekers are also availing the services of the third parties(consultants) for accessing the latest job opportunities. In India, the trend of outsourcingrecruitment is also catching up fast. For example: Vodafone outsources its recruitment activitiesto Alexander Mann Solutions (RPO service provider). Wipro has outsourced its recruitment 24
  • 25. process to MeritTrac. Yes bank is also known to outsource 50 per cent of its recruitmentprocesses.7.4.1)Advantage of Outsourcing RecruitmentTraditionally, recruitment is seen as the cost incurring process in an organization. HRoutsourcing helps the HR professionals of the organizations to concentrate on the strategicfunctions and processes of human resource management rather than wasting their efforts, timeand money on the routine work.Outsourcing the recruitment processes helps to cut the recruitment costs to 20 % and also provideeconomies of scale to the large sized organizations.The major advantages of outsourcing recruitment performance management are:Outsourcing is beneficial for both the corporate organizations that use the outsourcing services aswell as the consultancies that provide the service to the corporate. Apart from increasing theirrevenues, outsourcing Process provides business opportunities to the service providers, enhancingthe skill set of the service providers and exposure to the different corporate experiences therebyincreasing their expertise. The advantages accruing to the corporate are: turning the managements focus to strategic level processes of HRM accessibility to the expertise of the service providers freedom from red tape and adhering to strict rules and regulations optimal resource utilization Structured and fair performance management. a satisfied and, hence, highly productive employees value creation, operational flexibility and competitive advantage 25
  • 26. 7.5) Changing Role of Recruitment Intermediaries Recruitment intermediaries, consultancies or agencies are witnessing a boom in the demand of their services, both by the employers and the job seekers. With an already saturated job market, the recruitment intermediaries have gained a vital position acting as a link between the job seekers and the employers. But at the same time, one of the major threats faced by this industry is the growing popularity of e-recruitment. With the changing demand, technologies and the penetration and increasing use of internet, the recruitment consultancies or the intermediaries are facing tough competition. To retain and maintain their position in the recruitment market, the recruitment intermediaries or consultants (as they arecommonly known) are witnessing and incorporating various changes in terms of their role, functions and the services. According to a survey amongst top employers, most of them agree with the growing influence of technology and the Internet on the recruitment processes. 70 per cent of employers reported the use of application portal on their company‘s official website. Apart from that, the emerging popularity of the job portals is also growing. But the fact that the intermediaries or the consultants are able to provide their expert services, economies of scale, up to 40 percent savings in the recruitment costs, knowledge of the market, the candidates, understanding of the requirements, and most importantly, the assess to the suitable and talented candidates and the structured recruitment processes. The recruitment intermediaries save the organizations from the tedious of weeding out unsuitable resumes, co- coordinating interviews, posting vacancies etc. give them an edge over the other sources of recruitment. To retain their position as the service providers in the recruitment market, the recruitment intermediaries are providing vale added services to the organizations. They are incorporating the use of internet and job portals, making their services more efficient. Despite of the growing use of the internet, the recruitment intermediaries are predicted to continue dominating the recruitment market in the anticipated future. 26
  • 27. 7.6) Outsourcing Process 27
  • 28. 7.7) How to Select A Recruitment Consultant If an organization decides to outsource its recruitment processes or activities, it is veryimportant to find and select a suitable recruitment consultant or consultancies, which can deliverresults according to the needs of the organization. Today, there are thousands of consulting firms(consultancies) as well as freelance consultants working independently. An organization looks forvarious considerations and qualities before selecting the suitable recruitment consultant. Thereputation of the consulting firm in the job market (based on expertise and experience). Whoare the consultant‘s or firm‘s past and present clients? Consultant‘s expertise and experience (from how long has he/firm been in the business) Does the recruitment consultant have the requisite resources to complete the targets on time? Get the idea of the effectiveness and the services of the recruitment consultant from its current and past clients.Qualities of an independent recruitment consultant.Some of the qualities or characteristics looked in recruitment consultants are: Marketing skills Flexibility and adaptability Wisdom Exuberance Ability to prioritize Ambition Resourcefulness Diplomacy/ delicacySelecting the right recruitment consultant is essential for the effective recruitment processes. Asuccessful Recruitment consultant is someone who is determinative, focused, and able to createopportunities for him, works harder and smarter than competitors and continually set and achievehigher standards. 28
  • 29. 7.8) Recruitment StrategiesRecruitment is of the most crucial roles of the human resource professionals. The level ofperformance of and organization depends on the effectiveness of its recruitment function.Organizations have developed and follow recruitment strategies to hire the best talent for theirorganization and to utilize their resources optimally. A successful recruitment strategy should bewell planned and practical to attract more and good talent to apply in the organization.For formulating an effective and successful recruitment strategy, the strategy should cover thefollowing elements:7.8.1) Identifying and prioritizing jobsRecruitment keep arising at various levels in every organization; it is almost a never-endingprocess. It is impossible to fill all the positions immediately. Therefore, there is a need to identifythe positions requiring immediate attention and action. To maintain the quality of the recruitmentactivities, it is useful to prioritize the vacancies whether to focus on all vacancies equally orfocusing on key jobs first.7.8.2) Candidates to targetThe recruitment process can be effective only if the organization completely understands therequirements of the type of candidates that are required and will be beneficial for the organization.This covers the following parameters as well. o Performance level required: Different strategies are required for focusing on hiring high performers and average performers. o Experience level required: the strategy should be clear as to what is the experience level required by the organization. The candidate‘s experience can range from being a fresher to experienced senior professionals. o Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.7.8.3) Sources of recruitmentThe strategy should define various sources (external and internal) of recruitment. Which are thesources to be used and focused for the recruitment purposes for various positions. Employeereferral is one of the most effective sources of recruitment.7.8.4) Trained recruitersThe recruitment professionals conducting the interviews and the other recruitment activitiesshould be well-trained and experienced to conduct the activities. They should also be aware of themajor parameters and skills (e.g.: behavioral, technical etc.) to focus while interviewing andselecting a candidate. 29
