This document is a project report on recruitment and selection practices at Durgapur Steel Plant, which is one of the integrated steel plants owned by Steel Authority of India Limited (SAIL). It includes an acknowledgement, index, executive summary, company profiles of SAIL and Durgapur Steel Plant, objectives of the study, and sections on recruitment policies and procedures for different job roles at the plant. The report also covers findings, conclusions, and a bibliography. It provides details on the history, facilities, modernization efforts, and future expansion plans of Durgapur Steel Plant.

1. A Project Report
On
RECRUTMENT AND SELECTION IN DURGAPUR
STEEL PLANT (SAIL)
For
INTERNATIONAL INSTITUTE OF
MANAGEMENT STUDIES
By
DIPTESH CHANDRA CHOWDHURY
Submitted to
INTERNATIONAL INSTITUTE OF
MANAGEMENT STUDIES
In partial fulfillment of the requirement for the
award of the degree of Post Graduate Diploma in
Management (PGDM)

2. ACKNOWLEDGEMENT
I would like to express my sincere and deep felt
thanks to Sonam maam { junior manager, personnel
(non-works & Recruitment)}, and to all my faculties
in college who helped a lot in completing my project,
whose valuable guidance and constant co-operation
provided invaluable throughout my study.
I would also like to extend my thanks to all the faculty
members of the HR Department for their
encouragement, co-operation and timely suggestions,
without which this project has not been possible.
I thank all who’s great efforts kept the project
moving so that I could successfully achieve the
completion the project.

3. INDEX
SR NO. TITLE PAGE NUMBER
1 EXECUTIVE SUMMARY 1 – 2
2 COMPANY PROFILE (SAIL) 3 – 7
3 COMPANY PROFILE (DURGAPUR
STEEL PLANT, SAIL)
8 – 18
4 OBJECTIVE OF THE STUDY 19
5 RECRUITMENT POLICY IN
DURGAPUR STEEL PLANT
20 – 29
6 RECRUITMENT AND SELECTION
PROCEDURE FOR MANAGEMENT
TRAINEE (TECHINICAL) AND
MANAGEMENT TRAINEE
(ADMINSTRATIVE)
30 – 38
7 RECRUITMENT AND SELECTION
PROCEDURE FOR ATTENDANT-
CUM-TECHNICAL TRAINEE
(ACTT) AND OPERATER-CUM-
TECHNICAL TRAINEE (OCTT)
39 – 46
8 FINDINGS 47
9 CONCLUSION 48
10 BIBLIOGRAPHY 49

4. EXECUTIVE SUMMARY
Human resource management (HRM or simply HR) is the management of human
resources. It is a function in organizations designed to maximize employee
performance in service of an employer's strategic objectives. HR is primarily
concerned with the management of people within organizations, focusing on policies
and on systems. HR department and units in organizations typically undertake a
number of activities, including designing of employee benefits schemes, recruitment,
"training and development", performance appraisal, and rewards (e.g., managing pay
and benefit systems). HR also concerns itself with organizational change and
industrial relations, that is, the balancing of organizational practices with requirements
arising from collective bargaining and from governmental laws. According to R.
Buettner, HRM covers the following core areas:-
1. Job design and analysis
2. Workforce planning
3. Recruitment and selection
4. Training and development
5. Performance management
6. Compensation (remuneration)
7. Legal issues.
Recruitment (hiring) is a core function of human resource management. Recruitment
refers to the overall process of attracting, selecting and appointing suitable candidates
for jobs (either permanent or temporary) within an organization. Recruitment can also
refer to processes involved in choosing individuals for unpaid positions, such as
voluntary roles or unpaid trainee roles. Managers, human resource generalists and
recruitment specialists may be tasked with carrying out recruitment, but in some cases
public-sector employment agencies, commercial recruitment agencies, or specialist
search consultancies are used to undertake parts of the process. Internet-based
technologies to support all aspects of recruitment have become widespread
Job analysis plays an integral part of the job profile allocated to any employee in the
organization as it involves documenting the knowledge, skills, abilities and other
characteristics (KSAOs) required or sought for performing or delivering on the job.
Often, a company already has job descriptions for existing positions. which may
require periodic reviews and updations to reflect current positional requirements.
Before starting the process of recruitment, job description and job specification is
decided/ finalized for a vacancy in the organization that is in line with what are the
project requirements .
Sourcing is the use of one or more strategies to attract or identify candidates to fill job
vacancies. It may involve internal and/or external recruitment advertising, using
appropriate media, such as job portals, local or national newspapers, specialist

5. recruitment media, professional publications, window advertisements, job centers, or
in a variety of ways via the internet.
Screening and selection - Various psychological tests can assess a variety of KSAOs,
including literacy. Assessments are also available to measure physical ability.
Recruiters and agencies may use applicant tracking systems to filter candidates, along
with software tools for psychometric testing and performance-based assessment. In
many countries, employers are legally mandated to ensure their screening and
selection processes meet equal opportunity and ethical standards. In order to
significantly improve the candidate evaluation and selection process, Buettner
proposed a recruitment framework for searching online social networks. Employers
are likely to recognize the value of candidates who encompass soft skills such as
interpersonal or team leadership. Many companies, including multinational
organizations and those that recruit from a range of nationalities, are also, often
concerned about whether candidate fits the prevailing company culture.
Alternatively, employers may use recruitment consultancies or agencies to find
otherwise scarce candidates—who, in many cases, may be content in their current
positions and are not actively looking to move. This initial research for candidates—
also called name generation—produces contact information for potential candidates,
whom the recruiter can then discreetly contact and screen.
The personnel Department plays an important role in managing and motivating
employees to work effectively. The key roles of Personnel department include
Recruitment, Selection, Performance Appraisal and Management, Workplace
Communication, Conflicts Resolution, managing IR situations.
Steel Authority of India Limited is s continuous process industry with complex
technology. To operate this industry, SAIL needs highly skilled personnel &
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 of selection that ensures induction of the best and most
competent personnel to take up challenging assignments in the Company.

