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Recruitment process


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Recruitment process

  2. 2. 2 ACKNOWLEDGMENT First and Foremost, I would like to place my gratitude to the BLDEA’S A.S.P COLLEGE OF COMMERCE MBA PROGRAMME (Autonomous) for including project report work at MBA course and thereby giving me this practical experience. I express my heartiest thanks to my company guide Mr .G. Sridhar(HR- MANAGER) for providing me an opportunity to do my project work in their organization. Any accomplishment requires the efforts of many people I am Indebted to all the employees of BMM ISPAT LIMITED who in spite of their busy schedule helped in all the way of providing information directly or indirectly collecting data for my report and to complete my project work successfully, by giving timely assistance. Lastly, I express my sincere thanks to Dr.Savita.S.kulkarni DIRECTOR of BLDEA’s MBA Programme (Autonomous) Bijapur; I also would like to thank my internal guide Prof.MAMATA BANNUR who guided me throughout my project work.
  3. 3. 3 DECLARATION I the undersigned student Mr. Altaf.A.Nadaf hereby declare that the project entitled “ORGANIZATIONAL STUDY AND RECRUITMENT PROCESS” with reference to BMM ISPAT LTD., DANAPUR VILLAGE HOSPET (TQ) BELLARY (DISTRICT)”. I carried out an independent research work during 05th august to 05th October 2014. A report submitted in Partial fulfillment of the requirement of MASTER OF BUSINESS ADMINISTRATION, of Rani Chennamma University, Belgaum from BLDEA’s A.S.PATIL College of Commerce. Place: BIJAPUR Altaf.A.Nadaf Date: REG NO.MBA13002
  4. 4. 4 TABLE OF CONTENTS CONTENTS PAGE NO Executive Summary Chapter 1 Introduction to concept Chapter 2 Industry Profile Chapter 3 Company Details Organization structure Product Profile plants Board of Directors Departments and functions SWOT Analysis Chapter 4 Theoretical frame work Introduction to Recruitment Need for recruitment Recruitment Process Types of Recruitment Recruitment Process in BMMIL Chapter 5 Research Methodology Purpose of study Need of study Objective of study Limitation of study Chapter 6 Findings and suggestion Findings of the study Suggestion of the study Conclusion of the study Bibliography
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  6. 6. 6 EXECUTIVE SUMMARY Today, in every organization personnel planning as an activity is necessary. It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. The objectives of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Career planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation. For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and Selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure. With reference to this context, this project is been prepared to put a light on Recruitment process. This project includes Meaning and Definition of Recruitment and Need and Purpose of Recruitment, Evaluation of Recruitment Process, Recruitment Tips. The Sources of recruitment through which an organization gets suitable application. Scientific Recruitment Which an organization should follow for, right manpower. Job Analysis, which gives an idea about the requirement of the job. Recruitment and Selection are simultaneous process and are incomplete without each other. They are important components of the organization and are different from each other. Since all the aspect needs practical example and explanation this project includes Recruitment Process of BMM. And a practical case study. It also contains addresses of various and top placement consultants and the pricelist of advertisements in the magazine.
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  8. 8. 8 1. INTRODUCTION Recruitment is the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function. Every organization needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities .Right person for the right job is the basic principle in recruitment and selection. Every organization should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organization/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential. Human resource management in an organization will not be possible if unsuitable persons are selected and employment in a business unit.
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  10. 10. 10 INDUSTRY PROFILE India has emerged as the fourth largest steel producing nation in the world, as per the recent figures released by world steel association in april, 2011. India is currently the 2nd largest producer of crude steel in the world. The industry is equipped to meet over 90% of country’s total requirement of steel, with imports restricted primary to small quantity of sophisticated high value additional products. Steel is a product of capital intensive and complex industry that requires national attention for its development. The demand of steel is a basically derived demand, growth in the industry is dependent on the level of activity of the steel consuming industries specifically the construction, automotive, appliances and other durables. The industry is in the threshold of a new era. The departure from a regime of control of free market, from production to completion, from public sector to private sector investment and from an inward marketing policy to a global vision has all placed. The industry in a core of development and there has been endless opportunities and also at the same time stiff challenges and a terrain of uncertainty to improve its strength and competitive edge to good quality products at lower prices. Steel is crucial to the development of any modern economy and is considered to be the backbone of human civilization. The level of per capita consumption of steel is treated as an important index of the level of socio economic development and living standards of the people in any country. It is product of large and technologically complex industry having strong forward and backward linkages in terms of material flows and income generation. All major industrial economies are characterized by the existence of a strong steel industry and the growth of many of these economies has been largely shaped by the strength of their steel industries in their stages of development. The new Greenfield plants represent the latest in technology. Output has increased, the industry has moved up in the value chain and exports have risen consequently to a greater integration with the global economy. The new plants have also brought about a greater regional dispersion easing the domestic supply position notable in the western region. At the same time, the domestic steel industry faces new challenges.