  • 30. 7.7.5) How to evaluate the candidatesThe various parameters and the ways to judge them i.e. the entire recruitment process should beplanned in advance. Like the rounds of technical interviews, HR interviews, written tests,psychometric tests etc.7.9)HR Challenges In RecruitmentRecruitment is a function that requires business perspective, expertise, ability to find and matchthe best potential candidate for the organization, diplomacy, marketing skills (as to sell theposition to the candidate) and wisdom to align the recruitment processes for the benefit of theorganization. The HR professionals – handling the recruitment function of the organization- areconstantly facing new challenges in Recruitment. The biggest HR challenge in Recruitment forsuch professionals is to source or recruit the best people or potential candidate for theorganization.In the last few years, the job market has undergone some fundamental changes in terms oftechnologies, sources of recruitment, competition in the market etc. In an already saturated jobmarket, where the practices like poaching and raiding are gaining momentum.HR professionals are constantly facing new challenges in one of their most important function-recruitment. They have to face and conquer various challenges to find the best candidates for theirorganizations.The major challenges faced by the HR in recruitment are: Adaptability to globalization – The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process Lack of motivation – Recruitment is considered to be a thankless job. Even if the organization is achieving results, HR department or professionals are not thanked for recruiting the right employees and performers. Process analysis – The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. Strategic prioritization – The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals. 30
  • 31. 7.10) Recruiting ExpatriatesExpatriate is a person who leaves his country to work and live in a foreign country. Generally,expatriates are the nationals from the other countries than the host and the MNC‘s parent country,i.e. expatriates are the third country nationals.The unavailability of the required skills and talents takes the organization to source talent fromother countries. The procedures and processes of recruiting and selecting the human resources arenever uniform even within a single organization. The procedures vary according to the post, theskill set required, the nature of work etc. More of it is seen in the case of recruitment ofexpatriates. The recruitment and selection procedures and considerations are drastically differentfor expatriates than that of the domestic employees. Recruitment of expatriates involves greatertime, monetary resources and other indirect costs. Improper recruitment and selection can causethe expatriates to return hastily or a decline in their performance.A mismatch between job (its requirements) and people can reduce the effectiveness of otherhuman resource activities and can affect the performance of the employees as well as theorganization.Recruiting expatriates require special considerations and skills to select the best person for thejob. Except for a few expatriate selection policies, the expatriate selection criterion is generallyorganization and nation specific.The recruiters for recruiting the expatriates should be carefully selected and trained. Therecruitment strategies for expatriates should be aligned with requirements of the job. Theinterviews of expatriates are designed in a manner to judge their: Adaptability to the new culture Intercultural interaction Flexibility Professional expertise Past international work experience Tolerance and open-mindedness Family situation Language ability Attitude and motivation Empathy towards local cultureA few researches in this field also suggest that women are moral likely to be successful in certainpositions as expatriates as they are more sensitive towards new culture and people. recruitment ofexpatriates should be followed by cultural and sensitivity training, and language training. 31
  • 32. 7.11)Head HuntingHeadhunting refers to the approach of finding and attracting the best experienced person with therequired skill set. Headhunting is also a recruitment process involves convincing the person tojoin your organization. Headhunting Process 32
  • 33. 7.12)Forms of RecruitmentThe organizations differ in terms of their size, business, processes and practices. A few decisionsby the recruitment professionals can affect the productivity and efficiency of the organization.Organizations adopt different forms of recruitment practices according to the specific needs of theorganization. The organizations can choose from the centralized or decentralized forms ofrecruitment, explained below: Centralized Recruitment The recruitment practices of an organization are centralized when the HR / recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR (or recruitment) department. Centralized from of recruitment is commonly seen in government organizations. Benefits of the centralized form of recruitment are: Reduces administration cost Better utilization of specialists Uniformity in recruitment Interchangeability of staff Reduces favoritism Every department sends requisitions for recruitment to their central office  Decentralized Recruitment Decentralized recruitment practices are most commonly seen in the case of conglomerate operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes important to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own recruitment. Choice between the two will depend upon management philosophy and needs of particular organization. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited in a decentralized manner. 33
  • 34. 7.13)Equal Employment Opportunity Equal employment opportunity refers to the approach of the employers to ensure the practice of being fair and impartial in the employment process. *The term "Equal Opportunity Employment" was first given by President Lyndon B. Johnson when he signed Executive Order 11246 which was created to prohibit federal contractors from discriminating against employees on the basis of race, sex, creed, religion, color, or national origin*. The scope of the order also covered the discrimination on the basis of the minority status. Discrimination in employment Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of disability, race, age, sex, sexuality, pregnancy, marital status in employmentNo person should be treated less favorably than any other on the basis of the specified issues above. Many countries (like SA) have already implemented Equal Opportunity Act, making it against the law to treat anybody unfairly. Diversity in workforce With the globalization and the increasing size of the organizations, the diversity in the workforce is increasing i.e. people from diverse backgrounds, educational background, age groups, race, gender, abilities etc come together to work for one organization and common objectives. Therefore, it is the responsibility of the employer to create an equality-based and discrimination-free working environment and practices. Equal opportunity means treating people equally and fairly irrespective of their race, religion, sex, age, disability etc. Giving women an equal treatment and access to opportunities at the workplace. Any employee should be ill-treated or harassed by the employer or other employees. Equal Employment Opportunity principles help to realize and respect the actual worth of the individual on the basis of his knowledge, skills, abilities and merit. And the policy should cover all the employees of an organization whether permanent or temporary, contractual etc. Equal employment opportunity is necessary to ensure: To give fair access to the people of all development opportunities To create a fair organization, industry and society. To encourage and give disadvantaged or disabled people a fair chance to grow with the society. 34
