Human resource management (Calcutta university B.com CBCS Syllabus )
project sash
1. 1
A Summer Project Report On
“RECRUITMENT AND SELECTION process”
AT
KIRIBURU IRON ORE MINES
Submitted in partial fulfillment of the course curriculum of
BACHELOR OF BUSINESS ADMINISTRATION
SESSION (2013-2016)
Submitted by
SASMITA BASA
R0LL. No.-03914BBA016
Dr. Ambedkar Memorial Institute of Information Technology & Management
Science, Rourkela.
Under the supervision of
Industry Guide Faculty Guide
Mr. RabinarayanSathpathy Ms. Ipsita Swain
DGM RMD (Training centre) (Assistant professor),DAMITS
SAMBALPUR UNIVERSITY ODISHA
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BONAFIDE CERTIFICATE
This is to certify that the project titled RECURITMENT& SELECTION
PROCESSis a bonafide record of the interim report by Sasmita
Basa(roll.no.03914BBA016) a student of Dr. Ambedkar Memorial Institute Of
Information TechnologyAnd ManagementScience College,(Session2013-
2016), has successfully completed her summer Internship Project for the partial
fulfillment of the requirements of the award of the degree of Bachelor in Business
Administration of Sambalpur University, Odisha. To the best of my knowledge
and belief, this project is her original effort and contribution, which she has worked
sincerely under my guidance in this duration. The summer project report has not
been submitted earlier to this University or to any other University/Institutions.
Wishing her good luck for a successfulcareer and all future endeavors.
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DECLARATION
I Ms. SwagatikaSahoodo here by declare that the Summer Project Report entitled
“PRACTICES & PROCESS OF PERFORMANCE APPRISAL OF
EXECUTIVE IN ODISHA MINING CORPORATION LTD.
BHUBANESWAR, ODISHA” has been prepared by me & submitted to the
administrative department of HR,Dr. Ambedkar Memorial Institute of Information
Technology & Management Science, Rourkela. For the partial fulfillment of BBA
course of SambalpurUniversity ,Odisha. It is the original one & not published
elsewhere or submitted to any other university or institution for award of my degree
or BBA.
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ACKNOWLEDGEMENT
At the outset, I would like to express sincere and deep felt thanks to the
Management of personnel Department (HRD) SAIL, KIRIBURU IRON ORE
MINES for providing me an opportunity to undergo four weeks of industrial
training at SAIL,KIRIBURU IRON ORE MINES.
I acknowledge my gratefulness to RabiNarayanSathpathy(D.G.M ,RMD
TRAINING CENTRE ) under whose expert guidance and immense cooperation it
could be possible to study and submit a project report on ‘Recruitment and
Selection’ process at KIRIBURU IRON ORE MINES(SAIL).
I take opportunity to express my heartiest gratitude to my respective faulty
lecturers, parents and friends who have been constantly helping me either directly
or indirectly is successful completion of the project.
Sasmita Basa
03914BBA016
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TABLE OF CONTENTS
Title page no.
COVER PAGE
CERTIFICATION
ACKNOWLEDGEMENTS
TABLE OF CONTENTS
CHAPTER 1 : INTRODUCTION 7-14
1.1 IMPORTANCES OF RECURITMENT AND SELECTION PROCESS
1.2 OBJECTIVE OF RECRIUTMENT and SELECTION
1.3OBJECTIVE OF THE STUDY
1.4 FACTORS AFFECTING RECRUITMENT
1.5INDUCEMENTS
1.6 CONSTRAINTS
1.7 SCOPEOF STUDY
1.8 LIMITATIONS
CHAPTER 2 : ORGANISATIONAL PROFILE 15-17
2.1 KIRIBURU IRON ORE MINES- An Outline
2.2 LOCATION OF COMPANY
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CHAPTER3:RECRUITMENT&SELECTIONPROCESS 18-32
3.1RECRUITMENT POLICY OF SAIL
3.2 OBJECTIVE OF RECRUITMENT POLCY
3.3 SOURCES OF RECRUITMENT
3.4 PROCESS OF RECRUITMENT
3.5 RECRUITMENT FROM EXTERNAL SOURCES
3.6 SAMPLE RECRUITMENT FORM
3.7 LOW cases
CHAPTER 4: RESEARCH METHODOLOGY 33-34
CHAPTER 5: DATA ANALYSIS 35-41
CHAPTER 6: CONCLUSION 42-43
CHAPTER 7: FINDINGS & OBSERVATION 44-45
CHAPTER 8: RECOMMENTATION 46-47
CHAPTER 9: SUGGESTION 48-49
CHAPTER 10: QUESTIONAIRE 50-53
REFERENCE/BIBLOGRAPHY54-55
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The human resources are the most important assets of an organization. The success
or failure of an organization is largely dependent on the caliber of the people
working therein. Without positive and creative contributions from people,
organizations cannot progress and prosper. In order to achieve the goals or the
activities of an organization, therefore, they need to recruit people with requisite
skills, qualifications and experience.