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  12. 12. 12 Company Profile An enterprising enthusiastic man LATE UDAYCHAND SINGHI was drawing the blue print of his small mines minerals business in 1976. He was an experienced person to supply iron ore to MMTC. Subsequently they started developing markets in the private sector. This leads to the emergence BHARATH MINES AND MINERALS GROUP. BMM GROUP is one of the India’s exporters of iron located in the Bellary – Hospet – Sandur Belt in Karnataka, India. BMM believes “THINKING IS THE CAPITAL EXPERTISE IS THE WAY HARDWORK IS THE SOLUTION”. At present Mr.DINESH KUMAR SINGHI heads BMM group in his capacity of MANAGING DIRECTOR> He is known as seasoned business person and is also a qualified engineer and has under gone intensive training in the industry. The Singhi group is a well known business group in the field of mining of iron ore and operating mini steel plant producing sponge iron, TMT bars and electric power. Today, BMM is a 2000 Crores company due to its focus on market orientation and optimal usage of technology to achieve process efficiency and value addition. BMM has always believed in the principle of sharing and hence continues to transfer this benefit derived from sustained growth to its employees, partners and associates. The Bellary-based BMM has chalked out plans to set up a Greenfield steel manufacturing plant at Hospet in Karnataka at an estimated investment of around Rs.6, 700 corers. The plant is expected to have an annual steel manufacturing capacity of around 2.2 million tones. The company already owns and operates a pelletisation plant, beneficiation plant, sponge iron plant, induction furnace and a steel rolling mill. The company land hold is 3600 acres and it is a limited company and it is a large scale industry. Location: BMM group is located in the northern region of Karnataka. Nearby Hospet – Bellary – Danapur has a serene environment and beautiful places for sightseeing within its vicinity.
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  14. 14. 14 BMM ISPAT LTD Organization: It is established in 1976 by late Udaychandh Singhi, Bharat Mines and Minerals is one of India’s largest exporters of iron Ore. The mines, located in the Bellary – Hospet – Sandur belt of Karnataka India. Are rich with a range of grades / types of iron Ore catering to diverse requirements of steel mills “Thinking is the capital, Expertise is the way, and hard work is the solution. “ This BMM team, with its unique competencies is poised to transform the company into global leader Mission: To be a manufacturing group in the Infrastructure segment and provide quality products by earning the respect and loyalty of Customers, Channel Partners,Employees and Suppliers. Being a professional team that leads by personal example to inspire and nurture talent within the Organization and disseminate BMM value steam: Idea, resources,focus,clarity and sound business strategy are alone not sufficient. Bring together a great team which considers problems as disguised opportunities and work together with determination to achieve the goals.
  15. 15. 15 GOAL AND OBJECTIVES:  Achieve 100% and overshoot the rated capacity.  Ensure to minimize shut downs  Achieve zero breakdowns  Complete term effect  Optimum utilization of available resources  Production capacity  Machines and Equipments  Infrastructural and utilization  Minimizes costs and Ensuring optimum use of time SOURCES OF RAW MATERIALS:  H.R.Gaviappa  Karthik mines  The coal has been imported from South Africa and Indonesia, are of good quality. BRANCHES:  Bangalore  Hospet
  16. 16. 16 LOGO OF THE COMPANY: In our efforts positions ourselves as a company to definitely associate with, have our barn appearance with a new sun like logo that is inspired by the Behr’s atomic structure of iron (FE). Distinct and new age form the new BMM logo inherently display dynamism and motion while the colour depict the stability, maturity and passion of the company. The tagline “POTENTIAL IN TONNES” besides too obvious natural potential also portrays the immense possibilities of growth intrinsic in the company and its people. CORPORATE SOCIAL RESPONSIBILITES: BMM in being a good Corporate Citizen is committed to its activities in the area of Corporate Social Responsibility (CSR). BMM hence has been able to have deeper relevance to the society by creating values that is inclusive and truly benefits all. The few of the CSR activities of the BMM Group are as follows: BMM has set up a foundation called "ANURAG REHABILITATION PROGRAMME FOR A DISABLED CHILD" way back on 20.10.2008 in association with Sanjeevini Hospital, Kappagal Road, Bellary 583 103 to provide free treatment for club foot disease in children which is very prevalent in and around Bellary. The foundation have conducted operations and successfully cured till date around 300 kids. BMM have constructed 700 houses at Kudloor & Motur Villages in Siraguppa Taluk of Bellary District in Karnataka for the people who lost their house in the floods in the year 2009.As committed and promised all 700 houses are completely built and handed over to the Government. The Deputy Commissioner, Bellary recently conducted a program and has started distributing the houses for the homeless who lost their house in floods.BMM have spent Rupees Seventeen Corers on this project.