  • 36. Phone: +91 -22-61461300Company ProfilePremier Supplies & Services Pvt Ltd,a Group Company of ISPAT Group and GSHLGroup ( Global Steel Holdings Ltd )is a major global player in metallurgical rawmaterials and products and related engineering technical services and equipment for steelindustry.From our start-up till date we have achieved a turnover of approx Rs 250 cr (USD54mn) registering a growth acceleration of approx 25%.Premier Supplies & Services Private Limited, abbreviated as PSSPL, a Group Company ofISPAT Group and GSHL Group ( Global Steel Holdings Ltd ), is well equipped forfaster, timely & efficient sourcing to cater to all Man power - recruitment, training &development, performance management, procurement, supply related jobs assigned bydifferent steel companies.We specialize in supply of all type of Manpower, Spares,Consumables like Ferro Alloys, Electrodes, Refractories, etc & different kind of Rawmaterial. We can also offer bulk items like iron ore, iron ore fines, billets, pellets etc. andall engineering project equipments.Also we can provide Engineering & ConsultancyServices for steel and allied Industries.PSSPL, is not only into trading and supply but also consistently striving to create synergybetween manufacturing, trading and technology partners and to bring optimum efficiencyand expertise to its operations worldwide.We strongly believe in computerization and have ERP System comprising a highlyprofessional SCM team to cope with the highly competitive environment. Our clients arespread all over the world including India, Bosnia, Philippines, Nigeria, Libya etc. & wealso have contacts with mine owners for some of the commodities supplied by us, OEMsof various equipments& its spares & logistics companies which enable us to supply goodsat faster pace. The SCM team of PSSPL, a Group Company of ISPAT Group and GSHLGroup ( Global Steel Holdings Ltd )consists of experienced & highly skilled technicalteam having very vast experiences, backgrounds to serve to our customer‘s needs. 36
  • 37. As our organization is fast growing into multi-dimensional business of supply of products,technical & support services, management services etc. every ambitious professional getsopportunities to exhibit his competence & leadership skills. Therefore for those who are withPSSPL, or wish to be a part of team, the growth prospects are unlimitedPSSPL, a Group Company of ISPAT Group and GSHL Group ( Global Steel HoldingsLtd ) is a system driven organization & striving to keep pace with best practices in the globalmarket. This facilitates every professional of PSSPL, to have freedom at work, decisionmaking & also achieving the target. The HR Policies of PSSPL, are time-tested & comply tothe global systems of employee engagement & development which ensures absolute employeesatisfaction amongst the PSSPL, team members.PSSPL, can extend its services for HR related faculties including recruitment. PSSPL,have their main clientele in four companies.Libyan Iron and Steel Company (LISCO)The Libyan Iron and Steel Company (LISCO) is one of the largest iron and steelmakingcompanies operating in North Africa. Based in Misurata, it is subsidized and owned by theLibyan government. Colonel Muammar al-Gaddafi officially laid Liscos foundation stoneon September 18, 1979. In 2004, the online magazine Arab Steel ranked Lisco ranked thirdamong the largest Arab iron and steel companies.Lisco‘s operations are primarily supplied by imported steel pellets from Brazil, Canada,and Sweden for use as raw materials.Delta Steel Company Limited – Warri –Nigeria Global Steel Holdings (GSHL) has acquired a 80 per cent stake in Nigeria-based Delta Steel Company.Delta Steel also owns a captive port with an annual material handling capacity of 4 million tonne. The port will be used for both inbound and outbound traffics. 37
  • 38. This was formerly known as Global Infrastructure Holdings LimitedIt also manages one steel plant in Libya (1.75 million tonnes) and another in Nigeria (2.2 million tonnes). Besides, it owns another plant in the Philipines (3 million tonnes).GSHL was given iron ore mining leases of the Nigerian Iron Ore Mining Company (NIOMCO). Ispat Industries Limited (IIL) – Dolvi and Kalmeshwar,ISPAT MaharashtraIspat Industries Limited (IIL) is one of the leading integrated steel makers and the largestprivate sector producer of hot rolled coils in India. Core competency is the production ofhigh quality steel. Ispat is the only steel maker in India and among a few in the world tohave total flexibility in choice of steel making route, be it the conventional blast furnaceroute or the electric arc furnace route. Its dual technology allows Ispat the freedom tochoose its raw material feed, be it pig iron, sponge iron, iron ore, scrap or anycombination of various feeds. It also has total flexibility in choosing its energy source, beit electricity, coal or gas.With investments of over US $2 billion, IIL is the seventh largest Indian private sectorcompany in terms of fixed assets.As it rapidly forges ahead on all these fronts, IIL has successfully reinforced its positionas market leader, while simultaneously making technological breakthroughs and settingeven higher standards for it.Global Steel Philippines (SPV-AMC) Ltd.Earlier this plant was known to as national steel situated at Iligan city of Philippines.Now taken over by Indian steel group known as Ispat.Global Steel Philippines, Incorporated (GSPI) operates and manages its business underthe umbrella company, Global Steel Holdings Limited (GSHL).GSP is a subsidiary of Global Steel Holdings Limited (Global Steel), a global corporationwhich operates and manages businesses in the iron & steel, coke, mining and minerals,metals, energy and infrastructure sectors. 38
  • 39. It also presents a clear, strong, and unified brand presence for Global Steels operations inAsia, Africa, and Europe.The company‘s plants are located in Bosnia, Bulgaria, Libya,Nigeria, India, and The Philippines. The Group has extensive knowledge and experiencein the steel business and has the advantage of scale, synergies, technology, and qualitypeople.Recruitment & SelectionProcess at PSSPLThe Recruitment Policy at PSSPL, a Group Company of ISPAT Group and GSHL Group (Global Steel Holdings Ltd ) aims at enriching its pool of talent through increasing skilland functional expertise, to become a global leader through committed, motivatedand empowered employees. They also believe that it‘s not the candidate who is seekingemployment but it is the company who is seeking him. Hence, they treat each and everycandidate with full dignity and respect.The recruitment panel at PSSPL, includes, o Mr V. V. Jammnis- Joint Managing Director o Mr. Vipul Saxena- Group Vice President-HR, ISPAT & GSHL Group o Mr. Ashok Sinha- Consultant Recruitment. o Mr. Natarajan- Consultant Project o Mr. R N Pandey- Director (Operations) o Mr. Mishra- Senior Manager o Respective Units of Libya/ NigeriaPersonal InterviewRefer Annexure for Organization Chart 39
  • 40. Recruitment and Selection Process Map: Identify offer of Joining appointment Formalities Vacancy Fixation of Employee Approval the salary Confirmation Closure Sources Reference Check of the Vacancy Screening of Selection / the Rejection Candidates 40