Recruitment is distinct from Employment and Selection. Once the required number
and kind of human resources are determined, the management has to find the places
where the required human resources are/will be available and also find the means of
attracting them towards the organization before selecting suitable candidates for
jobs. All this process is generally known as recruitment. Some people use the term
“Recruitment” for employment. These two are not one and the same. Recruitment is
only one of the steps in the entire employment process. Someothers use the term
recruitment for selection. These are not the same either. Technically speaking, the
function of recruitment precedes the selection function and it includes only finding,
developing the sources of prospective requirements of the organization in
mind.Employees and attracting them to apply for jobs in an organization, whereas
the selection is the process of finding out the most suitable candidate to the job out
of the candidates attracted (i.e., recruited).Formal definition of recruitment would
give clear cut idea about the function of recruitment.
1.1 IMPORTANCES OF RECURITMENT AND SELECTION
PROCESS:
Human resources management is concerned with human being, who is the energetic
elements of managements. The success of the organisation or an enterprise will
depend upon the ability, strength; motivation of the person’s working in it.
The human resource management refers to the systematic approach to the
problem in any organisation. it is concerned with recruitment, training, development
of personnel. Human resources is the most important assets of an organisation. It
ensures sufficient supply proper quantity and as well as efficient utilization of
human resources.
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In order to meet human resources needs and organisation will have to plan in
advance about the requirement and the sources etc. The organisation may also have
to undertake recruitment selecting and training process. Human resources
management include the inventory of present manpower in the organization.
Apart of human resources management is assigned to personnel who perform some
of the staffing function. The staffing process is the flow of events, which results in a
continuous managing organization position at all level from the top management to
the operative level. This process includes manpower-planning authorization of
planning, developing sources of applicant evaluation of application .employment
decision (selection) offers (placement). Induction and orientation, transfer,
demotion, promotion and separations. Manpower planning is a process of analyzing
the present and future vacancies as a result of retirement, discharge, transfer,
promotion,Absences or other reasons.
Recruitment is concerned with the process of attracting qualified and components
personnel for different job. This include the identification of existing sources of the
labour markets, the development of new sources and the need for attracting large
number potential application so that good selection may be possible.
selection policies and procedure and the evaluation of potential employee in terms
of job specification. This process include the development of application blanks,
valid and reliable test, interview techniques employees reversal system, evaluation
and selection of personnel in terms of specification the making up of final
recommendation to the hire management and the sending of offer and rejection
letters.
1.2 OBJECTIVE OF RECRIUTMENT and SELECTION
1. To Develop and implement an on-going recruitment.
2. To Provide maximum employment security.
3. To hire the top-quality personal required for the company.
4. To improve the quality of life of employee need.
5. To know the kind of people that we are looking for by analyzing the company
goal and using the job description prospective that match your need.
6. To Encourage employee with continuing development of talent and skills.
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7. To use fair process.
8. To conductrecruitment activities in a efficient and cost
effective manner.
9. To infuse fresh blood at all level of the organization.
10. To attract people with multidimensional skills and experiences that suit the
present and futures organisation strategies so as to obtain a poolof suitable
candidate for vacant posts.
Recruitment is defined as, “a process to discover the sources of manpower to meet
the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient workforce.” Edwin B. Flippo defined recruitment as “the process of
searching for prospectiveemployees and stimulating them to apply for jobs in the
organization.” Recruitment is a ‘linking function’-joining together those with jobs
to fill and those seeking jobs. It is a ‘joining process’in that it tries to bring together
job seekers and employer with a view to encourage the former to apply for a job
with the latter.
In order to attract people for the jobs, the organization must communicate the
position in such a way that job seekers respond. To be costeffective, the
recruitment process should attract qualified applicants and provide enough
information for unqualified persons to self-select themselves out.
Thus, the recruitment process begins when new recruits are sought and ends when
their applications are submitted. The result is a poolof applicants from which new
employees are selected.
1.3OBJECTIVE OF THE STUDY:
To understand the current recruitment and selections policy being followed at BSP
conducted this study and to know how effectively it is being implemented.
To study the present recruitment policies at ‘KIOM’.
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To study the different method of recruitment and selection on the requirement
of the ‘KIOM’.
To find the relationship whether job offered based on qualification to the
employee in the ‘KIOM’.
To study the level of job satisfaction in the ‘KIOM’.
To study the changes of recruitment policy in recent times in the ‘KIOM’.
To know how the ‘KIOM’ fulfill its manpower requirement .