  17. 17. 17  Conducted a medical camp for physically handicapped at Arogya Kendra, Sandur taluk. 1)300 people were covered 2)23 were fitted with artificial Jaipur legs 3)38 people were fitted with caliper legs 4)52 people were provided with tri – cycles ENVERONMENT: We have shown our commitment towards keeping our surroundings eco – friendly by planting more than 0.5 million saplings of different species in and around our mining areas. Pioneers in this space in the Bellary – Hospet belt, were the first private company to have a water pipeline project up the hill to facilitate afforestation and suppression in a scientific manner CULTURE: We have constructed a temple at the mining area for surroundings villages. Where major functions are held every November 4000 to 5000 people from across 10 to 15 nearby villages attend these functions every year. PRODUCT PROFILE PRODUCTS OF BMM GOUP:  SPONGE IRON  INDUCTION FURANCE  ROLLING MILL  235 MW POWER PLANT  PELLET PLANT  BENEFICIATION PLANT  BRICK PLANT
  18. 18. 18 Manufacturing Plant BMM believes that true potential is quantified only by excellence in performance. Entrenched with ambition, sincerity and dedication to deliver world-class products and services in the industries of Steel, Iron & Power we strive to provide exceptional superiority, most competitively. Current capacities are: BeneficiationPlant 2.60 MillionTonsperannum PelletPlant 2.40 MillionTonsperannum Sponge IronPlant 0.73 MillionTonsperannum InductionFurnace 0.10 MillionTonsperannum RollingMill 0.09 MillionTonsperannum PowerPlant Integratedsteel plant 235 MW 1.25millonTonsperannum
  19. 19. 19 Pre heating technology 500 TPD Sponge iron plant  BMM ISPAT LIMITED is India’s first 500 TPD sponge iron plant with pre heating technology. This is a coal based sponge iron process utilizing waste gas generated in the system to preheat the pellets, which reduces coal consumption and also has a positive impact on the environment. First Axis, 500 TPD is commissioned in November 2008 and expanded to 4X500 TPD by 2011.  Raw material required are sized Iron Ore pellet (8 - 16 mm), non-coking coal of size 0-25 mm and Dolomite of 4-8 mm size. The feed pellets are preheated to 900° C with the exhaust gas coming from the main kiln in counter direction. Temperatures of the charge bed inside the main kiln are confined to the maximum of around 950-1080°C. The reducing agent CO is generated by coal gasification. The CO reduces the iron oxide gradually to metallic iron as charge travels to the end of the kiln. The product discharge from the kiln is indirectly cooled in rotary cooler to 100°.C. Sponge Iron : Sponge iron is a generic name of metallic product obtained through reduction of iron oxide (Hematite) in solid state. Capacity: 500 Tons per day (TPD) Raw materials:  Iron ore  Non coking coal  Lime stone or dolomite Major units:
  20. 20. 20  Rotary kiln  Rotary coolers  After burning chamber  Screens  Magnetic Separation Technology: Direct Reduction of iron ore in Rotary Kiln. Products: Sponge iron Lumps and Fines. Bye products: Dolochar and Waste gases. Utilization of Bye Products:  Dolochar can be used for power generation in power plant.  Waste gases can be used for power generation in power plant. People: 150 to 170 people INDUCTION FURANCE AND CONTINEOUS CASTING MACHINE Introduction:
  21. 21. 21 There are 4 induction furnace in which 2 is used alternatively using power furnaces were not wide spread because they were very expensive. Due to improved reliability and technological advancement of power electronics, inverters are available at an economical rate and the use of induction furnace has spread widely. For the working of induction furnace the power is generated within the company. Here the product of SID i.e., oxygen / waste gases are used for power generation. Billets: Melting charge in furnace by using the principal of electromagnetic induction. Capacity: 300 tons per day Raw materials:  Sponge Iron  Scrap  Ferro Alloy  Aluminum  Sodium Silicate Technology:  Electro herm  Concast India Product: MS Billets Product Size: 100 to 200mm2 Bye Product: Slag ROLLING MILL
  22. 22. 22 BMM ISPAT LIMITED commissioned its Rolling Mill in June 2006. The M.S.Billets produced from the Induction Furnace are heated in a reheating furnace and rolled through a number of rolling stands which progressively reduce the billet to the final size and shape of the bar.. Process: Heating is carried out by combustion of producer gas generated in coal based producer gasifier unit The Thermo Mechanical Treatment Process takes over and the bar is subjected to heat treatment in three successive stages. The three stages are as follows:  The first stage of ‘Quenching’.  The second stage of self-tempering.  The Third stage of Atmospheric cooling Capacity: 25 tons per hour Raw materials: Billets Technology: Temp core Product: TMT (Thermo Mechanically Treated) Bars. SIZES: 8mm, 10mm, 12mm, 16mm, 20mm, 25mm, 28mm & 32mm.
  23. 23. 23 220KV SUB STATION or SWITCH YARD Capacity: 220KV Major units:  20MVA Transformers  245 KV current transformer/inductive voltage transformer /capacitive voltage transformer  245 KV SF 6 circuit breakers Purpose: Receiving and distributing 220 KV / 11 KV Power to individual divisions. Advantage: Connected to national grid, so assurance of continuous supply of power. PELLET PLANT Pellets: Agglomerated & heat hardened Iron Ore fines
  24. 24. 24 Capacity: 1.2million tons per annum Raw Material:  Iron ore fines  Coal  Lime stone  Betonies Major units:  Mixer  Traveling gate  Rotary Kiln  Cooler  Circular cooler  Product Handling system Product: Pellets THERMAL POWER PLANT Capacity: 25 MW Major units:  Waste heat recovery boilers: 10 tons per hour – 2 no’s.  Atmosphere fluidized bed, combustion boilers: 95 tons per hour – 1 no’s.  25 MW Injection Turbines.  25 MW Generators.  Air cooled condenser. Fuels:  Coal  Dolor Char  Coke Breeze  Julie Flora Technology: Coal based and waste heat recovery boilers.
  25. 25. 25 BENEFICIATION PLANT Beneficiation: Up gradation of Iron Ore Capacity: 1.2 million tons per annum Raw Material: Iron Ore Major Units:  Crusher  Ball Mill  Gravity Separator  Magnetic Separator  Thickener  Filter Product: High grade Iron Ore.