  • 41. 1) Identify Vacancy When a supervisor in the particular unit of the individual companies finds need to hire a new employee, or whether to replace a terminating employee or because of an increase or change in workload, the first step will be to complete a Human Resource Requisition form (HRRF). This form basically tells the details of the requirements to be met by the candidate. These requirements differ from company to company, position to position. A job description, detailing all essential position functions, required education and experience should be attached. These are done so as to verify the education qualification as well the experience criteria of the candidate. If either of the above is significantly different from the current position description and level, Human Resources may recommend a more appropriate description and title be selected from those presently available. Or, if the duties to be performed are not consistent with any current position description, the supervisor, with the assistance of the HR Analyst, will draft a new position description and recommend a level for the approval of the Department Chair or Administrative Manager. Once the new position description and level are approved, a new Position Requisition will be filled out, and the necessary approvals obtained. 2) Approvals Whenever a vacancy is identified, HR head freezesmanpower and the organization structure along with respective directors. Departmental heads draw out a vacancy list from the organization chart and get these duly approved by the directors. HRRF on prescribed form are sent to HR head by departmental forms based on the duly approved vacancies by the directors, divisional heads and plant HR heads. They check against the budgeted/ approved man power plan as well as on educational, experience parameters. The job responsibility and reporting relationships are also checked by them. They categorize the vacancies based on the criticality. HR Head is the certifying authority for the replacement vacancies. MD / directors/ President / HRapprove new position as per the organization chart.ReferHRRF in the annexure. 41
  • 42. 3) Sources Reference Internal Pehchaan Employee Database Sources External Consultancy Campus Recruitment3.1 Internal Sources for Recruitment The scope of internal sources of recruitment is to find/ search right candidates from the existing employees at all locations.The vacancies which are to be filled up internally shall be notified under displayed on the notice boards. Eligible employees can apply for the same in the prescribed format mentioning the reference number along with a forwarding note by the Reporting Officer. All applications shall be sent to the HR Head.The job opening shall be posted for a period as decided on case to case basis but for a minimum period of one week.The job posting shall indicate detailed Job Description, location of the job, the minimum requirement of experience in the Company Grade and the last date of application. The process of selection shall include interview by panel and competency matching for the post advertised. For any skill based vacancy, skill test shall be administered.The decision of the panel shall be binding and final.Canvassing and 42
  • 43. influencing in any form shall immediately result in disqualification of the candidate.3.1.A) References:As the name suggests it‘s all about creating a reference. It mainly involves mentioning asuitable candidate for the vacant position from a known person. This can be done byvarious ways,  Reference letter  Email  Telephonic Conversation  By a candidate who is not willing to join, but give reference of the candidate who might be interested.  Ex-employees 3.1. B) Pehchaan Pehchaan is an employee referral program which makes available competent candidates through cost-effective recruiting process and in turn rewards the employees who have referred suitable candidates. All regular employees except the following would be eligible for the reward: • Employees posted in Recruitment Section • Executives who will have a direct reporting relationship to the referral • Executives involved in the selection process • Executives in Grades E15 and aboveThe scheme is applicable only for Lateral Recruits against announced Vacancies.TheHR will announce vacant positions for which employee referrals are requested. Thisannouncement will include the following details: designation, division, location, jobresponsibilities and the type of candidates required (educational qualifications,length and nature of required experience).The Employee shall send the filled up Pehchaan Form and the resume of thecandidate referred along with their Name & Employee Number.All Referrals shouldbe sent in hardcopy submitted to the HR Department. Vacancy reference, againstwhich the resume has been referred, should be quoted in all correspondence. 43
  • 44. The resume shall be kept in the recruitment database and shall be considered as andwhen there is an opening matching with the profile of the candidate.The HRDepartment shall send an E-Mail acknowledgement to the concerned employee.In case the same resume is received from more than one employee, the date and timeof the receipt of the referral along with complete data will be the deciding factor.Thecandidate shall be contacted directly if considered appropriate for any position.Thecompany shall not provide the employee a status update, and shall not shareinformation from the interview with the referring employee.The selection of the candidate will be based on recruitment and selection norms asspecified in the companys HR Policy on recruitment. The decision of the Head ofHuman Resources Department would be final in this regard.On selection, the HR Department shall mention in the appointment letter that thecandidate has been selected under reference scheme mentioning the Name andEmployee No. of the referee.All hires through the employee referral program shallbe given a referral bonus of Rs. 5000, after the referred employee has stayed withthe company for six months.No Referral Bonus will be paid if the candidate: a. had directly responded to PSSPL‘s requirement, or b. had been referred by a recruitment agency, or c. had sent in his resume to PSSPL requesting for a suitable placement in the past 6 months, or d. had left the Company previouslyThe payment will be made only if the referring employee and the referred candidatehave not submitted their resignation nor, have separated from the company, at thetime of bonus payment. The scheme can be amended/ withdrawn at any time at thediscretion of the Management.Refer Employee Referral Form in the annexure3.1. C)Employee Data Base This gives the consolidated data of the candidates, who have joined the company earlier, giving details about their education, experience, date of joining the company, current & previous designation, current & previous employer, etc. It‘s maintained in an excel spreadsheet. These details prove to be helpful at the time of reappointment of the candidate in case there is a requirement. Reappointment is basically increasing the tenure of the existing employee if he meets the criteria mentioned in the HRRF. 44
  • 45. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD )3.2 ) External Sources for Recruitment All vacancies in the company which need to be filled up through external sources due to non availability of requisite talent/expertise within the company shall be done through external recruitment. All vacancies in the company which are to be filled externally shall be advertised throughInternet and/ or print media inviting applications from eligible persons. Predetermined recruitment consultants would also be intimated about the requirement solely on need base as decided by the recruitment department.The Potential candidates shall apply for the same in the prescribed form.The job posting shall indicate detailed Job Description, location of the job, the minimum requirement of Professional experience/expertise and the competency requirements along with the last date of application. The process of selection shall include interview by panel. The panel would comprise of Departmental / Sectional Head of the concerned area of vacancy and the location HR Head.The decision of the panel shall be binding and final. Canvassing and influencing in any form shall immediately result in disqualification of the candidate. 3.2. A) is India‘s largest Internet Company. Since a humble beginning in 1997, we have come a long way. We are clearly the no.1 job site in the revolutionized the way in which people find jobs in India. The group has businesses spanning across three verticals – jobs, matrimony and real estate. Theystrongly believe that people are their most valuable asset. The main source for candidates at PSSPL is In, there are set number of employees who sort out the candidates profiles and match them with the available job postings. The HRRF plays a vital role in selecting the candidates. was mainly used for Job postings& Searchresumesfor PSSPL. The portal is for finding the right candidate in terms of knowledge, experience, education & more importantly Company‘s requirement. This Job portal has different subscription charges according to the options selected. 45