1.4FACTORS AFFECTING RECRUITMENT
The following are the 2 important factors affecting Recruitment:-
1) INTERNAL FACTORS
• Recruiting policy
• Temporary and part-time employees
• Recruitment of local citizens
• Engagement of the company in HRP
• Company’s size
• Costofrecruitment
• Company’s growth and expansion
2) EXTERNAL FACTORS
• Supply and Demand factors
• Unemployment Rate
• Labor-market conditions
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• Political and legal considerations
• Social factors
• Economic factors
• Technological factors
1.5INDUCEMENTS
Organizational inducements are all the positive features and benefits offered by
an organization that serves to attract job applicants to theorganisation. Three
inducements need specific mention here, they are:-
• Compensation: Starting salaries, frequency of pay increases, incentives and fringe
benefits can all serve as inducements to potential employees.
• Career Opportunities: These help the present employees to grow personally and
professionally and also attract good people to theorganization. The feeling that the
company takes care of employee career aspirations serves as a powerful
inducements to potential employees.
Image or Reputation: Factors that affect an organization’s reputation include its
general treatment of employees, the nature and quality of its products and services
and its participation in worthwhile social endeavors.
1.6CONSTRAINTS
If a firm has a poorimage in the market, many of the prospective candidates
may not even apply for vacancies advertised by the firm. If the job is not attractive,
qualified people may not even apply. Any job that is viewed as boring, hazardous,
anxiety producing, low-paying, or lacking in promotion potential seldom will attract
a qualified poolof applicants. Recruiting efforts require money. Sometimes because
of limited resources, organizations may not like to carry on the recruiting efforts for
long periods of time, this can, ultimately, constrain a recruiter’s effort to attract the
best personfor the job. Government policies often come in the way of recruiting
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people as per the rules of the company or on the basis of merit/seniority, etc. For
example, reservations to specific groups (such as scheduled castes, scheduled tribes,
backward castes, physically handicapped and disabled persons, ex-servicemen, etc.)
have to be observed as per constitutional provisions while filling up vacancies in
government corporations, departmental undertakings, local bodies, quasi-
government organizations, etc.
1.7SCOPE OF STUDY
The study was confined to division of ‘KIRIBURU IRON ORE MINES’ at
KIRIBURU with special reference to its recruitment policy.
1.8LIMITATIONS
The accuracy of the study is based on the information given by the
respondents.
Data collected cannot be asserted to be free from errors because of basis on
behalf of the respondents.
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As the sample size consist of only 10 employee its accuracy has its
limitations.
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ORGANISATIONAL PROFILE
2.1 KIRIBURU IRON ORE MINES- An Outline
SAIL has the second largest mining outfit in the country after Coal India Ltd.
Spread over the mineral rich states of Jharkhand,Orissa and Madhya Pradesh, the
mines of SAIL started their operations as captive sources of raw materials of its
integrated steel plants.
Sources of raw materials at SAIL
In order to ensure consistency in quality and quantity of major raw materials,SAIL
has a number of captive mines.The mines were in the beginning captive to
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respective steel plants. As our demands grew in terms of quality and quantity, it was
felt necessary that the mines be brought under one umbrella.
In 1989 SAIL launched Raw Materials Division(RMD) as a separate unit and by
June 1990 had brought all its mines that were captive to its steel plants in the
eastern sector-RSP,DSP,BSL, and IISCO(a subsidiary)-under its umbrella.
The basic purposefor formation of RMD was to rationalize supply of raw materials
to different SAIL steel plants and to achieve systematic reduction in purchase of
iron ore, in particular, from external sources with a view to achieve self-sufficiency
in iron ore and ensure uninterrupted availability of raw materials, economically and
of consistent quality.
2.2 LOCATION OF COMPANY:
Kiriburu is a census town in West Singhbhum district in
the Indian state of Jharkhand.
The town is mainly known for having big Iron-ore Mines KIOM (Kiriburu Iron-Ore
Mine) & MIOM (Meghahatuburu Iron-Ore Mine)both governed by SAIL. It is also
a famous hill station situated in the core of Saranda forest. Saranda forest is land of
seven hundred hills. Saranda means forest of elephants so we find elephant in this
forest. The forest has some good waterfalls and hill views.
The mine, was conceived by National Mineral Development Corporation and
started as an export development project implemented with Japanese collaboration.
Initially meeting the requirements of iron ore export to Japan, it was subsequently
earmarked as a sourceof iron ore for Bokaro Steel Plant. The mine was further
expanded and developed and was transferred to Bokaro Steel Limited(BSL).
The mine has the distinction of having facilities to process orein wet and dry
streams simultaneously. The wet circuit is equipped for two-stage wet screening.
The crushing plant has two lines, each of which has a capacity of 750TPH.
Although kiriburu’s principal linkage is with the Bokaro Steel Plant, the Rourkela
Steel Plant is also a regular consumer of its products. A relatively small quantity is
also supplied to Durgapur Steel Plant as and when required.
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RECRUITMENT& SELECTION PROCESS
3.1RECRUITMENT POLICY OF SAIL
Steel Authority of India LTD. is a continuous industry with complex technology.