  27. 27. 27 Every organization has certain goals and objectives, and one of the important factors affect their achievement is the structure of the organization. Organizational structure refers to the defined relationships between the elements of the organization – people, tasks, information, and control processes. Organizational design is defined as the processes of developing an organizational structure. Managers take into consideration a number of factors is strategy. According to Alfred D. Chandler in his book strategy and structure was t he opinion that organizations frequently change their strategy in order to utilize their resources in an efficient manner and develop over a period of time. He concluded that in majors companies like sears, general motors, DuPont and Standard oil, strategy development came first and structural change followed, unless the organization makes modification in their existing structures, the new strategies cannot be implemented effectively and efficiently. However according to other researchers, particular structures are likely to influence the strategies that organizations are liable to adopt, although opinions may differ about what comes first – strategy or structure, Alfred chandler’s work highlights the fact that a mismatch between strategy and structure can affect organizational performance. Though there exist a relationship between structure and strategy, there are other contingency factors, such as the size of an organization and the technology used that determine the effectiveness of a particular structure. Further achieving methods that promote innovation help in implementing strategies and achieving organizational goals.
  28. 28. 28 OFFICE TIME @ BMM ISPAT LTD: Certain Duties:  Maintance of time and punch card.  Notice board  Leave Register  Gate Pass  Over time record  Attendance record  Absenteeism statement Shift working in BMMIL ‘A’ shift’ 6.00am to 2.00pm ‘B’ Shift 2.00pm to 10.00pm ‘C’ Shift 10.00pm to 6.00am General 9. 00 am to 6.00pm
  29. 29. 29 DEPARTMENTS OF BMM ISPAT LTD DANAPUR BOARD OF DIRECTORS Mr.DINESH KUMAR SINGHI (Managing Director &CEO) Miss.SNEHALATA SINGHI (Promoter Director) Mr.LAXMIPAT DUDHERIA (NonExecutive Director) Mr.M.SENAPATI (Director-CorporatePlanning &Development) Mr.PRATAP G. SUBRAMANYAM (NonExecutive &Independent Director)
  30. 30. 30 INTRODUCTION: Departmentation is a processes of dividing the functional organization in to small and flexible administrative units. The basic needs of Departmentation arise because of the limitation on the number of subordinates that can be directly managed by superior. Basis of Departmentation: Departmention may be on the basis of function, product region customers, process, time, number and marketing channel. DEPARTMENTS OF BMM: HUMAN RESOURCE DEPARTMENT: BMM being a HR department is headed by the HR manager. Various functions of the HR department Level. In BMM they follow a system called “LEADS” i.e., Leadership, Enhancements and Development system. Under this system the employees will be defined and they work according that. BMM is proud to say, “Human resource is the driving force behind their success “.
  31. 31. 31 Objectives:  Improving the moral of the employees.  Developing the available manpower to the maximum possible extent though training.  Providing good work environment. Policies: BMM make different insurances to working employees like as follow:  Group accident policy  Family mediclaim policy Functions:  Recruitment and selection  Training and development  Performance and appraisal  Grievance  Pay roll  Motivation  Policies making  Time office function Marketing department: Definition: Marketing is a social process by which individual and groups obtained what they need and want through creating, offering and freely exchanging products and services of value with other. Aim: To know and understand the customer so well that the product or service first him and sells itself. Ideally marketing should result in customer who is ready to buy. All that should be needed then into make the product or services available. Objectives:  To take care of the sales and dispatching them properly.  To look after the central excise matters pertaining to the sales of the department.
  32. 32. 32  To care of the feedback of the vendors. Policies:  The transport approaching marketing section for billing and other document required as per government.  Order is always booked on advance payment terms and credit sales are negotiated only after knowing buyers credibility and prior approver of management. Marketing mix; Product: Sponge iron, billets, TMT bars, Pellets.  Quality: High quality.  Branding: BMM LTD.  Packing : Not required  After sales services : Good Price:  Cash transaction: cash discount  Cash discount: 10%  Credit period : 30 – 60 days Place:  Channels of distribution: Direct selling and indirect selling  Distribution: Physical  Mode of transport: By truck only Customers:  Nandi steels  S.S. Sales corporation  Mukesh and company  Rahul enterprises  FINANCE DEPARTMENT Introduction; Finance as we take it today, is that managerial activity which is concerned with the planning and controlling of the firm’s financial resources.