6. COMPANY PROFILE
Steel Authority of India Limited (SAIL) is one of the largest state-owned
steel making company based in New Delhi, India and one of the top steel makers in
world. With an annual turnover of 50627 crore (US$7.5 billion) (FY 2014-15). It is a
public sector undertaking which trades publicly in the market is largely owned
by Government of India and acts like an operating company. Incorporated on 24
January 1973, SAIL has 93,352 employees (as of 31-Mar-2015). With an annual
production of 13.9 million metric tons, SAIL is the 24th largest steel producer in the
world. The Hot Metal capacity of the Company will further increase and is expected
to reach a level of 23.5 million tones per annum by the end of the Financial Year
2015-16. Shri P.K Singh is the current chairman of SAIL.
SAIL operates and owns 5 integrated steel plants at Rourkela, Bhilai, and
Durgapur, Bokaro and Burnpur and 3 special steel plants at
Salem, Durgapur and Bhadravathi. It also owns a Ferro Alloy plant at Chandrapur. As
part of its global ambition, the company is undergoing a massive expansion and
modernisation programme involving upgrading and building new facilities with
emphasis on state of the art green technology. SAIL is a public sector company,
owned and operated by the Government of India. According to a recent survey, SAIL
is one of India's fastest growing Units. Besides, it has R&D centre for Iron & Steel
(RDCIS), Centre for Engineering and Technology (CET), Management Training
Institute (MTI) and SAIL Safety Organisation (SSO) located at Ranchi capital
of Jharkhand.
LOGO OF THE COMPANY:
TYPE OF THE COMPANY: (CENTRAL GOVERNMENT ORGANISATION)
PUBLICSECTOR UNDERTAKINGS IN INDIA
INDUSTRY: STEEL
Founded: 19 JANUARY 1954
KEY PEOPLE: Shri P.K. SINGH (CHAIRMAN)
Revenue: 50,627 crore (FY 2014-2015)

7. Net Income: 2,093 crore (FY 2014-2015)
Total assets: 99,326 crore (FY 2014-2015)
Number of Employees: 93,352 (as on 31/03/2015)
PRODUCTS: STEEL, FLAT STEEL PRODUCTS, LONG STEEL PRODUCTS,
WIRE PRODUCTS, WHEEL & AXLE FOR INDIAN RAILWAYS, PLATES.
WEBSITE: WWW.SAIL.CO.IN

9. HISTORY OF SAIL
1959–1973
SAIL traces its origin to the Hindustan Steel Limited (HSL) which was set up on 19
January 1954. HSL was initially designed to manage only one plant that was coming
up at Rourkela.
For Bhilai and Durgapur Steel Plants, the preliminary work was done by the Iron and
Steel Ministry. From April 1957, the supervision and control of these two steel plants
were also transferred to Hindustan Steel. The registered office was originally in New
Delhi. It moved to Calcutta in July 1956, and ultimately to Ranchi in December 1959.
A new steel company, Bokaro Steel Limited (Bokaro Steel Plant), was incorporated
on 29 January 1964 to construct and operate the steel plant at Bokaro. The 1 MT
phases of Bhilai and Rourkela Steel Plants were completed by the end of December
1961. The 1 MT phase of Durgapur Steel Plant was completed in January 1962 after
commissioning of the Wheel and Axle plant. The crude steel production of HSL went
up from 1.58 MT (1959–60) to 1.6 MT. The second phase of Bhilai Steel Plant was
completed in September 1967 after commissioning of the Wire Rod Mill. The last unit
of the 1.8 MT phase of Rourkela – the Tandem Mill – was commissioned in February
1968, and the 1.6 MT stage of Durgapur Steel Plant was completed in August 1969
after commissioning of the Furnace in SMS. Thus, with the completion of the 2.5 MT
stage at Bhilai, 1.8 MT at Rourkela and 1.6 MT at Durgapur, the total crude steel
production capacity of HSL was raised to 3.7 MT in 1968–69 and subsequently to 4
MT in 1972–73.[7] IISCO was taken over as a subsidiary in 1978 and later merged in
2006.
Holding Company
The Ministry of Steel and Mines drafted a policy statement to evolve a new model for
managing industry. The policy statement was presented to the Parliament on 2
December 1972. On this basis the concept of creating a holding company to manage
inputs and outputs under one umbrella was mooted. This led to the formation of Steel
Authority of India Ltd. The company, incorporated on 24 January 1973 with an
authorised capital of 2000 crore (US$300 million), was made responsible for
managing five integrated steel plants at Bhilai, Bokaro, Durgapur, Rourkela and
Burnpur, the Alloy Steel Plant and the Salem Steel Plant. In 1978 SAIL was
restructured as an operating company.

10. MAJOR UNITS OF SAIL
Sail integrated Plants
Durgapur Steel plant
1. Rourkela Steel Plant (RSP) in Odisha set up with German collaboration (The
first integrated steel plant in the Public Sector in India, 1959)
2. Bhilai Steel Plant (BSP) in Chhattisgarh set up with Soviet collaboration
(1959)
3. Durgapur Steel Plant (DSP) at Durgapur, West Bengal set up with British
collaboration (1965)
4. Bokaro Steel Plant (BSL) in Jharkhand (1965) set up with Soviet collaboration
(The Plant is hailed as the country’s first Swadeshi steel plant, built with
maximum indigenous content in terms of equipment, material and know-how)
5. IISCO Steel Plant (ISP) at Burnpur in Asansol, West Bengal
Special Steel Plants
1. Alloy Steels Plants (ASP), Durgapur, West Bengal
2. Salem Steel Plant (SSP), Tamil Nadu
3. Visvesvaraya Iron and Steel Limited (VISL), at Bhadravathi, Karnataka
Ferro Alloy Plant
1. Chandrapur Ferro Alloy Plant (CFP) in Maharashtra

11. Durgapur Steel Plant
Durgapur Steel Plantis one of the integrated steel plants of Steel Authority of
India Limited, located in Durgapur, in the eastern Indian state of West Bengal. It was
set up with the help of UK.
Merchant Products 280,000
Structural 207,000
Skelp 180,000
Wheels & Axles 58,000
Semis 861,000
Total Salable steel 1,586,000
Forged wheels are especially made here; in October 2010, DSP licensed technology
from the Ukrainian manufacturer Interpipe which would allow it to make 955mm
monobloc wheels.
Location
DSP is situated about 158 km from Kolkata; its geographical location is defined as
23° 27' North and 88° 29' East. It is situated on the banks of the Damodar River in the

12. Bardhaman District in the growing industrial city of Durgapur. The Grand Trunk
Road and the main Kolkata-Delhi railway line pass through Durgapur.
Environment control
Durgapur Steel Plant has made relentless efforts to maintaining a healthy and clean
environment. The units in DSP have the necessary pollution control facilities.
DSP has undertaken massive afforestation to maintain clean environment. Some 1,266
acres of land have been covered with 14 lakh plantations. In order to develop healthy
awareness about the environment amongst the younger generation, Eco-clubs have
been formed in DSP schools.