To operate this industry, SAIL highly needs skilled personnel and competent
managers and administrators. In order to meet the present and future manpower
needs in diverse disciplines multiple skills and different work areas, SAIL is
committed to a system that ensures induction of the bestand the most competent
personnel to take up challenging assignment in the company. The selection system
seeks to emphasize evaluation of individual capabilities in terms of their potential
for fulfilment of company’s objective
.
3.2 OBJECTIVE OF RECRUITMENT POLCY
a) To meet manpower requirement of the company in terms of the approved Human
resourced Plan.
b) To fulfil requirement of competent personnel in terms of requisite capabilities,
skills, qualifications, aptitude, merit, and suitability with a view to fulfil company’s
objectives.
c) To attract, select and retain the best talent available keeping in view the changing
needs of the organization.
d) To ensure an objective and reliable system of selection.
e) To provide suitable induction points for intake and thereby achieve the desirable
level of qualification, skill and age mix as required to strengthen the human
resource of the company.
3.3 SOURCES OF RECRUITMENT
The recruitment shall be done through following sources:-
- Through internal source
- Through external sourceis employment exchange, press advertisement, campus
selection or through direct negotiation.
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3.4 PROCESS OF RECRUITMENT
1. INITIAL OF REQUISITION:
The department shall initiate a requisition for recruitment incorporating sanctioned
strength (SG), Men in Position (MIP), vacancy to be filled-in reasons for filling of
the vacancy etc. and forward the same to Recruitment Section of Personnel
Department with due approval of the DRC to MD concerned.
2. VERIFICATION OF VACANCY POSITION
The Recruitment Section shall get the vacancy position certified by the concerned
Establishment Section of the Personnel Department. The views of ISD/O&N shall
be taken with regard to filling-up of the posts.
3. RECRUITMENT THROUGH INTERNAL SOURCES
Following procedure shall be followed for recruitment through internal sources:
a. APPROVAL FOR INTERNAL CIRCULAR
After verification of vacancy position, the proposalfor issuing Internal Circular
shall be forwarded to CPM for approval.
b. INVITATION OF APPLICATION
The Recruitment Section shall issue Internal Circular within the department
incorporating the follows:-
- Name of the Post
- Scale of pay
- Job Specification for the post
- Department for which post(s) required
- Eligibility (only those candidate who have completed at least 3 year’s service in
the next below grade on the last date of receipt of application shall be eligible to
apply).
- Last date of receipt of application
- Performa of application.
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c. SCRUTINYOF APPLICATIONS
Applications received shall be scrutinized by the Recruitment Section with respect
to the job specification and other conditions laid down in the Internal Circular.
d. SELECTION TEST
The eligible candidates in the ration of 1:7 shall be called for selection test.
The WT and Literacy Test shall be conducted for recruitment of the postin L3/L2
respectively by a Committee consisting of a representative each of personnel,
Training, Department concerned and a nominee of SC/ST.
e. CONSTITUTION OF SELECTIOIN COMMITTEE
Recruitment Section shall initiate a proposalto be approved by DGM/GM(P&A)
for constituting a Selection Committee consisting of a representative each from the
departments/agency.
f. WRITTEN TEST
The question paper for Written Test shall be objective type and generated through
Computer. Question Banks shall be developed to suit the testing of different
levels/cadres. The question shall have five alternatives; one of them shall be
“NONE OF THESE”.
g. TRADE TEST & INTERVIEW
The qualifying marks for Written Testshall be 35% of the total. Depending upon
the vacancy position, candidates shall be called for trade Test/Interview in order of
merit in the ration of 1:2. The trade test result shall be recorded. The candidates
securing 52% or more shall be declared qualified and the result shall be declared on
the same day. Where trade test is not applicable, based on Written Test results,
qualified candidates shall be called for interview in the ration of 1:2. The qualifying
marks for interview shall be 50% of the total and the result shall be declared on the
same day. Recruitment for certain categories involve physical Fitness Test which
shall be carried out as per the stipulated standard.
h. PANEL OF SELECTION
Merit list shall be prepared by Selection Committee by taking 100% of the Written
Test and 100% of Trade Test and Interview marks. Where trade test is not
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applicable, 50% of the interview marks shall be reckoned, for preparing the merit
list.
i. ISSUE OF OFFER LETTER
The Recruitment Section shall issue offer letter based on vacancy. The candidates
shall be given 15 day’s time to report to the Establishment Section of Personnel
Department attached to the new department of posting.In case a candidate does not
join his new duty within stipulated joining time, the offer letter shall be issued to
the next person in the panel.