  33. 33. 33 “A business without finance is, a man without heart” Finance is the life blood of the every business activity. The BMM has a good financial management system .All the financial matters handled under the control of HOD of finance such as capital expenditure, revenue expenditure etc. Objectives:  Ensuring a fair rate of return on capital to supplier.  Ensuring better utilization of capital by following the principles of liquidity, profitability safety coordinating the activities of the finance department with those of the other department of the enterprise. Functions:  Payment to the suppliers  Collection from the customers  Maintain of accounts PRODUCTION DEPARTMENT INTRODUCTION: The department deals with production activities in the floor where men and machine are employed to convert the iron ore into finished product and hand over to sales department to the sales. Types of Production in BMM ISPAT LTD Danapur. Capacities Tons/per annum  Beneficiation Plant 2.60 Million tons per annum  Pellet Plant 2.40 million tons per annum  Sponge Iron Plant 0.73 million tons per annum  Induction furnace 0.10 million tons per annum  Rolling Mill 0.09 million tons per annum  Integrated steel plant 1.25 million tons per annum  Power Plant 95 Mw and 140 MW  Thermal Power plant 25MW  Switch Yard 220KV
  34. 34. 34 PURCHASE DEPARTMENT INTRODUCTION: Purchase is one of the main function in any organization. The term purchasing refers to the act buying an item at a price, the purchasing officer are the one who are responsible for discharging the purchases function. BMM has a centralized purchase department headed by a well experienced and qualified purchase officer or purchase manager who in turn is assisted manager. Purchase department deals with suppliers, orders, credit period and cash enquires. Objective:  To fulfill the needs of the user department.  To provide good services to the user department.  To purchase the goods at the right time.  To achieve a high degree of co – operation and co – ordination with other department in organization. Functions:  It purchase required materials, which needed in company.  To check the required size, type of materials.  Check daily purchase requisition and material requisition. STORE DEPARTMENT INTRODUCTION: Stores department holds the entire inventory required in a the organization all the materials coming are subject to record at stores and them at store until they are issued to the required department. Objectives:
  35. 35. 35  To maintain the goods in condition  To provide goods to the user department when they required Functions:  Keeping required stock  Daily, monthly and quarterly stock verification.  Issuing helmets ,shoes to visitors and employees of the industry  It rejected items separate and back to suppliers. Method issue the material: In BMM group the material are issued by following first in first out (FIFO) method. Where in the materials are issued from the earliest consignment and they are priced at cost at which earliest consignment in store. In other words it is method, where the material received first is issued first. HSE DEPARTMENT INTRODUCTION: BMM Aims is “OUR AIM IS ZERO HARM” “SAFETY IS NOT BY BIRTH IT HAS BEEN LEARNT” Safety means protection from danger. All departments work as a single department in the whole industry. Whereas the safety department is applied for the whole industry i.e., from starting with the gate person to end point ( every human being).steel industry hazardous safety. Safety for employees Personal protection equipments like compulsory helmets, goggles, shoes, aprons, gloves, masks, are made compulsory for all the workers in the production unit. Even workers are prohibited to use mobiles and ornaments. Safety belts are provided. The employees are given training regarding the safety measures to be followed in the company. The company has set up occupation health center. Safety towards the employees: BMM group is committed towards keeping the surrounding eco – friendly have planted more than 0.5 million saplings of different spices in around the mining areas is the first only private company to have a water pipeline project up the hill to cater to the afforestation and dust suppression in a scientific manner.
  36. 36. 36 The company has made a contract of 12 lakh project with EARNST and YOUNG (E AND Y) a pollution care center internationally known. WELFARE ACTIVITIES; INSIDE PLANT: Hospital facility and library facility. OUT SIDE PLANT: Towards group is active in socio economic levels. Donation was made to build a medical camp at mining areas. It has conducted a medical camp at arogya Kendra – a medical center in sandur from 22nd – 24th of December 2002 for the physically handicapped. Doctors were brought from Mahaveerjain Hospital Bangalore; for the same were in around 300 people were covered. This was sponsored by BMM group. This has an agenda to conduct free medical camps every year. QUALITY ASSURANCE DEPARTMENT INTRODUCTION: BMM is committed to achieve total customer satisfactory on through of the statement of the art manufacturing technology and process with continuous improvement BMM is also committed to improve work particles. OBJECTIVES:  Customer satisfaction maximization of customer satisfaction by consistent of quality casting pig iron.  Supplies quality assurance provides technical support and guidance to our suppliers through quality assurance programmers to ensure highest quality of purchased material suppliers it is critical link in company quality system. Awards and Achievements: BMM has been awarded the “CAPEXIL” special Exporter Award of Iron ore in the year 2003 – 2004 from the union ministry of commerce (India). Some other awards include:
  37. 37. 37  Eco – friendly mines Environment award.  Human resource development award  Safety conscious mines award  Welfare amenities award  Safety publicity and propaganda award  Operation and maintenance of mining machinery award  Mines performance award HKT mining Pvt.Ltd. has obtained quality management certificate ISO 9001 – 2000
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  39. 39. 39 MEANING OF RECRUITMENT Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. A formal definition states, “It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected”. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc., are used. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees. Definition: According to EDWIN FLIPPO, ”Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.”
  40. 40. 40 Need for recruitment: The need for recruitment may be due to the following reasons / situation: Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labor turnover. Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification. Purpose and importance of Recruitment: Determine the present and future requirements of the organization on conjunction with Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organizational and individual effectiveness in the short term and long term. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants to submit applications for the purpose of selection. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in Mediocre ones.
  41. 41. 41 Recruitment Process: Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, via, Planning. Strategy development. Searching, Screening. Evaluation and control. The ideal recruitment program is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization, when offered. Recruitment program can miss the ideal in many ways i.e. by failing to attract an adequate applicant pool, by under/over selling the organization or by inadequate screening applicants before they enter the selection process. Thus, to approach the ideal, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for the individuals with the appropriate qualifications and interests, what inducement to use for various types of applicants groups, how to distinguish applicants who are qualified from those who have a reasonable chance of success and how to evaluate their work. Sources of Recruitment INTERNAL SOURCES EXTERNAL SOURCES 1) Promotion 1) Campus recruitment 2) Transfers 2) Press advertisement 3) Internal notification 3) Management consultancy ser vice & private employment exchanges The sources of recruitment can be broadly categorized into internal and external sources- Internal Recruitment – Internal recruitment seeks applicants for positions from within the company. The various internal sources include  Promotions and Transfers –
  42. 42. 42 Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels. Promotions has many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection since information on the individual s performance is readily available, is cheaper than going outside to recruit, those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle- level and top-level managers. However, promotions restrict the field of selection preventing fresh blood & ideas from entering the organization. It also leads to inbreeding in the organization. Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions. Employee referrals- Employees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill. Former Employees- These include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need of an orientation program for them, since they are familiar with the organization. Dependents of deceased employees- Usually, banks follow this policy. I f an employee dies, his / her spouse or son or daughter is recruited in their place. This is usually an effective way to fulfill social obligation and create goodwill. Recalls: -
  43. 43. 43 When management faces a problem, which can be solved only by a manager who has proceeded on long leave, it may de decided to recall that persons after the problem is solved, his leave may be extended. Internal notification (advertisement): - Sometimes, management issues an internal notification for the benefit of existing employees. Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts. (II) External Recruitment – External recruitment seeks applicants for positions from sources outside the company. They have outnumbered the internal methods. The various external sources include Professional or Trade Associations: - Many associations provide placement service to its members. It consists of compiling job seeker s lists and providing access to members during regional or national conventions. Also, the publications of these associations carry classified advertisements from employers interested in recruiting their members. These are particularly useful for attracting highly educated, experienced or skilled personnel. Also, the recruiter s can zero on in specific job seeker s, especially for hard- to-fill technical posts. Advertisements:- It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want ads describe the job benefits, identify the employer and tell those interested how to apply. Newspaper is the most common medium but for highly specialized recruits, advertisements may be placed in professional or business journals. Advertisements must contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the candidate. Recruitment advertisements can also serve as corporate advertisements to build company image. It also cost effective. Employment Exchanges:- Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filled.