  • 46. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD )3. 2. A. a ) Job PostingThe process of Job posting can also be taken as a part of Advertising. In order topost aJob on this portal the procedure is as follows: Visit Click on Employers ZoneInsert the firm`s user id & pass word 46
  • 47. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD )Click on ‗POST JOB NOW‘ under the headline Job PostingFill the Job Posting Form 47
  • 48. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD )One has to fill the Job Posting form – Classifieds with the requirementsmentioned in HRRF. This includes Job Title / Designation, Number of Vacancies,Job Description, Work Experience,Functional Area, Industry, Keywords,Location(s) of Job, Annual Salary Range, Other Salary Details, ProfileDescription of the Candidate, Basic/UG Qualification,PG Qualification, CompanyName, About Company, Company Website among other details. Also one has toconfirm the mode of response to be received. Only an authorized personnel canpost the job under the company`s name. In case of PSSPL, Ms. Namita Barvehandles this responsibility.Once the Job is posted and the response is received from the candidate then theprocess of screening takes place.3. 2. A. b) Search Tool 48
  • 49. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD ) After signing in into the account, click on the option Resdex- Search Resumes To access resume database, one again need to login as a subuser. After singing in, various criteria‘s are to be selected so as to get right candidate for the desired position.The various criteria‘s includes:  Basic Details- It includes vital information of the candidate such as Annual salary, Experience, Current location plus any of the keywords pertaining to the job.  Employment Details- It includes Functional area viz., Production, Maintenance, Operation as well as Industry type.  Educational Details- Minimum qualification required is Graduation. Once the criteria is selected, click on the ‗Find Resumes‘ option. A list of resumes fulfilling the said criteria pops up instantly. Once the desired resume is clicked and downloaded, the further procedure of screening is carried on. 49
  • 50. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD ) 3.2.B) Consultancies An alternative way of finding the candidate is through other consultants across the country apart from PSSPL.For every candidate selected a certain transaction happensas per the agreement between the consultants and the PSSPL. This helps in deriving the right candidate for available post. PSSPL, a Group Company of ISPAT Group and GSHL Group ( Global Steel Holdings Ltd )has tie-ups with the following consultants mentioned below:  Info Synergy, Kolkata Talent search being our main line of business, we are into providing Pan-India Permanent Staffing Solutions- regular Contingency Search and Retained Search Services. Synergy now provides permanent staffing solutions to industry verticals covering FMCG, Consumer Durable, Retail, Engineering & Manufacturing and Pharmaceutical & Healthcare. With the growth of the economy, day by day, we will be including more & more industry verticals to increase our service area. We screen candidates not only for education qualifications and work experience, we also try to assess the psychological and cultural match between the candidate and the organization which ensures longer retention and directly impacts the productivity and growth of your organization.  IFCM Human Assets management Pvt Ltd, MumbaiExecutive Search/ Strategic Management Solutions, Navi MumbaiWe aspire to deliver high quality, timely and cost competitive HR solutions as the single source solution provider for all aspects of HR management. 50
  • 51. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD ) Our services have been built to help you meet your business goals better by taking care of all your HR needs so that you can focus on the things that you are best at doing. We ensure this by providing integrated human resource services for your enterprise and managing it seamlessly across the organization. Our extensive knowledge of various industries helps us partner your HR needs through a customized approach that best fits your business need. We are committed to this vision of building value for our clients by providing the best practices and services in human asset management.  Haresh Spot, Mumbai  Nijja Executive Search India (Nilima Jobs), Mumbai NIJJAAESI has successfully completed management recruitment and executive searches for clients that span an array of companies, public and private corporations, start-up to well-established, not-for-profit organizations, educational institutions and more. NIJJAAESI recognizes well-suited, superior caliber executives are critical for success in a sector faced with increasing globalization, rapidly advancing technology, and evolving customer needs. We serve companies large and small, both domestic and global. Our construction and engineering management recruiter and executive search practice is respected throughout the industry and has earned a reputation for excellence. Our daily involvement with construction and engineering executives and other professionals keeps us abreast of industry trends as well as the current talent pool.  SG Solutions, Bangalore Around 100+ clients all over India-Improving in terms of quality & practices-Expanded its service portfolio and is well known for its Focused, Responsive and Unparallel recruitment solutions to wide range of Industries like Automotive, Oil and Gas, Aerospace Process, Engineering, Pharma, Infrastructure, ,Financial consultants, IT.  Alchemist HR Services Pvt Ltd, Hyderabad A mandate search is performed, on candidates with specific skill sets and expertise levels based on very specific criteria laid down by the client. This service is essentially provided for middle and senior management positions across industry verticals.  CRS Indo, Mumbai  Mass Management Services Pvt Ltd, Delhi 51