13. Heritage pictures of Durgapur Steel Plant

14. MODERNISATION AND EXPANSION IN DURGAPUR
STEEL PLANT (DSP)
Facilities Completed
→ Coke Oven Battery-2 put into stream after rebuilding in Nov’13
→ 1.0 MT Coke Sorting Plant revamped
→ New Ladle Furnace-3 put into regular operation from 03.03.14
→ New Barrel Type Reclaimer commissioned in Raw Material Handling Plant
→ 2 nos. Wagon Pusher Cars installed in Raw Material Handling Plant
→ Five new HT sub-stations completed & charged
→ 2 nos. Locomotives commissioned & put into operation
→ 22 Bloom Cars commissioned
→ New 300 tpd Dolomite Plant commissioned
→ Hot trial of New Bloom cum Round Caster taken on 12.02.15.
Rebuilding of Coke Oven Battery-2
Coke Oven Battery-2

15. 125 T Ladle Furnace
Ladle Furnace in operation
Arching in Ladle Furnace

16. New Dolomite Plant

17. Bloom cum Round Caster

18. Modernisation & Expansion
Major Ongoing Projects:
Medium Structural Mill (1.0 Mtpa)
Salient Features of MSM
Parameter Details
Type of Mill Continuous Mill Train (6 nos - Roughing stand; 10 nos -Finishing
stand) Mill floor level +5.0 m
Product- Mix Quantity (tpa) Size
i) Beams 420,000 a) Narrow Parallel Flange Beams (100-
300 mm)
b) Wide Parallel Flange Beams (100-
160 mm)
c) Taper Flange Beams (100-300 mm)
ii) Channels 200,000 100-300 mm
iii) Equal Angles 300,000 90 - 200 mm
iv) RCS & Rounds 80,000 60 - 120 mm
Input Bloom Sizes 350x240 mm & 300x150 mm, 6-12 m long
The new Mill with
universal rolling
facilities will produce
universal beams and
also conventional
structural like channels,
angles, rounded corner
squares and rounds. The
mill equipment includes
on-line profile
measuring device and
the finishing facilities of
mill like cutting, piling,
bundling, weighing and
strapping will be fully
automated.
MSM-Mill Stands

19. MSM- Charging Bay
RHF Chimney

20. RHF Control Pulpit
MSM- ECR

21. Further Growth Plan (FGP/Vision 2025)
SAIL has envisaged Vision 2025 for attaining the production capacity of 50 Mtpa of
hot metal & 48 Mtpa crude steel by 2025-26 (brown field) from the five integrated
steel plants. A Further Growth Plan has been envisaged for Durgapur steel Plant under
Vision 2025. Under this vision, it has been visualized that DSP will reach an ultimate
production level of 8.8 Mtpa crude steel (brown-field) in two phases. Phase-I will
have capacity addition of 3.0 Mtpa crude steel over & above the present potential of
2.2 Mtpa crude steel with the Ongoing Modernization & Expansion schemes and
Phase-II will have capacity addition of 3.6 Mtpa crude steel
Capacity
Parameters Production level after
Ongoing
Modernization &
Expansion
Rated Capacity after
FGP/Vision 2025
• Gross Hot Metal (Mt/yr) 2.4 9.4
• Liquid Steel (Mt/yr) 2.2 8.8
• Saleable Steel (Mt/yr) 2.04 8.38

22. OBJECTIVE OF THE STUDY
The Personnel department in Durgapur Steel Plant is divided into six major sections
located at different places in plant, Ispat Bhawan and Township.
The Sections are as follows:-
 Personnel Works
 Personnel Non-Works
 Organizational Development
 Contract Labour Cell
 Personnel- Township & Medical, Education & Rajbhasha
 Personnel – Medical & Health Services
The Personnel department collective is committed to maintain conducive work culture
and provide the best possible services to the internal and external stakeholders of
DSP. The motto of the department is to facilitate the achievement of goals of our plant
through continuous improvement and innovation in the systems and culture of the
organisation.
The major functions of Personnel Department in DSP can be listed as below:-
 Manpower Planning – Recruitment and Placement
 Performance Management and Promotions
 Grievance Redressal
 Contract Labour Management
 Recruitment and Post Recruitment Settlement
 Change management
 Statutory compliance with respect to Labour Laws and Company Rules
 Maintaining conductive IR environment
 Enhancing Employee’s Motivation
 Employee Welfare
 Discipline Management
Now while working in Durgapur Steel Plant as a Vocational Trainee for two weeks, I
found that there are large many factors that goes on which are huge and deep, so I
who was given the sole authority of choosing my own topic for my project, took the
decision of doing my project in manpower Planning that is Recruitment and Planning.
To understand how the Recruitment Process, Selection Process, Eligibility Criteria is
undertaken in a Public Sector especially in Durgapur Steel Plant.

23. RECRUITMENT POLICY IN DURGAPUR STEEL
PLANT
INTRODUCTION:
Steel Authority of India Limited is s continuous process industry with complex
technology. To operate this industry, SAIL needs highly skilled personnel &
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 of selection that ensures induction of the best and most
competent personnel to take up challenging assignments in the Company.
The selection system seeks to emphasize evaluation of individual capabilities in terms
of their potential for fulfillment of Company's objectives.
OBJECTIVES:
I. To meet manpower requirements of the Company in terms, of the approved
Human Resource Plan.
II. To fulfill requirements of competent personnel in terms of requisite
capabilities, skills, qualifications, aptitude. Merit and suitability with a view to
fulfill Company's objectives.
III. To attract, select and retain the best talent available keeping in view the
changing needs of the organisation.
IV. To ensure an objective and reliable system of selection.
V. To provide suitable induction points for intake and thereby achieve the desired
level of qualification, skill and age mix as required to strengthen the Human
Resource of the Company.
SCOPE:
The policy shall cover all recruitment of personnel made in the company at any
level/grade (except appointments trade by the Government) and shall apply to all
Plants, Units of SAIL

24. SOURCES OF RECRUITMENT
There will be two sources of recruitment
I. Internal that is from within the Company
II. External that is from open market through employment exchange,
advertisement in the press, and/or from approved institutes of repute through
campus selection, and/or through direct negotiation.
Internal Circulation of Posts
Recruitment to posts from within the Company will be done through internal
circulation as under:
I. Internal circulation of executive post(s) in the grade of E-5 and above will be
done on inter-plant/unit basis.
II. Executive posts upto and including E-4 grade will be circulated internally
within the Plant/Unit concerned. However. If suitable candidates are not
available, the same will be circulated on inter-Plant/Unit basis.
III. Non-executive posts will be normally circulated within the concerned
Plant/Unit.
Circulars on inter-Plant/Unit basis for post(s) in the grade of E-6 and above will be
centrally issued, co-ordinate, processed by the Corporate Office. Internal circulation
of all other post(s) will, however, is dealt at the respective Plant/Unit level.
Recruitment from External Sources
Recruitment from external sources will be resorted to for injection of fresh blood at
induction level(s)/grad(s). 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.

25. At least 50% of the vacancies occurring during a year at induction levels/grades will
be filled up through direct recruitment from external sources.
However, the Company, may if required, induct direct recruits from external sources
at other level(s)/grade(s) also, notwithstanding anything stated above, for optimum
utilisation of its assets and/or infusion of modern systems, skills and techniques of
operation etc, necessary for technology upgradation and modernisation.
Recruitment of executives from external sources will be made, generally, through
open advertisement in the press. However, campus recruitment from recruitment from
premier institutes of repute as approved from time to time and/or recruitment through
direct negotiations on special skilled jobs can be done with
individual(s)/organisation(s), subject to the approval of such skilled positions and the
selection process by the BOARD OF DIRECTORS.
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 questions will be filled up thorough open advertisement in the
press after following the prescribed procedure