  44. 44. 44 The major functions of the exchanges are to increase the pool of possible applicants and to do the preliminary screening. Thus, employment exchanges act as a link between the employers and the prospective employees. These offices are particularly useful to in recruiting blue-collar, white collar and technical workers. Campus Recruitments:- Colleges, universities, research laboratories, sports fields and institutes are fertile ground for recruiters, particularly the institutes. Campus Recruitment is going global with companies like HLL, Citibank, HCL-HP, ANZ Grind lays, L&T, Motorola and Reliance looking for global markets. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies. Walk-ins, Write-ins and Talk-ins: The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees viewpoint, walk- ins are prefer able as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry- level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing. Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter. Contractors:- They are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided. Consultants:- They are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor.
  45. 45. 45 Head Hunters:- They are useful in specialized and skilled candidate working in a particular company. An agent is sent to represent the recruiting company and offer is made to the candidate. This is a useful source when both the companies involved are in the same field, and the employee is reluctant to take the offer since he fears, that his company is testing his loyalty. Radio, Television and Internet:- Radio and television are used to reach certain types of job applicants such as skilled workers. Radio and television are used but sparingly, and that too, by government departments only. Companies in the private sector are hesitant to use the media because of high costs and also because they fear that such advertising will make the companies look desperate and damage their conservative image. However, there is nothing inherently desperate about using radio and television. It depends upon what is said and how it is delivered. Internet is becoming a popular option for recruitment today. There are specialized sites like Also, websites of companies have a separate section wherein; aspirants can submit their resumes and applications. This provides a wider reach. Competitors:- This method is popularly known as “poaching” or “raiding” which involves identifying the right people in rival companies, offering them better terms and luring them away. For instance, several executives of HMT left to join Titan Watch Company. There are legal and ethical issues involved in raiding rival firms for potential candidates. From the legal point of view, an employee is expected to join a new organization only after obtaining a „no objection certificate from his/ her present employer. Violating this requirement shall bind the employee to pay a few months salary to his/ her present employer as a punishment. However, there are many ethical issues attached to it. Mergers and Acquisitions:- When organizations combine, they have a pool of employees, out of whom some May not be necessary any longer. As a result, the new organization has, in effect, a pool of qualified job applicants. As a result, new jobs may be created. Both new and old jobs may be
  46. 46. 46 readily staffed by drawing the best-qualified applicants from this employee pool. This method facilitates the immediate implementation of an organizations strategic plan. It enables an organization to pursue a business plan, However, the need to displace employees and to integrate a large number of them rather quickly into a new organization means that the personnel-planning and selection process becomes critical more than ever. Evaluation of External Recruitment: External sources of recruitment have both merits and demerits. The merits are-  The organization will have the benefit of new skills, new talents and new experiences, if  people are hired from external sources.  The management will be able to fulfill reservation requirements in favor of the disadvantaged sections of the society.  Scope for resentment, heartburn and jealousy can be avoided by recruiting from outside. The demerits are-  Better motivation and increased morale associated with promoting own employees re lost to the organization.  External recruitment is costly.  If recruitment and selection processes are not properly carried out, chances of right candidates being rejected and wrong applicants being selected occur.  High training time is associated with external recruitment.  98% of organizational success depends upon efficient employee selection 60-Second Guide to Hiring the Right People 0:60 Define the Duties: To find promising employees, you must first determine what you want them to do. Carefully consider all direct and associated responsibilities and incorporate them into a written job description. Be careful with general titles such as typist or sales clerk, as they have different meanings to different people. 0:49 …and what it takes to do Them: Fulfilling these responsibilities will require some level of skill and experience, even if it is an entry-level position. Be reasonable about your expectations. Setting the bar too high may limit
  47. 47. 47 your available talent pool; setting it too low risks a flood of applications from those unqualified for the job. 0:37 Make it Worth their While: Likewise, you don t want to be overly generous or restrictive about compensation. State and local chambers of commerce, employment bureaus and professional associations can help you determine appropriate wages and benefits. Scanning descriptions of comparable jobs in the classified ads and other employment publications will also provide clues about prevailing wage rates. 0:38 Spread the Word: How you advertise your job opening depends on who you want to attract. Some positions are as easy to promote as posting a “help wanted” sign in your store window or placing an ad in your local newspaper. For jobs requiring more specialized skills, consider targeted channels such as trade magazines, on- line job banks and employment agencies (though these may require a fee). And don t overlook sources such as friends, neighbors, suppliers customers and present employees. 0:25 Talk it Over: Because you have clearly defined the role and requirements, you should have little difficulty identifying candidates for interviews. Make sure you schedule them when you have ample time to review the resume, prepare your questions and give the candidate your undivided attention. After the interview, jot down any impressions or key points while they are still fresh in your mind. This will be a valuable reference when it s time to make a decision. 0:12 Follow-up on Interviews: You want to believe your candidates are being honest, but never assume. Contact references to make sure you re getting the facts or to clear up any uncertainties. Professional background checks are a wise investment for highly sensitive positions, or those that involve handling substantial amounts of money and valuables. 0:03 you’ve Found Them; Now Keep Them: Now that you have hired ideal employees, make sure they stay with you by providing training and professional development opportunities. The small business experts at SCORE can help you craft human resource policies and incentive plans that will ensure your company remains the small business employer of choice.
