IREL uses both internal and external recruitment methods to fill openings. The majority of employees are satisfied with the existing recruitment policy. However, IREL does not conduct much campus recruitment and half of employees feel employment exchanges are not used. The selection process considers work experience and location preferences of candidates. Overall, employees feel the recruitment process is systematic and effective.

1. By Nirosha Patnaik Roll No.# 201077002 RECRUITMENT AND SELECTION PROCESS OF IREL, OSCOM Under the guidance of Mr. Sisira Kanti Mishra

5. RECRUITMENT PROCESS Recruitment process can be done through five stages which are planning,strategy development, searching,screening,evalution and control. The ideal programme is the one that attracts a relatively large number of qualified applicants who will survive the screening process and accept position with the organisation . RECRUITMENT PLANNING STRATEGY DEVELOPMENT SEARCHING SCREENING EVALUATION & CONTROL

6. COMPANY PROFILE Under the Indian Companies Act, 1913, Indian Rare Earths Limited was incorporated in 1950 as a private company as a joint venture with the then Government of Travancore, Cochin. In 1963, IREL became a full-fledged Govt. undertaking under DAE. In 1952, production commenced at RED, which was dedicated to the nation by Sri Jawharlal Nehru. OSCOM was set up during 1972, construction had been started in 1975 and mining had been started in 1984. Main objective of IREL is to emerge as a leading player in the area of mining and separation of beach sand deposits to produce minerals as well as process value added products. It has mineral processing plants at Orissa, Tamilnadu & Kerala, Rare Earths division at Alwaye, Kerala and Research center at Kollam, Kerala. Its registered and corporate offices are in Mumbai, Maharastra.

7. OBJECTIVE OF STUDY The objective of the study is : 1.To ensure the quality of company’s recruitment and selection process.. 2.To identify company’s sources of recruitment. 3.To take feedback from employees on existing system.

8. RESEARCH METHODOLOGY To conduct any research a scientific method must be followed .The universe of study is very large in which it is difficult to collect information from all the employees.so the sampling method has been followed ,the analysis is based on primary as well as secondary data. 1:-PRIMARY SOURCES:- Primary data was collected using an appropriate questionnaire and observing it 2:-SECONDARY SOURCES:- The secondary data was collected from internet,magazines,journals. SAMPLE SIZE The sample size taken is 30.

9. DATA ANALYSIS AND INTERPRETATION Q.1 Recruitment of employee is done through Internal and External recruitment?  YES (87%)  NO (13%) INTERPRETATION Most of the employees are recruited by external and internal policy.

10. Q.2 Are you satisfied with IRE’s existing recruitment policy?  YES (73%)  NO (27%) INTERPRETATION Most of the employee are satisfied with company’s recruitment policy .

11. Q.3. Does your organization hire the candidates through campus recruitment?  YES (10%)  NO(90%) INTERPRETATION It reveals that candidates in IRE are not recruited through campus recruitment.

12. Q.4 Do you think that work experience should be a major criteria for selection?  Agree (70%)  Strongly agree (30%) INTERPRETATION The above chart reveals that 70% of employees consider work experience as a vital factor.

13. Q.5. Is the advertisement highly effective for the organization?  YES (87%)  NO (13%) INTERPRETATION The above chart reveals that advertisement is a helping tool in recruiting capable candidates.

14. Q.6 Is the recruitment process free from biasness? . YES (97%)  NO(3%) INTERPRETATION The above chart reveals that employees agree that recruitment process is free from biasness.

15. Q 7 Does the organization recruit and select the candidates through employment exchange? .  YES (50%)  NO(50%) INTERPRETATION Half of the employees agree to it and half of them don’t agree to it.

16. Q8. Does the selection process of the organization entertain the candidate’s location preference?  YES (57%)  NO(43%) INTERPRETATION most of the employees believe that location preference is important for selection.