  • 52. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD ) Mass Placement Management Services (MMCS) is a leading independent organization in the field of Manpower Solution, Recruitments, General Placement, Outsourcing Manpower Services, HR Solutions, and Training Programs. The other businesses of group are in the field of Entertainment & Event management, Constructions, Security Services, Facility Management, Export and Dealing in Herbal Products.Refer Consultancy List in the annexure 3. 2. C) Campus Recruitment Campus recruitment is to recruit who have proper blend of skill and knowledge in the respective fields from the campuses itself. It also ensuresthat balance is maintained in terms of age-mix, qualification-mix & skill-mix. This includes all final year students from the top 50 engineering & management institutions across India scoring aggregate marks of 60% or above. This recruitment process shall be coordinated by Human Resource department.The requirements from various functions shall be assimilated in the beginning of the financial year. The institutes shall be identified from where recruitment is to be done. The institutes shall be identified amongst top 50 (engineering & management) institutes. The Selection committee shall be formed upon the approval of a competent authority.Approval of the competent authority will be taken on the requirements of GETs & MTs, institutions to be visited, number of GETs/MTs to be recruited from each institution and the panel to visit each institution. The Campus Visit for recruitment shall be done in November-December each year.The process of selection shall include group discussion, interview and any such method as deemed fit by the panel including on the spot short listing of candidates on the basis of aggregate marks in case the number of applicants is quite high. The candidates selected will be given a Selection Letter on the spot, indicating the date of joining; and their consent will be taken for acceptance of the same.The trainees will undergo a one year training period as detailed under GEMS and shall be absorbed in regular grades. 5% to 10 % of the vacancies would be filled up with the local engineering college candidates who would be taken as Trainee Engineers . 52
  • 53. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD )4) Screening of Candidates profileThe process of screening candidates takes time and effort. The objective is tomake a big pile of candidates a little pile. There are no real shortcuts. There ishowever some techniques and pointers that make the process go quicker andreveal the better candidates faster.There are 4 steps in the screening candidate‘s process,reviewing resumes andcover letters, the phone interviews and sorting for the top candidates, and then thefinal step is Personal Interview. Reviewing Sorting Telephonic Panel Interview Personal Interviews 53
  • 54. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD )Each step has a number of dependencies and tradeoffs. For example, whenreviewing resumes, many use a scanning process, some just use a keyword search,others still read the full resume, cover letter and supporting material.The Benefits or Features of the Screening It is legitimate and reliable. It controls the flow of the interview. It addresses the employees particular concerns. It makes the interview the same for every interviewee, and this ensures equal opportunity. Similar competencies are evaluated in each meeting, which controls reliability. Questions are pre-written, reducing nervousness for the interviewer. It maximizes the interviewers time and company expense.4.1) ReviewingReviewing is to evaluate the resumes and cover letters. This is the major step inrecognizing the caliber of the candidate. One has to go through the following procedurefor reviewing the cover letter: Read the customized cover letter. One needs to look especially for a flawless presentation, correct spelling and grammar, and the applicant‘s attention to detail. One thing to note is that receiving countless, usually unqualified, applicant resumes occurs following every job posting. Usually, unqualified applicants fail to write a cover letter. Therefore a person having a cover letter has an added advantage against the person who does not have a cover letter. The resume is scanned in order to obtain an overall impression of the applicant. One has to look especially for a flawless presentation, correct spelling and grammar, and their attention to detail. Paper resumes must pass the ―feel‖ test. That is, in the first skim, one has to look for the easy-to-find qualifications. As an example, if you are requiring a college degree, does the applicant have one? If not, then the resume is either rejected or it is placed it in the ―maybe‖ meets qualifications pile or electronic folder. Then one reads the description of what the candidate says they are looking for in their next job. One sees whether the statement is customized to our job or does it describe any job in the world? This gives us more insight of how focused the candidate is. This helps in narrowing down the selection list. 54
  • 55. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD ) One looks for a summary statement of qualifications and experience. If the candidate has taken the time and customized their summary for our job, this enables us to quickly find the characteristics one seeks from the role profile. One more pointer to select the right candidate for the correct job profile. Next, one has to review the most recent employers and the applicant‘s stated experience, accomplishments, and contributions. At this point, one must have found significant cross-over between the applicant‘s resume and the requirements in the particular job profile. Place the resume in your ―to be reviewed further‖ folder unless you have encountered problems. Some pointers to guide in recognizing the right resume that are generally unexplained on the resume or in the cover letter, include:  Employment gaps  Evidence of decreasing responsibility  Evidence of a career that has reached a plateau or gone backwards  Short term employment at several jobs multiple shifts in career path.  Review your selected resumes against your criteria and each other. 4. 2) SortingSorting is basically the technique of grouping the possible from the probable. Now in this oncethe HRRF form is received, one knows what kind of a candidate one is looking for. The resumesare taken into consideration and the telephonic interview has been done. This gives a clearerpicture on the section of candidates who are or likely to be applicable for the correct job profile.The resumes are sorted in basically three different sections: 55
  • 56. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD ) Pile A=appears to meet all or most qualifications Pile B=missing one or more important qualification Pile C=clearly not qualifiedThe pile "A" pile is taken and sorted into two piles—a "top candidates" pile for those whoappear to meet all your important criteria, and a "backup candidates" pile for those who appear tofail on less important criteria, or for whom the information isnt complete about one importantcriterion. (If they fail on two or more criteria, put them back on the "B" pile.). Thesequalifications differ from one job profile to other job profile.For each candidate, notes are made of areas in which one needs additional information. After thein-depth review, one should have a group of probably 6 to 10 finalists. These people will begiven further consideration.The remainder will only be considered if the first group doesnt end up satisfying the criteria 4. 3 )Telephonic Panel Interviews Once the sorting has taken place, one has list of candidates to whom a telephonic panel interview is placed. These interviews are conducted by telephone to narrow a field of candidates. This serves two purposes; first you can use it to verify the candidate is active and available for new positions. The second purpose is to find out how the candidate presents themselves to the outside world and gauge verbal communication skills. Telephoneinterviews may also be used as a preliminary interview for candidates who live far away from the jobsite. It is important to treat this interview a face-to-face connection. A quietspace and time to schedule the conversation is arranged. The work surface is cleared to minimize distractions.The focus is on the conversation. The copy of the resume is kept nearby to use it as a ready reference.As far as possible there should not be any interruption during an interview. Always a landline phone is used so as to avoid dropping calls. In telephonic panel interview there is more than one interviewer. Typically, three to ten members of a panel mayconduct this part of the selection process. This is the chance for the candidate to put his or her group management andgroup presentation skills on display.The candidate should be able to find a way to connect with each interviewer. There is an evaluation sheet which enables the interviewer to rate the interviewee. Each interviewer will ask separate set of questions to see how and when the candidate replies. Based on his reply, one gets to know his knowledge in the required field along with the skill and education gained in the previous years that are mentioned on the resume. Also one can have a fair outlook whether the candidate is suitable for the job.Refer Interview Evaluation Sheet in the Annexure 56