26. INDUCTION LEVELS
Executives
To man frontline executive positions in key performance areas of the Company, direct
recruits will he inducted in various disciplines/work areas from time to time
depending on the requirements, in the following grades
1) Management Trainees in E-1 grade
2) Junior Managers in E-1 grade
3) Medial Officers in E-1/ME-1 grade
4) Senior Specialists (Medical) in E-3/ME-3 grade
Non-Executives
In the non-executive cadre induction of direct recruits from external sources will be
resorted to in the following grades:
1) Semi-skilled personnel in S-1 grade
2) Skilled personnel in S-3 grade
3) Highly-skilled personnel in S-6 grade
4) Ministerial personnel in S-6 grade
Centralised Recruitment
Direct recruitment to the following posts will he centralised and done on all-India on
the basis at the Corporate Office for entire company including its Plants/Units
1) All executive posts in the grade of E-6 and above
2) Management Trainees (Technical) in E- I grade
3) Management Trainees (Administration) in E-1 grade
4) Junior Manager (F& A) in E I grade
5) Junior Manager (Admin) in E-1 grade

27. RECRUITMENT PLAN
The Recruitment Plan will form part of the annual Human Resource Plan of the
Company.
Among other things, the Human Resource plan will clearly state the skill/grade wise
requirements of manpower in the Company separately. Any deviations from the
approved plan will be subjected to prior approval of Chairman/Board.
JOB SPECIFICATION
Job specification will lay down minimum eligibility conditions for each job in terms
of the following:
A. Education Qualifications
B. Experience required
C. Age limit
D. Physical/Medical standards
E. Any other requirements as may be deemed necessary
Requisitions
All requisitions/proposals for recruitment of personnel will be sent by the Head of the
concerned Department to the Divisional Personnel Head who in turn would send a
consolidated demand to the Manpower Planning (MPP) Division (of Personnel
Department) of the concerned Plant/Unit. For posts requiring action at the Corporate
Office, requisitions will he sent by the Heads of Personnel of the Plants/Units
concerned to Manpower Planning (MPP) Division in the Personnel Directorate.
MPP Division will scrutinise each such proposal received from the indenting
Department/Plant/Unit keeping in view the approved Human Resource Plan,
Recruitment Plan, separations planned during the year, deployment possibilities, job
specifications prescribed etc., obtain approval of the competent authority and forward
the same to the recruitment section for initiating further necessary action, as required.
In no case, recruitment from external sources in excess of the limits prescribed in the
approved Human Resource Plan will be allowed except with the specific approval of
Chairman/Board.

28. RESERVATION OF POSTS
Reservation of posts for Scheduled Castes and Scheduled Tribes shall he provided in
accordance with the Presidential Directives issued on the subject from time to time.
Any instruction/guideline in this regard issued by the Corporate Office will also be
applicable.
Reservation of posts for other categories such as, ex-servicemen, physically
handicapped persons wills he provided as per rules
Responsibility
All activities pertaining to recruitment will be centrally co-ordinate and managed by
the Recruitment Section of the concerned Plant or Corporate Office, as the case may
be. However, representatives of the other department(s), as deemed necessary, may
also be associated at various stages of recruitment &/or selection of the candidates.
Wherever trade test(s) are conducted, representative(s) of the Training Department
will be normally co-opted or evaluation of candidates
Screening of application
Applications received in response to the vacancies circulated/notified/advertised will
be screened by the Recruitment Section keeping in view of the job specifications
prescribed for the post(s) in question. As and when necessary, the indenting
department(s)/Plant(s)/Unit(s) may be consulted for screening and shortlisting of
candidates.
Normally, no relaxation will be allowed in the prescribed job specifications. However,
if suitable candidates with the required job specifications are not available, and post(s)
in question needs to be filled up on urgent basis in the interest of
production/productivity, the competent authority may relax the specifications
prescribed as a one time measure in order to facilitate filling up of such post(s) with
relaxed job specifications. Any subsequent recruitment against such post(s) will,
however, be made strictly on the basis of the standard job specifications prescribed.

29. MODE OF SELECTION
Selection of candidates for appointment in the Company will be made on the basis of
their merit and ability as assessed through selection test(s). The selection test(s) will
comprise of:
a. Written test/job test/trade test or any combination thereof; and/or
b. Group exercise /interview or both; and/or
c. Any other test(s) as may be prescribed or as decided by the competent
authority.
Normally, there will be two segments of selection, one comprising written test/job
test/trade test and the other consisting of group exercise/interview and equal
weightage will be assigned to both the segments. However, wherever selection is
made on the basis of any one of above test(s) administered, will be assigned as may
be prescribed or as decided by the competent authority.
Wherever marks are assigned to different tests/segments, a candidate will hr normally
required to secure a minimum of 50% marks in each selection segment to unless
otherwise prescribed
SELECTION COMMITTEE
In order to assess the suitability of the candidates for the post(s) In question, Selection
Committee(s) will be identified and a panel drawn up with the competent authority.
The executives so identified will be imparted suitable training for uniform, objective
and effective evaluation of candidates. The panel will, however, be subject to periodic
review and updation depending on requirements. The competent authority while
constituting selection committees will, as possible, co-opt executives so empanelled
as members
As and when required, expert(s) from outside the organisation may also be included in
the selection committee(s) to ensure proper evaluation of candidates.

30. FINAL SELECTION OF CANDIDATES
The Selection Committee will assess the comparative merits of each candidate in
terms of his/her qualifications experience, if any, and on the oasis of performance in
the selection test(s) as per criteria laid down and come to a conclusion as to whether
or not the candidate would measure up to the requirements of the job he/she is
expected to perform. However, wherever marks are assigned, committee members
will he required to give marks on the basis of criteria laid down depending upon the
relative performance of each candidate in the test/interview and keeping in view
his/her suitability for the job in question
Candidates found suitable will he empanelled in order of merit on the basis of the
following:
a. Wherever marks are assigned, merit list will he prepared on the basis of
aggregate marks secured by the candidates in the selection test(s), and
whenever selection is made for more than one discipline/stream, merit lists
would be prepared discipline/stream wise.
b. Wherever selection is made only on the basis of evaluation of the selection
committee without assigning marks, panel will be drawn up based on merits as
commended by the selection committee.
c. The panel/merit list so prepared will he subject to the approvalof the
competent authority and will remain valid for a period of six months from the
date of Such approval. If required the competent authority may extend the
validity of the panel for a further period not exceeding six months.
ISSUE OF OFFERS
Appointment offers will he issued to the required number of candidates from the
panel/merit list in order of merit with the approval of the competent authority.
All appointments offers will be centrally issued by the Recruitment Section of the
Plant/Unit concerned or the Corporate Office, as the case may be.

31. MEDICAL EXAMINATION
All appointments in the Company will be subject to the selected candidates being
found medically fit by the Company's medical officer/board for the post(s) which they
have been selected for which they have been selected. Where there is no company
hospital, medical examination will he conducted by an approved Government
hospital/medical board.
Medical standards will be laid down separately for each of the category of both
executive as well as non-executive, keeping in view the job requirements.
Medical standards prescribed for different jobs/posts will be subject to review from
time to time depending on organisational needs. As and when necessary, the
competent authority may constitute a committee or experts to review and suggest
suitable changes in the existing medical standards. Such changes will, however, be
subject to the approval of the competent authority.