4. RECRUITMENT FROM OUTSIDE
The proposalfor recruitment from outside shall be submitted by Recruitment
Section to MD for approval.
a. NOTIFICATION TO EMPLOYMENT EXCHANGE
In case it is not possible to get the vacancy filled-in through internal candidate in
non-executive category, notification to Employment Exchange shall be sent
incorporating Designation of vacant, post, pay scale, no. of vacancy to be filled-in
job specification (keeping in view multi-trade concept), age limit, reservation for
SC/ST/Ex-Serviceman, relaxation of age for such categories etc. The Employment
Exchange shall be advised to forward names in the ration not less than 1:7 within 15
days of the receipt of notification.
b. PRECRIED FEE
The prescribed fee in the form of Postal Order for posts advertised shall be
indicated in the advertisement where applicable for both General and SC/ST
candidates.
c. RECEIPT & SCRUTINY OF APPLICATON
The names sponsored/application received shall be scrutinized by Recruitment
Section and the list of eligible candidates to be called for WT/TT/PhysicalTest
shall be got approved from DGM/GM (P&A).
d. WRITTEN TEST/TRADE TEST
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On receipt of approval, the candidates shall be called for WT/TT/Interview. The
forms of interview particulars and Admit card shall also be enclosed along with the
Interview Letter.
e. PANNEL OF SELECTION & ISSUE OF OFFER LETTER
After the WT/TT & Interview, the step outlined at shall be followed excepting that
Selection Note shall be got approved from MD and particulars of candidates shall
not be sent to Vigilance Department. The selected candidates based on vacancy to
be filled-in shall be advised to appear for the medical through a letter. Thosefound
medically fit shall be issued Offer Letter along with 3 sets of Attestation From.
A list of candidates selected and offer issued shall be endorsed to Employment
Exchange in case the candidate was sponsoredbythem.
f. JOINING OF DUTY
As soonas a candidate comes to join duty, the dealing Assistant shall scrutinise the
offer of appointment and check-up the following points:
i) The department for which the candidate is meant.
ii) Last date of joining mentioned in the offer of appointment.
iii) The vacancies cleared for filling-up.
iv)Whether the medical examination report has declared the candidate medically fit.
v) Whether the candidate has brought release order from the orgn.in which he was
previously working.
vi)Whether the candidate has furnished the Attestation From duly countersigned by
the Gazette Officer.
vii) Certificate.
A candidate shall also be required to fill-up the following forms:
i) Joining ReportForm.
ii) Marriage Declaration Form.
iii) Personal Data Form.
iv) Movable/Immovable Property Return Form.
v) Application Form for allotment of residential accommodation.
vi) Attestation Form.
The candidates shall them be advised to report to the concerned department.
5. RECRUITMENT OF TRAINEES
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Following steps shall be followed in respect of recruitment of trainees Sr/Jr.
Trainees, Students Nurse, DCPO (Trainee), Fireman (Probationers).
a. INITIATIONOF REQUISITION
The department desirous of filling-up the vacant posts shall initiate a requisition
incorporating the no. of posts to be filled-up and forward the same to
DGM/GM(P&A) through the concerned Divisional Head.
b. VERIFICATION OF VACANCY
The requisition shall be passed on to Recruitment Section for verification of
vacancy etc. The views of IED/O&M shall be taken wherever required.
c. APPROVAL FOR NOTIFICATION
Recruitment Section shall then process the casefurther through
CPMDGM/GM(P&A) for obtaining approval of MD.
d. NOTIFICATION TO EMPLOYMENT EXCHANGE
On receipt of approval of MD the Employment Exchange shall be notified to send
the names of eligible candidates.
e. SCRUTINY OF NAMES & CALLING CANDIDTES FOR
WRITTEN TEST
The names of candidates forwarded shall be scrutinised by Recruitment Section.
The list of eligible candidates shall then be processedfurther for obtaining CPM’s
approval for calling candidates for Written Test.
f. WRITTEN TEST
The Written Test shall be conducted jointly be Recruitment Section and Training
Department. The verification of documents shall be done for those who qualify in
Written Test.
g. INTERVIEW CALL
Candidates securing minimum 35% marks shall be called for interview. The form in
respect of Interview particulars and Admit Card shall also be enclosed with
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Interview Letter. Simultaneously, a proposalshall be initiated for constituting the
Selection Committee consisting a representative each of:
i) Personnel
ii) Department concerned
iii) Training
iv)SC/ST,
v) Dy. Chief (Factories), Govt. of Bihar and the list shall be got approved from
CPM/DGM/GM (P&S)
h. PANEL OF SELECTION & ISSUE OFOFFER LETTER
The panel of Selection shall be based on vacancy the selected candidates
shall be issued Medical Examination papers in or of merit. Those found
medically fit shall be issued offer Letter.
i. JOINING :All selected candidates shall be advised to report to Training
Department on a particular date.