  48. 48. 48 RECURITMENT PROCESS IN BMM The requirement is made as per the manpower planning and analyzing the development of sting manpower and also keeping in view the need to engage specialists in new areas . It is also to have proper employee mix viz., in age , fresh talents vs. existing talents. Usually, the recruitment process starts with the indent for manpower requirement by the departmental heads. Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidate. Therefore, the importance of recruitment and selection process is placing of right type of persons at the right time is indispensable to the organization. RECRITMENT PROCESS SOURCING SCREENING REJECTED INDUCTION PROGRAM OFFER LETTER TELPHONE INTERVIEW PERSONAL INTERVIEW SELECTED JOINING PROCESS SHORT LISTING
  49. 49. 49 RECRUIRMENT PROCESS: The process of seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen It is one of the ways of meeting the manpower needs of an organization It refers to organizational activities that influence the number and types of applicants who apply for a job and whether the applicants accept the jobs offered. SOURCING: The sources of recruitments are Internal and External they are as follows: INTERNAL: HRIS, Notice board, circulars, job portals etc. External: Advertisement, Education Institutes, Employment agencies, Interested applications, Employee referrals. Campus interview etc. After the organization decided the manpower needs-skill wise, numbers etc then it should look for sources –both internal and external to generate a sufficient number of applicants. If there is inadequate supply of labor and skills internally, then it must effectively get its message across to external candidates. The organization’s choice of method of recruiting makes all the difference of the recruiting efforts There are 2 method of recruiting- internal and external INTERNAL RECRUITMENT: Job posting- makes effective use of skill inventories for identifying the internal applicants for vacancies It is difficult for HR manager to know about how many are interested to apply for the vacancy Then to solve this problem job posting and bidding can be done In the past job posting was done thro’ bulletin boards, house magazines but now advanced methods thro’ innovative recruiting techniques as an integrated of an effective career management system The employee referrals –Is it not discriminating? However the employees referrals should be used cautiously and not to rely on employee referrals Employee referrals are to be used as a supplement to other kinds of recruitment.
  50. 50. 50 Any other kind of internal recruitment in the organizations? EXTERNAL RECRUITMENT: External recruitment- When the company exhausted the internal sources of recruitment external sources are to be tapped for supplementing its workforce What are the external sources available? Sources: Walk INS Media ads Employment agencies Search firms/head hunters Special events recruiting Internships Apprenticeship and training schemes E-recruiting College recruitment of potential managers and professionals Are there any alternative to recruitment? Sources of Recruitment in BMM: Campus Recruitment Selected empanelled campuses Lateral Recruitment
  51. 51. 51 Consultants Job sites Employee referrals HR Recruitment Process at BMM: The HR recruitment process can be divided into three stages: 1. Manpower Planning 2. Recruitment 3. Selection
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  54. 54. 54 Factors Affecting Recruitment: All organizations do recruitment but the extent may differ according to Size of the organization Employment conditions in the community Organization’s ability to find and retain good performing people Working conditions and salary and benefits provided by the organization Rate of growth of organization Future expansion and production programmes of the organization Cultural, economic and legal factors
  55. 55. 55 Sources of recruitment Internal Employees from within the organization are hired to fill a job vacancy. It is normally used for higher level jobs. External Employees from outside sources are hired to fill a job vacancy. It is normally used for lower level jobs or in cases where requirements are not fulfilled by existing personnel. Sources of External Recruitment The various sources of external recruitment are: Advertising Employment agencies Employee referrals Colleges and professional institutions Casual applicants Advertising Advertising helps in more selective recruitment. Advertisements can be placed in media read only by particular groups. More information about the company, job and job specifications can be given in the ad so that people who do not fulfill requirements don’t apply. Colleges and Professional Institutions
  56. 56. 56 They provide opportunities to recruit their students. They run placement services where complete bio-data of the students are available. Employers can view the details of the students and interview them for management trainees or probationers. Educational institutions are a good source of potential employees for entry level jobs. Professional Organizations Professional organizations maintain information about employed people. These firms are ‘head hunters’, ‘raiders’ and ‘pirates’ in the view of organizations who lose their employees through these firms. These firms are suitable for recruiting high level people for managerial, marketing and production engineers’ posts. Recruitment and Selection Policies Selection Policy To start the process of selection, three initial requirements must be satisfied. They are: There must be authority to select. There must be a standard of personnel with which potential employees can be compared. Selection procedure is a series of steps to know more about the applicant Recruitment Strategy: A Six Step Approach Recruitment strategy should answer the following questions related to their target populations: Who is being targeted through the recruitment? Where is the appropriate place to recruit clients?