32. INDUCTION/ORIENTATION
All newly appointed employees in the Company will undergo suitable
induction/orientation programme before being placed on the job or training. Induction
programme, will, among other things, aim at systematically introducing the new
employees to the Company, its philosophy, its major policies, its existing status and
future plans The induction programme should clearly spell out the mutual
expectations with emphasis on Company's expectations from the new employees.
POST SELECTION FOLLOW-UP
The selected candidates on joining the Company will be under probation for a period
of twelve months unless otherwise specified.
During the period of probation the performance of the new employees will be under
observation. Follow-up reports from the Heads of the Departments where new
employees have been posted, will be sent to the Personnel Department of the
Plant/Unit concerned or corporate office as the case may be, indicating the
performance of the new employees. These feedback reports will be analysed for a
continuous appraisal and evaluation of the new existing selection system.
RULES AND PROCEDURES
Chairman, SAIL, is authorised to frame and issue rules and procedures under this
policy.
The Company reserves the right to amend, modify, cancel or withdraw the policy or
any part thereof at any time without notice.

33. RECRUITMENT AND SELECTION PROCEDURE
FOR MANAGEMENT TRAINEE (TECHINICAL)
AND MANAGEMENT TRAINEE
(ADMINSTRATIVE)
SAIL, a Maharatna Company, is the leading steel-making company in India with a
turnover of Rs.51,866 crore (FY13-14). SAIL is in the process of modernizing and
expanding its production units, raw material resources and other facilities to maintain
its dominant position in the Indian steel market. To man front-line executive positions
in its Plant/Units/Mines, SAIL invites applications for 246 posts of Management
Trainee (Technical) and 100 posts of Management Trainee (Administration) in E-1
grade from young, energetic, result oriented and promising talent in the country.
ELIGIBILITY
Upper Age: 30 years as on 1.2.2015, i.e., not born earlier than 1.2.1985.
Minimum Qualification
Management Trainee
(Technical)
Degree in Engineering (full time) with 65% marks (average of
all semesters), in the disciplines of Mechanical, Electrical,
Metallurgy, Electronics & Instrumentation, Ceramics, Civil,
Computer Science, Mining or Chemical Engineering. For
Computer Science discipline, MCA (3 years full time) with 65%
marks (average of all semesters) are also eligible.
Management Trainee
(Administration)
For HR, Marketing and Materials: Bachelors’ degree in any
discipline with 60% marks (average of all subjects of all years)
with at least two years full time MBA/PG Diploma in
Management with 60% marks in Human Resources/Personnel
Management & Industrial Relations /Personnel Management
/Masters in Human Resources & Organizational Development
for HR discipline, Marketing for Marketing discipline and
Production/Operations/Materials/Logistics/Supply Chain
Management for Materials discipline.
For Finance : CA/ICWA

34. For Management Trainee (Technical) posts, candidates having
degree in relateddisciplines as given below can also apply against the
respective discipline:
Main Disciplines Eligible related Engineering disciplines
Mechanical Mechanical & Automation/ Mechatronics/ Industrial and
Production Engineering/ Industrial Engineering/ Mechanical
Production and Tool Engineering/Production Technology
Manufacturing Engineering/ Manufacturing Process and
Automation/ Production Engineering/ Power Engineering
Electrical Electrical & Electronics / Electrical, Instrumentation & Control /
Power Systems & High Voltage Engg./ Electrical Machine/
Electronics & Power/ Power Electronics/ Power Plant
Engineering / Energy Engineering
Electronics &
Instrumentation
Electronics & Power / Electronics & Instrumentation /
Instrumentation & Control/ Electrical, Instrumentation & Control
/ Instrumentation & Automation Electronics &
Telecommunication/ Electronics Design & Technology/ Applied
Electronics/Power Electronics/ Electronics & Communication/
Electrical & Electronics/ Industrial Electronics/ Mechatronics/
Electronics & Control
RELAXATIONS
Age (as on 1.2.2015): The upper age limit is relaxable by 5 years for SC/ST, by 3
years for OBC candidates and by 10 years for Physically Disabled candidates. Those
domiciled in the state of Jammu & Kashmir from 1/1/80 to 31/12/89 will be allowed 5
years relaxation in upper age limit. For departmental candidates the upper age limit
shall be 45 years.
Qualification
For Management Trainee (Technical)- MT(T) : The SC/ST/PWD and Departmental
Candidates having Engineering Degree in the required disciplines with 55% marks
(average of all semesters) shall be eligible to apply.

35. NUMBER OF POSTS
FOR MANAGEMENT TRANIEE (TECHNICAL)
DISCIPLINE POSTS
CERAMICS 14
CHEMICAL 24
CIVIL 16
COMPUTER SCIENCE 5
ELECTRICAL 44
ELECTRONICS & INSTRUMENTATION 9
MECHANICAL 62
METALLURGY 63
MINING 9
TOTAL 246
FOR MANAGEMENT TRAINEE (ADMINISTRATIVE)
DISIPLINE POSTS
HUMAN RESOURCES 23
FINANCE 45
MATERIALS 17
MARKETING 15
TOTAL 100
TOTAL (MTT + MTA) 246 + 100 = 346

36. RESERVATION
Posts for SC/ST/OBC/PhysicallyDisabledcategories will be reserved
as under:
FOR MANAGEMENT TRAINEE (TECHNICAL)
UR OBC SC ST
126 66 36 18
FOR MANAGEMENT TRAINEE (ADMINISTRATION)
UR OBC SC ST
51 27 15 7
The OBC candidates who belong to ‘Creamy layer’ are not entitled to OBC
reservation and such candidates have to indicate their category as General. The OBC
(non-creamy layer) candidates are required to submit the requisite certificate issued in
the current financial year by the competent authority in the prescribed format as
applicable for employment under Central Govt. at the time of Interview.
For Persons with Disability, 11 posts are reserved across the streams on horizontal
basis. It may be noted that while the post of Management Trainees (Technical) is
open only for orthopedically disabled candidates (OA/OL), the post of
Management Trainees (Administration) is open to all categories of disabilities.

37. MEDICAL STANDARDS
For Management Trainee (Technical)
Candidates should be of sound physique, free from any physical defect. Medical
standards stipulate minimum requirements of Weight 45 kg; Height 155 cm; Myopia
and Hypermetropia, if any, not to exceed ± 4.00 in each eye and no squint or colour
blindness, partial or full. Suitable relaxation in height and weight will be given to
female candidates.
For Management Trainee (Administration)
Candidates should be of sound physique, free from any physical defect. Medical
standards stipulate minimum requirements of Weight 45 kg; Height 150 cm; Myopia
and Hypermetropia, if any, not to exceed ± 6.00 in each eye. Suitable relaxation in
height and weight will be given to female candidates.
Note: The medical standards indicated above are minimum pre-requisites. However,
appointment of selected candidates will be subject to their passing the Company’s
Medical Examination as per standards laid down under SAIL’s Medical & Health
Manual.
SELECTION:
Eligible candidates will be required to appear for a Written Examination, information
for which will be provided in the Admit card. Candidates shortlisted on the basis of
their performance in the Written Test will be intimated to appear for Group
Discussion and Interview through careers page of SAIL website.