6. RECRUITMENT OF EXECUTIVES
As in the case of non-executives, recruitment through the market is resorted to in
exceptional case and for certain specialized cadres which are not available
internally.
a. RECRUITMENT OF EXECUTIVES FROM INTERNAL
SOURCES
Following steps shall be followed for recruitment of executives through internal
sources:
i) INITIATION OF REQUISITION
The dept. concerned shall initiate a note giving detailed justification for filling-up
the vacancies through internal sources and put-up to MD through the divisional
Head concerned for issue of internal circular.
ii) Verification of Vacancy & Issue of I.C
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The O.D Section of Personnel Department shall verify the vacancy position and
issue internal circular giving all relevant details.
iii) Scrutiny of Application
The applications received against I.C. shall be forwarded to department concerned
for security. O.D. Section shall also scrutinise the applications eliminate scopeof
commission/commission.
iv) Interview call letters
The eligible candidates shall be issued call letters for attending interview. A
Selection committee consisting of a representative each of Personnel, Dept.
concerned and a representative of SC/ST shall be constituted with the approval of
MD.
v) Approval of Selection Note
The Selection committee shall then prepare a Selection Note and obtain
approval of MD through DGM/GM/(P&A).
vi) Issue of offer Letter
Offer letter shall then be issued to the selected candidate in order of merit. The
Presidential Directives in respect of reservation of SC/ST candidates or any other
requirement shall be kept in view wherever applicable.
vii) Joining of Duty
The candidate shall be asked to report to O. D. Section of Personnel Department for
joining who in turn will direct him to the HOD concerned along with a copyof the
Joining Report.
b. RECRUITMENT OF EXECUTIVES FROM EXTERNAL
SOURCES
Following steps shall be followed for recruitment of executives from
open market:
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i) Initiation of Requisition
The department concerned shall initiate a requisition for filling-up of vacant post
indicating sanctioned Strength, Men in Position and no. of posts to be filled-up etc.
and forward to GM/DGM(P&A) through the concerned Divisional Head. The view
of IED/D&M shall also be obtained.
ii) Verification of vacancy
The Recruitment Section of Personnel Department shall get the vacancy position
verified by the O. D. Section of Personnel Department. Once the vacancy position
is available, the Recruitment Section shall process the cause through
DGM/GM(P&A) for obtaining MD’s approval for adverting the post.
iii. Press Advertisement
Public Relations Dept. shall then be intimated to advertise the postin the leading
newspapers. The request shall incorporate following information:
1 Name of the post
2 .Scale of pay
3 .Department for which it is meant
4 .Job specification i.e. Qualification and Experience.
5. Eligibility
6. Age Limit
7. Last date of receipt-generally one month time of application. . shall be given for
receipt of application.
8. Special conditions, if any such as reservation of posts for SC/ST
9. Performa of application.
iv) Scrutiny of Application
All the applications received within the stipulated time shall be forwarded to
concern department for scrutiny. The applications shall also be scrutinized by
Recruitment Section with regard to job specification, age etc. to eliminate any scope
of commission/commission. The application received beyond the stipulated time
shall not be accepted.
v) Constitution of Selection Committee
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A list of eligible candidates along with a proposalfor constituting Selection
Committee shall be put-up to MD through DGM/GM(P&A) for approval.
vi) Written Test & Interview
The candidates so screened shall be asked to appear for Written Testthrough a
letter placed at along with Application form and Admit Card. The selected
candidates who qualify in Written Test shall then be asked to appear before the
Selection committee.
vii) Issue of Offer Letter
The recommendations of Selection Committee shall be forwarded to MD through
DGM/GM(P&A) for approval. Based on vacancy to be filled –in offer Letter with
Attestation Form and Medical Examination Form shall be sent to the selected
candidate in order of merit.
viii) Joining Report
Thosefound medically fit shall report to Organisation Development Section of
Personnel Department. The dealing officer shall verify that following:-
i) The dept. for which the candidate is meant.
ii) Last date of joining mentioned in the offer of appointment.
iii) The vacancies cleared for filling-up.
iv) Whether the medical examination report has declared the candidate medically
fit.
v) Whether the candidate has brought release order form the organisation in which
he was previously working.
vi) Whether the candidate has furnished the Attestation Form duly countersigned by
the Gazette Office.
vii) Certificate The candidate shall also be asked to fill-up the following forms:
i) Joining ReportForm.
ii) Marriage Declaration Form.
iii) Personal Date Form.
iv) Movable / Immovable Property Return Form.
v) Application Form for allotment of residential accommodation.
vi) Attestation Form. On completion of the above formalities, the candidate will be
advised to report to the HOD/Divisional Head concerned.
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3.5 RECRUITMENT FROM EXTERNAL SOURCES
Recruitment from external sources will be resorted to for
injection of fresh blood at induction of direct recruits from
external sources at other level(s)/grade(s) will be made if
suitable candidates from internal sources are not available.
However , the company may, if required, induct direct
recruitment from external sources at other level(s)/grade(s)
also, not withstanding anything stated above for optimum
utilization of its assets and/or infusion of modern system,
RECRUITMENT
Internal
I.e. from within the company External
I.e. from open market
Employment Exchange
Advertisement in the press
Direct negotiation
SAIL, Website
32. 32
skill and techniques of operation etc. necessary for
technology up graduation and modernization.
Recruitment of executives from external sources will be
made, generally through open advertisement in the press.