  • 57. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD )4.4) Personal Interview Once the panel shortlisted the candidates suitable for the recruitment process, those candidates are brought about to have a face to face conversation. Before the interview a set of factors, on which a decision will be made, is prepared. Factors such as experience, education, specific job skills, and evidence of communication or management skills are all valid business reasons that are considered along with the factors mentioned by the clientele. At the start of the interview, the candidate is made sure that he understands as much as possible about the opening that is the duties, the responsibilities, and the necessary skills required. Also the interview is focused on whats required for the job and how good a match the candidate is. The factors selected helps in this process to choose the right candidate for the mentioned job profile. 5) Selection/ Rejection Once the best candidate is identified for the job, the hiring workflow ends. However, the finalization of the Job Application Process results in a new employee, which then initiates a new Employee On-boarding Process. The hiring process can be designed to automatically trigger a new Employee On- boarding process with that applicant´s personal data. The next step is to evaluate their qualification, qualities, experiences, capabilities, etc and make the selection. A particular process is not formulated for rejecting a person since it is said that the most difficult approach in all the HR activities is rejection. One of the interesting features of the company is that it gives reimbursement facilities for the candidate. 5.1 Travel reimbursement of the candidates The candidate attending interview shall be reimbursed fare and associated expenses as approved by Head HR as per following eligibility: LEVE Air/RailEligibility LocalTravelEligi L bility E15toE18 Air/AC1stclass HiredCar E12toE14 Air/AC1stclass Taxipointtopoin t E8- ACSleeper Class Taxipointtopoin E11,GETsandMTs t E5-E7,DETs,JOTs ACSleeperClass Auto/Bus E0-E4 Sleeper Class Auto / Bus The above is subject to the laid down conditions as listed below: 57
  • 58. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD ) a.Claims for reimbursement of travel expenses and / or accommodation shall not be entertained if the candidate comes from the same city/ town in which the interview is being held. b. Reimbursement of traveling expenses shall be made strictly for the shortest route from residence to the venue of the interview. c. The claim for reimbursement shall be entertained only on the prescribed claim form d. Normally, if an outstation candidate is required to stay for interview purposes, Company Guest House accommodation shall be provided. In case of non-availabilityof Guest House the Company shall arrange for hotel accommodation. Refer Classification of grades in the annexure. 6) Reference check This is mainly done to validate the information provided by the prospective candidates in the process of recruitment with regards to his previous employers, educational qualifications, code of conduct in previous companies, etc. These checks are to be done so as to make sure the authenticity of the candidate selected and his information provided. This policy shall be applicable to all candidates who are being considered for lateral selection in the company. This is done by the following procedure: The candidate shall be given an Employment Application Form. o The candidate shall fill in the form, & provide two professional references. o The HR department will verify the references on a random basis. o The reference shall cover areas such as professional expertise, performance level, and competencies. o The feedback received from the referees shall not be shared with the candidate .7) Fixation of salarySalary is fixed once the reference check is done. The candidate and the HOD willnegotiate for the remuneration on the basis of the education and experience of thecandidate. Also the grade in which the vacancy was available plays an importantrole in deciding the salary to be given to the appropriate candidate. 58
  • 59. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD )Refer Compensation Stack Letter in the annexure8) Offer of AppointmentOn being found suitable for the position, & also if the candidateaccepts the salary package offered to him, the candidate shall be issuedan Offer of Appointment the duplicate of which shall be sent by him/herduly acknowledged through e-mail (soft Copy) & Courier (hard copy).TheOffer will be valid for a period as stipulated and shall mention onlythe position which has been offered. The Appointment Letter shall beissued once the Candidate reports for joining. The copy of the offer letter isenclosed as an annexure.Refer Offer of appointment in the Annexure9) Joining formalitiesThere is a certain procedure in order to join the company.The new appointeeshall report for joining to the HR Department at Belapur Casablanca officefor completing the joining formalities. The new appointee shall fill up aMIS form, Provident Fund & Gratuity nomination form in addition tofurnishing the following at the time of joining. Since the clientele of PSSPL are usually abroad, the employees selected have toundergo certain methodology especially for medical examination.& clearance ofvisa.9.1) Medical ExaminationAll appointment in the Company shall be subject to being found medicallyfit. A new recruit has to undergo a medical fitness test from a CertifiedMedical Center before joining PSSPL (expenses incurred on such pre-joining medical examination shall be reimbursed at the time ofjoining).The employee has to be deemed fit medically along with receiving the yellowfever certification.Relevant documents to be submitted at the time of Joining: An Employee application form A documents checklist Details of insurance premium for the purpose of deduction of tax at source Service certificate(s) from the previous employer(s). 59
  • 60. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD ) Income tax certificate from the previous employer, if applicable Relieving letter from previous employer Details of family members Copy of passport, if issued MIS form Passport MIS Form NRI A/c opening forms for Bank of India In order to get clearance of the visa the following documentation needs to be submitted (1) Original Appointment letter/ offer letter / Acceptance letter of applicant. (2) Original Highest Degree / Diploma should be attested from state HRD Ministry/ Education Ministry & MEA (Delhi). (3) Four recent colour photos with white or Light background for each applicant + Four visa forms duly filled & signed. (4) Request letter from applicant stating that the purpose of visit and mention the position which he will hold (Plain Paper). (5) Original Yellow Fever Certificate. (6) Original Passport- (should have ECNR stamp) All of above documents for VISA stamping need to be forwarded to the VISA office directly through blue dart courier only. Also the photocopies of all documents should be taken before submitting them to the passport office.•After the joining formalities are completed, the new appointee shall be provided with Employee Number, temporary Identity Card & temporary Attendance Swipe Card.• For all new employees joining in Grades E08 & above, a welcome note shall be circulated in the company Lotus Notes for introduction along with photograph. All new employees will be provided a Joining Kit at the time of joining the Company. 10) Employee Confirmation • All employees recruited in Grades E-14 & below shall be on probation for a period of six months and they shall be confirmed subject to their all round performance being adjudged satisfactory. 60