38. WRITTEN TEST
Eligible candidates will be required to appear for objective type written test at any one
of the centers at Agartala, Allahabad, Bangalore, Baroda, Bhilai, Bhopal,
Bhubaneswar, Bokaro, Chandigarh, Chennai, Dehradun, Delhi (NCR), Durgapur,
Guwahati, Hyderabad, Jaipur, Jammu, Kochi, Kolkata, Lucknow, Mumbai, Nagpur,
Patna, Ranchi, Rourkela, Salem, Trichy, Vijawada and Visakhapatnam.
No request for change of examination centre will be entertained after final submission
of application form. However, SAIL reserves the right to cancel or add any centre
depending on the response in that area/centre.
The written test for both the above mentioned posts will be held on the same day as
per the following schedule:
i) For MT (Technical) - In the Forenoon session
ii) For MT (Administration) - In the Afternoon session
Candidates can apply and compete for both or either of the above stated posts, subject
to their fulfilling the eligibility conditions prescribed for each. Those interested in
competing for both the posts will have to apply separately for each of the posts with
requisite fee and also will be required to appear in the tests in both the sessions at the
same centre.
The written test will have five segments; Domain knowledge test (duration 75
minutes) for 100 marks and Aptitude test (duration 75 minutes) consisting of four
segments viz. Quantitative aptitude, Verbal ability, Reasoning and General Awareness
of 25 marks each.
To be eligible for GD and Interview call, a candidate will have to qualify in each of
the five segments for the respective discipline by scoring minimum 50 percentile
marks in the respective category.

39. GROUP DISCUSSION AND INTERVIEW
From among those who qualify in the written test, candidates will be shortlisted for
Group Discussion (GD) and Interview in the ratio of 1:4 for each discipline, category
wise, in order of merit.
The GD and Interview may be held at short notice for which call letters will be
uploaded on SAIL website and candidates will be intimated for the same through their
emails. No other communication will be sent to the candidates for this purpose.
For final selection, merit list will be drawn by combining the scores of written test,
GD and Interview with the weightage of 75:10:15 in that order.
TRAINING & PROBATION
Candidates selected as Management Trainees will be placed on training for one year.
The Management Trainees (Technical) will be registered as Apprentices under the
provisions ofApprentices Act, 1961. After successful completion of training, the
candidates shall be placed under probation for one year.
EMOLUMENTS
The Management Trainees will be offered Basic Pay of Rs.20,600/- p.m. in the pay
scale of Rs.20600-3%-46500/- (E-1). On successful completion of training of one
year, the Management Trainees will be designated as Junior Managers in the same
scale of pay.
Besides Basic Pay, the MTs will also be paid Dearness Allowance. They will also be
entitled for perquisites under cafeteria approach and benefits such as PF, Gratuity and
other allowances as per rules of the Company in vogue. The CTC would be around
Rs. 7.75 lakhs p.a. In addition, Company provides benefits like Leave encashment,
Housing/HRA and free medical facility for self and dependents as per Company rules.

40. Being direct recruitment on initial basic pay, the Company will not bear any liability
on account of Salary/ leave salary/ pension contribution of previous employment, if
any.
PLACEMENT
If selected, the candidates can be posted to any Plant/Unit location of the Company.
The candidates will not be allowed to seek/ apply for transfer to any other plant/unit
location of the Company for initial four years of service. For departmental candidates,
this restriction will be for initial two years.
GENERAL INSTRUCTIONS:
 Candidates possessing full time degree course from Institutes
approved/recognized by UGC/AICTE will only be eligible to apply. Only
Departmental candidates having degree/diploma through correspondence/part
time course from approved/recognized institutes will be eligible to apply.
 The term departmental candidates means those candidates who are currently
working with SAIL as permanent employees and not wards of SAIL
employees.
 While applying the candidates should enter their full name as it appears in the
matriculation/secondary certificate.
 Wherever CGPA/OGPA or letter grade in a degree is awarded; equivalent
percentage of marks should be indicated in the online application form as per
norms adopted by the University/Institute. Where no norms have been
specified, the CGPA/OGPA will be presumed to have been provided on a 10
point scale. The candidate will have to produce a copy of these conversion
norms/no norms with respect to his/her University/Institute at the time of
Interview.
 If the PG Degree/Diploma in Management does not mention the area of
specialization, specialization in the area will be considered only if the
candidate has studied at least three subjects of the specialized course as
elective subjects.
 Those candidates, who are studying in final year (academic year 2014-15) and
would be expecting their final results by July, 2015 can also apply. However,

41. they will have to produce the final certificate of eligibility qualification at the
time of Interview; otherwise their candidature will not be entertained.
 Candidates employed in Govt. departments/PSUs/Autonomous Bodies are
required to produce NOC at the time of interview.
 The SC/ST/OBC/PWD certificate should be as per the format available on
SAIL website and as applicable for employment under Central Government. If
the certificate has been issued in a language other than English/Hindi, the
candidates will be required to submit a self- certified translated copy of the
same either in English or Hindi.
 No TA will be paid to the candidates for appearing in the written test.
 Candidates may visit the FAQs section on the SAIL website for any queries.
 Candidates should retain their copy of Pay in e-receipt and Registration Slip as
they can be asked to produce it for future reference.
 The posts advertised are tentative. SAIL reserves the right to
cancel/restrict/enlarge/modify/alter the requirements advertised, if need so
arise, without issuing any further notice or assigning any reason thereto.
 The candidates applying against this advertisement may be considered for
appointment by any of the Subsidiaries/ Joint Venture Companies of SAIL. In
such case their appointment will be as per the terms and conditions of the
respective Subsidiary/Joint Venture Company.
 Court of jurisdiction for any dispute will be at Delhi.

42. RECRUITMENT AND SELECTION PROCEDURE
FOR ATTENDANT-CUM-TECHNICAL TRAINEE
(ACTT) AND OPERATER-CUM-TECHNICAL
TRAINEE (OCTT)
SAIL, a Maharatna Company and a leading steel-making Company in India with a
turnover of around Rs.51,866 crores (FY 2013-14) is in the process of modernizing
and expanding its production units, captive mines and other facilities to maintain its
dominant position in the Indian steel market. Durgapur Steel Plant (DSP), one of the
modernised integrated steel plants of SAIL, employing a committed workforce of
around 11600 employees, is producer of Wheel & Axle for Railways, TMT bars and
Structural for infrastructure segment and semis in the form of Blooms and Billets. The
entire plant is management system compliant through ISO 9001:2000 for Quality
Management System, ISO 14001:2004 for Environment Management System,
OHSAS 18001:2007 for Occupational Health & Safety and SA 8000:2008 for Social
Accountability.
Durgapur Steel Plant, a unit of SAIL invites online application from energetic,
result oriented and promising talent for recruitment to the following posts
DETAILS OF POSTS
SL. NAME OF POST NO. OF
POSTS
MAXIMUM
AGE
PAY SCALE &
GRADE (ON
REGULARIZATION)
1 OPERATER-CUM-
TECHINICIAN (TRAINEE)
154
i) MECHANICAL 72
28 YEARS RS. 16800-3%-24110 (S-3)
ii) ELECTRICAL 39
iii) METALLURGY 16
iv) CIVIL 05
v) CHEMICAL 11
vi) ELECTRONICS 11
2 ATTENDANT-CUM-
TECHNICIAN (TRAINEE)
104
WELDER 44
FITTER 33