However campus recruitment from premier institutes of
repute as approved from time to time and/or recruitment
through direct negotiation with individual (s)/organization (s),
may also be resorted to as per rules framed here under with
the prior approval of the competent authority.
Recruitment to non-executive posts will be normally done
through employment exchange. However if suitable
candidates are not available with the employment exchange
the posts in question will be filled up through open
advertisement in the press after following the prescribed
procedure.
33. 33
3.6 SAMPLE RECRUITMENT FORM
Application Blank Format
No of the Post
Advertisement No.
Personal Data
Full Name:-
Mr./Mrs.
Application’s Photograph
Date of Birth, State, Marital Status
Nationally, Whether SC/ST
Height……………..c.m
Weight……………. Kgs.
Vision:
Normal/Corrected
Spectacle Lens Nos.
Address to which we should write:
Telephone No.
Permanent address
Telephone No.
Father’s/Husband’s Name & Occupation
If you have any relative employed in/or on the Board of our company,
please give details.
Details of previous employment in this company or its sister concerns,
with reasons for-leaving.
Details of previous employment elsewhere, with reasons for leaving.
Languages:
Mother tongue
Speak Read Write
35. 35
3.7 LOW cases
In case of Accidents arising out of and in the course of appointment apart from the
statutory ‘PAYMENT OF WORKMEN’S COMPENSATION’(as per rules)
employment is given to the nominated dependent of the employee in case of death
or total permanent disablement of the employee who has met with an accident. In
such cases Workmen’s compensation is also payable to the employee in case of
total permanent disablement and to the spousein case of death of the employee.
In such cases employment is given on regular basis and as per the qualification of
the dependent nominated.
The following criteria are adopted for qualification based employment:
Sl. Qualification Grade
1 B.A, B.com, Matric and below S-1
2 Diploma,mineing foremen S-3
3 B.com with P.G. Diploma in
personal mgt/finance,B.E,M.B.B.S
E-0
37. 37
RESEARCHMETHODOLOGY
(Specificto non-executive)
Sample size:the study was conducted with sample size of 30 employee selected at
random from Medical invalidation,working department and management staff of
KIOM.
Data collection:
Primary data – A detailed and well-structured questionnaire was presented to the
managerial staff at ‘KIOM’. Copies of the questionnaire being disturbed to the
employee at random to obtain their view followed this.
Further discuss regarding the recruitment policy were held with the D.G.M RTC to
have an in depth knowledge and future plans of the company for its effective
implementation.
Secondarydata- it was collected from the company’s profile from company’s
website.
Analysis:
The data collected through questionnaire disturbed to the employee was analyzed
and interpreted using the MS-EXCEL.
39. 39
DATA ANALYSIS
1. Employees were asked whether they were allocated the post opted
by them, for which the following responses were obtained:
Options No.ofrespondents Percentage
Yes 20 66.67
No 10 33.33
Total 30 100
GRAPH-1
20
10
30
N0.OF RESPONDENTS
YES NO TOTAL
40. 40
INTERPRETATION:
Out of the 30 respondentwhose opinion was asked
Allocation of the post, 66.67% of respondents said that they were allotted the post
opted by them where as 33.34% of the respondents said that they were no allotted
the opted by them.so the Majority of the employees are satisfied with their allotted
postin the organization, but still a few employees are dissatisfied with the posts
allotted to the in the organization.
2.Employees were asked as to how they were recruited in the
company for which the following responses were obtained.
Options No.ofrespondents Percentage
Open competitions 13 43.33
Recommendations 10 33.33
Employment exchange 07 23.33
Trade union
recommendations
0 0
consultancy 0 0
Campus interviews 0 0
total 30 100
41. 41
GRAPH-2
INTERPRETATION:
Out of the 30 respondentquestioned about their recruitment in the
organization43.33% of the respondents were recruited through open competition,
33.33% through recommendations and 23.33% through employment exchange. So
the Majority of the employees were recruited through opencompetition which is a
good sign of transparent recruitment policy in the company.
13, 22%
10, 17%
7, 11%0, 0%0, 0%0, 0%
30, 50%
NO OF RESPONDENTS
OPEN COMPETITIONS
RECOMMENDATIONS
EMPLOYMENT EXCHANGE
TRADE UNION
RECOMMENDATIONS
CONSULTANCY
CAMPUS INTERVIEWS
TOTAL
42. 42
3.Employees were asked whether they observed any change in the
recruitment process in recent times for the which following responses
were obtained.
Options No.ofrespondents Percentage
Yes 30 100
No 0 0
Total 30 100
GRAPH-3
30
0
30
NO.OF RESPONDENTS
YES NO TOTAL
43. 43
INTERPRETATION:
Out of the 30 employees questioned regarding any change in the recruitment in
recent Times, all the employees with vast experience, found change in the process
of recruitment policy of the company in recent times.