  • 61. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD ) • As deemed fit the period of probation shall be extended for 3 months at a time and not more than two times. • In case, the employee on probation is not confirmed even after second extension, he/she shall be removed from the services of the company. 11)Closure This basically represents the closing of the whole process with the joining of the new candidate. 11.1)Inception date Inception Date indicates date of joining. Once all the formalities and procedure is completed the candidate becomes a full term employee of the company commencing his duties from this date. 11.2) Induction (SAMANVAY) Induction shall be held immediately on joining. It is mandatory for all the new joiners to attend it.Inputs are provided to the new joiners on: °Knowledge of the Company °Vision and Mission & Values °Achievements & history of the Company ° Organization structure and introduction with key role Executives °HR and other related policies °Challenges that face the company °New initiatives °Organizational cultureResearch MethodologyIn everyday life human being has to face many problems viz. social, economical, financialproblems. These problems in life call for acceptable and effective solutions and for this purpose,research is required and a methodology applied for the solutions can be found out. 61
  • 62. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD )Research was carried out atPSSPL to find out the ―Recruitment and selection process‖.Themethodology used to collate the data is primary as well as secondary.Data collectionPrimary DataIn Primary data, information on a first hand basis is taken with the help of VocationalTraining.In this training; a personal contact was made with the hirers as well as thecandidate.The contact can be in all the forms of communications viz, email, telephonicconversations as well as direct contact.The resumes were handled and screened with the help of the project guide. This gave anin-depth knowledge on screening, reviewing and sorting of the resumes. Further, with thehelp of various sources,the resumes were taken into consideration for recruitment.Secondary DataSecondary data is the data used previously for the analysis and the results are undertaken forthe next process. Data was collected from web sites, going through the records of theorganization. It is the data which has been collected by individual for the purpose of otherthan those of our particular research study.Observations & FindingsI started my job as HR Trainee under RECRUITMENT SECTION. It included handling of the hiringof employment. The project guide narrated me the whole procedure.My job profile was to generate resumes from the various job sites such as according tothe requirements of the company. After generating the resumes from the sites the next step is toshortlist the resume which best suite the requirements.Now the short-listed candidates have to be given a phone call in order to find out their interests andschedule them for interview. To follow up them in case of their selection was equally important asa part of recruitment. Maintaining updated data in excel sheets.Observations made during the course of the vocational training with the help of the data as perlast two months:1) Qualification 62
  • 63. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD )It was observed that the minimum qualification of the candidate was generally B.E/ B. Tech/Diploma in chemical, metallurgical, mechanical, instrumentation, etc2) SourcesInternal sources used were References, Employee referrals, and Employee database.Externalsources used were, campus Recruitment, consultancies.There used to be comparison on the recruitment status whenever necessary. The data sheet waschecked where the dependency usually is.If one observes annexure, Recruitment Status, it can be noted that the dependency on internalresources was more as compared to external sources.The record observed is for the past twomonths. The below chart explains the percentage recruited in terms of sources used.This dependency has in turn become a financial aid to the company resulting in the costreduction. Decrease in cost happens to be one of theeffective HR policies which happen due tothis dependency. Moreover the internal resources were much more reliable than the externalresources as the chances of attrition were comparatively on a lesser scale. Sources 33 Internal 67 ExternalRefer Recruitment Status Sheet in Anexure.Also refer Comparison sheet attached with the annexure.3) Job PostingsOne thing that was observed was that most of the recruitments were done for overseas purpose atLibya (LISCO) &Nigeria (DELTA), Philippines, Bosnia.This included the procedure involvedfor recruiting the expatriate adopting a different procedure of recruitment.4)HR Policies 63
  • 64. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD ).DifferentPolicies offered are- • Subsidy on food • Transport policy • IT Security Policy • Accomodation Policy • Kit allowance • Welfare policy • Medical facility • Insurance Policy • Safety Policy • Social Policy • Recruitment Expatriate Policy • Career Development Policy • Visiting card Policy • Telephone policy • Centralised recruitment Policy • Suggestion Schemes Policy • Anti Poaching Policy • Announcement of new Joinees • Children education Allowance5) ReplacementAn interesting fact among the legal terms and conditions with the consultancies were seen that, ifany candidate, for any reason leaves the job within 3 months (Domestic location) and 6 months(International Location), the consultancy is likely to give free replacement for the candidateirrespective of the difference in position.6) Remarks & SuggestionsArea Remarks SuggestionsIntranet Not available Must be developed for security purposePlanning Not up to the mark Needs ImprovementCoordination Poor Needs ImprovementRecruitment Process Slow, Time Should be fast ConsumingTime Management Not proper Must be Managed wellDocumentation Proper personal filing of candidates Not proper Important documents to be doneDependency More on seniors Trained recruiters must be availableID card Not Seen Should be issuedAwareness about the Should be informed at the time of Inductionpolicy Unaware 64
  • 65. Recruitment and Selection at PSSPL, A GROUP COMPANY OF ISPAT GROUP AND GSHL GROUP ( GLOBAL STEEL HOLDINGS LTD )Leave record Software such as Office manager, People Not maintained soft HR to be developedWriting Skills Should be the first analytical step in Not examined InterviewRMS Maintained Consistency to be maintainedRejection Intimation Should be followedsystem Not followedInternet site Not developed fully Should be developed at earliestCareers Not mentioned on Must be mentioned siteInter-departmental Needs improvementrelationshipStaffing Less More staffing neededConclusionThis presents the summary of the study done in relation to the Recruitment and Selection in PSSPL.Most of the employees were satisfied but changes are required according to the changing scenario asrecruitment process has a great impact on the working of the company as a fresh blood, new ideaenters in the company. Selection process is good but it should also be modified whenever required.The project helped me gain intensive knowledge gained on the recruitment and selection process.The exposure created a whole new avenue on this sector which will help me in the future course ofaction.  65