43. ELECTRICIAN 27 28 YEARS RS. 15830-3%-22150 (S-1)
3 MEDICAL SERVICE
PROVIDER (TRAINEE)
09
RADIOLOGY 02
28 YEARS RS. 16800-3%-24110 (S-3)
PHARMACIST 06
DIETICIAN 01
RESERVATION
NAME OF POSTS TOTAL
NO. OF
POSTS
UR SC ST OBC PwD
C BL C BL C BL C BL
OPERATOR-CUM-
TECHNICIAN
(TRAINEE)
154 74 35 01 0
7
- 34 03 05 01
ATTENDANT-CUM-
TECHNICIAN
(TRAINEE)
104 53 23 - 0
6
- 22 - 05 -
MEDICAL SERVICE
PROVIDER
(TRAINEE)
09 06 02 - - - 01 - 02 -
 Reservation will be provided as per the Presidential Directives for the
reserved category of candidates.
 Reservation for Persons with Disabilities (PwD) and Ex-Serviceman will
be on horizontal basis.
 In case of PwD candidates, only persons with minimum 40% disability
can apply for the post as per following category.
CATEGORY OF DISABILITY
OH- ORTHOPEDICALLY HANDICAPPED
→ OL- ONE LEG AFFECTED
→ OA- ONE ARM AFFECTED
HH- HEARING HANDICAPPED
→ PD- PARTIALLY DEAF
VH- VISUALLY HANDICAPPED
→ LV- LOW VISION

44. IMPORTANT NOTE:
 Candidates claiming benefit of reservation should submit Caste
Certificates in the format for appointment to posts under Government of
India / Central Government / Public Sector Undertaking (format
available in Company’s website www.sail.co.in) issued by a Revenue
Officer not below the rank of Tehsildar.
 OBC candidates belonging to ‘Creamy layer’ are not entitled to OBC
concession and such candidates have to indicate their category as
General. OBC (non-creamy layer) candidates are required to submit the
requisite certificate at the time of Interview in the prescribed format as
available on Company’s website www.sail.co.in issued by the competent
authority in the current financial year in which candidates would be
interviewed.
 SC/ ST/ OBC candidates can apply against the unreserved posts provided
they fulfill the eligibility criteria for unreserved category.
 For claiming the benefits admissible to PwD under the Act, shortlisted
candidates called for interview will be
 Required to produce valid disability certificate issued by the Medical
Board duly constituted as per Govt. guidelines. They have to satisfy the
relaxed Physical Standards required for the post.

45. ELIGIBILITY
Essential Qualification and Experience
PHYSICAL STANDARDS
Candidates will be required to meet requisite physical standard laid down by the
Company for being considered for the pos
PARAMETERS REQUIRED STANDARDS
MALE FEMALE
HEIGHT 155 CMS 143 CMS
WEIGHT 45 KGS 35 KGS
CHEST MEASURMENT
(EXPANDED)
79 CMS 73 CMS
SL NAME OF
POST
ESSENTIAL MINIMUM
QUALIFICATION
ESSENTIAL
EXPERIENCE
REQUIRED, IF ANY
1 Operator-cum-
Technician
(Trainee)
Matriculation and 3 years full time
Diploma in relevant discipline of
Engineering only (Metallurgy /
Mechanical / Electrical / Civil
/Electronics / Chemical) from Govt.
recognized Institute.
----------
2 Attendant-cum-
Technician
(Trainee)
Matriculation and ITI (full time) in
relevant trades only (Fitter / Electrician /
Welder) from Govt. recognized Institute.
-----------
3 Medical Service
Provider
(Trainee) –
Radiology
B.Sc. in Paramedical Technology
(Radiology) from Govt. recognized
institute or 10+2 (Science) with full time
Diploma of minimum 2 years duration in
Radiology from Govt. recognized
Institute.
At least 1 year post
qualification experience in
a Hospital/ Nursing Home.
4 Medical Service
Provider
(Trainee) –
Pharmacist
Degree in Pharmacy or 10+2 (Science)
with full time Diploma in Pharmacy of
minimum 2 years duration and registered
with Indian/ State Pharmacy council.
At least 1 year post
qualification experience in
a Hospital/ Nursing Home.
5 Medical Service
Provider
(Trainee) –
Dietician
Bachelor Degree (full time) in Dietetics/
Food & Nutrition/ Clinical Nutrition
from Govt. recognized Institute/
University after 10+2 (Science).
At least 1 year post
qualification experience in
a Hospital/ Nursing Home.

46. CHEST MEASURMENT (UN-
EXPANDED)
75 CMS 70 CMS
EYE
Distant Vision- 6/9 both eyes with or without glasses
Near Vision - J1 or N6 both eyes. Power of glass should not
exceed (+/-) 2.50 D.
Colour vision should be normal.
Binocular vision – Essential Operated and corrected squint
will be acceptable.
HEARING Normal (Relaxable up to 30 dB in speech frequency)
Before applying candidates must ensure that they possess the above mentioned
Physical Standards. Selection of candidates is subject to being found medically fit by
the medical officer of the Company as per prescribed rules of the Company.
RELAXATIONS
Upper Age Limit: Relaxable by 5 years, 5 years & 3 years for candidates belonging to
SC, ST & OBC (non creamy layer) respectively with respect to posts reserved for
them. Relaxation in age to Persons with Disabilities (PwD) and Ex-Serviceman (Ex
SM) shall be as per Government directives. Upper age limit for PwD candidates is
relaxable by 10 years. Cumulative age relaxation is applicable for those PwD
candidates who belong to SC/ST/OBC (non-creamy layer) category. Those domiciled
in the state of Jammu & Kashmir from 1/1/80 to 31/12/89 will be allowed 5 years
relaxation in upper age limit.
SELECTION PROCEDURE
Eligible candidates will be required to appear in Written Examination. On the basis of
their performance in the Written Examination they will be called for Interview.
Information for Written Exam and Interview will be provided in the SAIL website
www.sail.co.in.