4. The employees were askedwhetherthe requirement of manpower is
identified well in advance considering the factors like retirement for which
they responded in the following way.
Options No.ofrespondents Percentage
Yes 20 66.66
No 10 33.33
Total 30 100
44. 44
GRAPH-4
INTERPRETATION:
Out of 30 respondents whose opinion was asked if the requirement of the manpower
in each department/ division is identified well in advance, 66.67% replied in
affirmative and 33.33% said no. So the Majority of the employees agreed that the
manpower requirement of each department was identified well in advance.
20
10
20
NO.OF RESPONDENTS
YES NO TOTAL
46. 46
CONCLUSION
The following are the conclusions:-
The sourceof recruitment in the organization is totally based in both the
factors i.e. internal and external.
The recruitment of the prospective candidate for a particular postis based in
experience, age, qualification and percentage in the academic year.
The selection process is totally based on skills, communication and technical
qualities.
After selection the employees are inducted for 1-5 days or more than 15 days.
.
.
48. 48
FINDINGS& OBSERVATION
The most significant findings out of the study on recruitment strategy
prevailing in the organisation is very effective. The employees are quite
satisfied with the current recruitment methods.
The study shows that 60% of the employees who have put in long year of
services have recruited via open competition which shows the transparency
of the recruitment policies of the company.
95% of the employees have been working in the organisation for a long
period which signifies the job security and satisfaction offered by the
company to its employee.
Our study shows that 70% of the employees have joined this organisation
aiming for career growth, good pay scales and more benefit which the
company offers. Thus the company has a positive outlook towards the career
growth of its employees in addition to others existing benefits.
The organisation approaches to its recruitment policy shows that the right
personis very essential for the right job nearly 80% of the employee felt that
they were offered job according to their qualification and experiences.
It also trying to infuse new blood in the organisation by appointing fresh
graduates and technologist to set a competitive so as to face the competitive
world.
The company gives utmost importance to its manpower requirement by
identifying it well in advance taking into consideration the contingencies like
retirement.
50. 50
RECOMMENDATION
The outcome of the study illustrate that KIRIBURU IRON ORE MINES has a good
recruitment policy where the employee are recruited by each department as per the
requirement from time to time. But there is still a scopefor improvement of its
recruitment policy .The following are some of the suggestion which enables the
company to enhances its recruitment methodology.
It should focus its attention more on campus interview to attract young
potential employee we have to zeal to achieve goal for themselves and the
company.
It can take up short term project with new technologies and fixed deadlines.
It needs to further focus on talent audition and job fairs.
Incentives and contest for employee referrals and the use of web based
resources such as job boards and job distribution services would go long way
in enhancing the recruitment process.
The organisation cannot develop a recruitment strategy without
simultaneously formulating an employee retention plan. it is one thing to
attract worker ,but quite another to retain them.
52. 52
SUGGESTIONS
Human resources department should be more practical and efficient so that
the recruitment and selection become more effective.
Stress should be given on proper maintains of database of application for
future recruitment in organisation.
It should follow new traits/ trends in the recruitment process.
The stress should be given on knowledge and the experience should be
major criteria for selection of employee.
More stress should also be given to recruit qualification & skills percentage
for scrutinizing the application of prospectivecandidates.
54. 54
QUESTIONAIREON RECURITMENTAND
SELECTIONS
1. Have you been allotted the postopted by you?
a) Yes
b) No
2. How are you recruited?
a) Open competition
b) Recommendation
c) Employment exchange
d) Trade union recommendation
e) Consultancy
f) Campus interview
3.What kind of recruitment is it?
a) Short time period.
b) Long time period.
c) Daily wages.
d) For a particular project only.
4. What is your option for your job is because of?
a) Good pay scale.
b) More benefit.
c) Career growth.
d) All above.
55. 55
5. Do you find any relation between you qualification and the job offered to you?
a) Yes.
b) No.
6. Have you observed any change in recruitment policy in recent times?
a) Yes.
b) No
7. Is the recruitment policy in your organisationcentralized or each department/
division selects its own candidate? Select any one?
a) Centralised.
b) Department recruitment.
8. Company were generated any new position within the employee?
a) Yes.
b) No.
c) All of above.
9. The manpower requirement of each department/ division is identified well in
advance taking into consideration the retirement budgeted plan and other
contingencies?
a) Yes.
b) No.
10. The planning of manpower requirement is done in the light of business plans of
the company?
a) Yes.
b) No.
11. What are the bases for selection for prospective employee?
a) Personnel traits (attitude, personality).
b) Skills (communication & technical).
c) Both.
56. 56
12. What types of test do you conduct?
a) Aptitude test.
b) Achievement test.
c) Situation test
d) Interest test.
e) Personality test.
13. Interview is followed during selection?
a) Yes.
b) No.
14. What type of interview is conduct?
a) Panel interview.
b) Stress interview.
c) Formal interview.
d) Informal interview.
e) If any other specify interview.