47. TRAINING & PROBATION
Candidates selected as Operator-cum-Technician (Trainee) / Medical Service Provider
(Trainee)/Attendant-cum-Technician (Trainee) will be placed on training for a
minimum period of 2 (two) years which can be extended by another two years as per
requirement. On successful completion of training period, they shall be regularized in
S-3, S-3 & S-1 grade respectively. After successful completion of training, candidates
shall be placed under probation for 1 year. The selected candidates will be paid
consolidated pay during training period as per rates given below
POST CONSOLIDATED PAY (P.M)
1st YEAR (RS.) 2nd YEAR (RS.)
Operator-cum-Technician (Trainee) 10700/- 12200/-
Medical Service Provider (Trainee)
Attendant-cum-Technician (Trainee) 8600/- 10000/-
During the period of 2 years training, trainees will also get medical facility for self,
spouse and dependent children. Leave etc. will be as per the Rules of the Company
EMOLUMENTS AND OTHER BENEFITS
The emoluments for the above mentioned posts of non-executive category in the
substantive grade (S-3 / S-1) will include basic pay (in the scales of pay revised for
non-executives , industrial dearness allowance [AICPI-198, Base 2001=100],
reimbursement of local travelling expenses and other facilities such as medical facility
for self and family, provident fund, gratuity (as per ceiling prescribed under Payment
of Gratuity Act, 1972), LTC as per rules of the Company. In addition, House Rent
Allowance will be paid only where Company accommodation is not available.

48. GENERAL CONDITIONS
 Candidate must be an Indian national possessing requisite qualification from
an Institute recognized by State Govt. / Central Govt.
 Candidates not satisfying the requisite eligibility criteria specified in this
advertisement need not apply. All certificates & documents in support of
eligibility will be verified only during the interview and any candidate, who
fails to produce the same, will not be allowed to appear at the interview.
Therefore, candidates are requested to ensure their eligibility before applying.
 Candidates possessing the requisite qualification through Distance Mode/
Correspondence/ off Campus are not eligible to apply.
 Candidates applying for more than one post should register separately with
separate application / processing fees.
 No travelling expenses would be payable to candidates called for Written
Examination & Medical Examination. Travelling expenses to the extent of 2nd
class sleeper rail fare for the shortest route will be reimbursed only for
SC/ST/PwD candidates, on production of proof of journey performed by the
candidates appearing at the interview.
 While applying candidate must write his/her name as it appears in the
educational certificate of Matriculation or equivalent examination.
 If the SC/ST/OBC(non creamy layer)/PwD certificate has been issued in a
language other than English/Hindi, the candidates will be required to submit a
self-certified translated copy of the same either in English or Hindi.
 Ex-servicemen are required to produce civil equivalence certificate of his /
her qualification from the competent authority at the time of interview.
 Candidates sponsored by local employment exchange will have to apply in
the prescribed format in the prescribed system along with requisite
application/processing fees, failing which they will not be considered.
 Candidature of a registered candidate is liable to be rejected at any stage of
the recruitment process or after recruitment or joining, if any information
provided by the candidate is found to be false or is found not to be in
conformity with eligibility criteria mentioned in the advertisement. Durgapur
Steel Plant reserves the right to reject the applications and no communication
in this regard will be made with the applicant.
 The posts advertised are tentative. Durgapur Steel Plant reserves the right to
fill or not to fill all or any of the above positions without assigning any reason

49. whatsoever. Durgapur Steel Plant is not liable to compensate the applicant for
the consequential damages, if any, arising out of the aforesaid.
 Physical standards indicated above are minimum pre-requisites. However,
appointment of selected candidates will be subject to their passing the
Company’s Medical Examination as per standards laid down under SAIL’s
Medical & Health Policy.
 Bringing influence at any stage of the selection process will disqualify the
candidate.
 Any changes, if made in the employment notice, shall be communicated
through the SAIL website www.sail.co.in. Candidates are advised to keep
themselves updated of the changes, if any.
 Candidates employed in Govt. Departments/PSUs/Autonomous Bodies will
have to produce NOC from the present employer at the time of Interview. In
case, the candidates fail to produce the certificate his candidature will not be
considered.
 No request for change of city/ examination center will be entertained after
final submission of application form. However, Durgapur Steel Plant reserves
the right to cancel or add any city/ examination center depending on the
response.
 Laptops, mobiles, wrist watches, calculators, scales and other electronic
gadgets will not be allowed within the premises of examination centers.
 Candidates should retain their copy of Pay in Slip (SBI Challan) / e-receipt
and Registration Slip as they can be asked to produce it for future reference.
 Court of jurisdiction for any dispute will be at Durgapur

50. FINDINGS
While working in Durgapur Steel Plant for two months I found out some important
facts about the Process of Recruitment that is undertaken in Durgapur Steel Plant.
The guidelines for reservation in vacancies with respect to Scheduled Castes and
Scheduled Tribes in the respective states/Union Territories(UTs) was last fixed and
finalsiedin 1985 on the basis of the 1981 Census. Reservation for Other Backward
Classes in such cases was fixed in 1993 keeping in view the proportion of their
population in the respective states/UTs subject to a ceiling of 27 percent while also
ensuring that the total reservation for SCs, STs and OBCs did not exceed the limit of
50 percent in any of the cases.
This was according to the Revision of Quantum of reservation for SCs, STs and
OBCs in case of Direct Recruitment to group C and D posts normally from a locality
or a region.
For Recruitment of Management Trainees in public sector undertaking (PSU) or in a
Public sector enterprise, all public sector undertakings (PSU) or Public sector
enterprises should have a detailed recruitment policy in place.The recruitment process
can be carried out by adopting other mediums due to open competition and if
considered necessary, keeping in view the demand of dynamic corporate
management, it can have provision for campus recruitment from reputed Institutes
like IIMs, IITs, or through walk-in-interview route in rare and exceptional
circumstances where there are compelling reasons, but with the prior approval of the
Board of Directors.

51. CONCLUSION
I had a great time and exposure while working in Durgapur Steel Plant for a period of
2 months, learned large number of things understood the work culture, the working
process in the company.
 In order to maintain business performance and competitive advantage,
organisations competing in a global marketplace must recruit the best people
they can. For such organisations, recruitment becomes a key component of
their overall business strategy.
 Workforce planning is vital if a business is to meet its future demands for
staff. It allows a business time to train existing staff to take on new
responsibilities and to recruit new staff to fill vacancies or to meet skill
shortages.
 The company is not biased towards any status of the person at the time of
employment.
 Students, unemployed and already employed are equally preferred. Status of
the person is not the criteria for selection.
 Reasons for joining the Company: A major portion of employees have opted
the company for better salary, the next preference is given to challenging job
and better working conditions which the company is providing.
 Deciding factor in employee selection: Survey results show that factors like
qualification, merit and work experience are considered at the time of
selection.
 In case of fresh candidates, where work experience is not applicable as a
criterion, merit is considered. Comprehensive, simple and unbiased are the
opinions expressed by the respondents over the selection process in the
company.

52. BIBLIOGRAPHY
BOOKS:-
PERSONNEL MANUAL : STEEL AUTHORITY OF
INDIA LIMITED
HAND BOOK ON RESERVATION FOR SCs, STs,
OBCs, DISABLED PERSONS AND EX-SERVICEMEN
IN PUBLIC SECTOR ENTERPRISES AND PUBLIC
SECTOR BANKS : COMPILED AND UPDATED BY
C.C UNNIKRISHNAN
WEBSITE:-
WWW.SAIL.CO.IN