  57. 57. 57 When should recruitment be done? What messages should be delivered during recruitment? How should the messages be delivered? Who is the most appropriate person to do recruitment? SCREENING: Initial screening of interviews: Initial Screening is done on the basis of applicants and applications. A preliminary interview is conducted so as to select the suitable candidate who can go through further stages of interviews. Normally for the posts of engineers degree cutoff is decided like say 60% on an average. If the candidates do not meet the requirement they are rejected. And for higher posts applications and applicants both play a major role in the screening process. Employment tests: o logical test o English test o Vocabulary o Reasoning o Essay writing Preliminary Interview This is a short interview and is used to eliminate unqualified candidates. Generally, there is no paper work at this stage. If the applicant looks like he can qualify for existing job openings, he or she is given the application blank to complete. Application Blank
  58. 58. 58 Application blank is used to get information from prospective applicant to help management to make a proper selection. It quickly collects the basic data about a candidate. It is also useful to store information for future use. An application forms consists of Biographical data Educational achievements Salary and work experience Personal items Names and addresses of previous employers, references, etc. Check of References References are used in most selection processes. During the selection process it is believed that former employers, friends and professional personnel give reliable evaluation of applicant. Reference checks are generally made by mail or telephone and sometimes personally also. Psychological Tests Most organizations do not use psychological tests for selection. But larger the size of the firm, more are the chances of using psychological tests. Larger companies that can afford to conduct psychological tests do so to have a more detailed and accurate selection procedure. Smaller companies are more dependent on interviews. Types of Interviews Preliminary interview – These interviews are used for initial screening of applicants to know whether to proceed for a detailed interview or not. The applicant is given job details during the interview. Stress interview – Pressure is created on the applicants to know how they handle stress. It helps to get an insight into the personality of the applicant which would not be possible in tension free situations.
  59. 59. 59 Depth interview – These interviews cover the complete life history of the applicant like work experience, academic qualifications, health interest, hobbies, etc. It is good for executive selection. Patterned interview – These interviews are a combination of direct and indirect questioning of the applicant. The interviewer knows which areas should be queried in detail and he also encourages the candidate to talk freely. Approval by the Supervisor At this stage, we can reach the conclusion about which candidate should be hired. Screening: screening of applications can be regarded as an integral part of the recruiting process, though many view it as the first step in the selection process. The selection process will begin after the applications have been scrutinized and shortlisted. Applications received in response to advertisements are screened and only eligible applicants are called for an interview. The purpose of screening is to remove from the recruitment process, at an early stage, those applicants who are visibly unqualified for the job. Telephone interview: The interview taken by the telephone if the candidate meet the requirement then they taken personal interview if not meet the requirement of organization then they rejected. Personal interview: The interview is taken personal of the candidate if he selected then they give the joining letter if not then rejected InductionIt is the process of introducing the new employee to the organization. According to a report, more than half of voluntary resignations occur within the first six months. A good induction program helps to take care of this problem and reduce the costs associated with it. After interview and verify the applications details if applicant not eligible then rejected and if eligible then agree the policy of the organization then selected and offer him joining approval letter and giving induction program about organization….
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  61. 61. 61 RESEARCH METHODOLOGY Research methodology is the way to systematically solve the research problem. It may be understood as a science of studying how research is done scientifically. Thus it is necessary to know not only the research method techniques but also methodology. The research design adopted in this study is descriptive research design. Descriptive research includes survey and fact finding enquiries of different kinds. The major purpose of descriptive research is the description of the state of affairs as it exists at present. TITLE OF THE PROJECT To study the Recruitment process at BMMIL. PROBLEM STATEMENT To study of Recruitment process at BMMIL. OBJECTIVES OF THE STUDY  To study the recruitment process in organization at BMMIL. . LIMITATIONS OF THE STUDY  The time is adequate only to conduct a narrow study on the topic.  I faced difficulty in collecting data because of busy schedule of the respondents.  Because of the busy schedule respondents may not have answered properly which may not hold true in case they would have been given lot of time to answer.  It was difficult to get information from the organization guide due to their busy schedule. Sample area
  62. 62. 62 The research was conducted at BMM ISPAT LTD., DANAPUR, HOSPET (Tq) Sample: Group of research subjects whose characteristics approximate those of the population it is selected from. For this project both primary and secondary data are required, hence both types of data have been collected. The study method involves the following:  Framing the objectives of the study  Based on the objectives determine the means of data collection.  Framing of Questionnaire.  Analyzing the data.  From the analyzed data interpret the results.  From the results determine the satisfaction level.  Finally suggestion, conclusions and recommendations based on the interpreted results. Survey: It is a systematic gathering of information from the respondents for the purpose of understanding and or predicting some aspects of behavior of population of interest. It provides data on attitude, feeling beliefs, past and intended behavior, knowledge, ownership, personal characteristics and other descriptive items. Questionnaire: We use questionnaire as a research tool consisting of a series of questions and other prompts for the purpose of gathering information from respondents and statistical analysis of the responses were made later. Sampling Population: There are totally 1405 employee working in the organization.
  63. 63. 63 Sample Size: The number of unit selected from the sample size is known as sample of whole 50 respondents Sampling Method: Samples are going to be select on simple random sampling method. Data collection a)primary data: It refers to the systematic collection of information directly from respondents. This data is collected for the descriptive research. The primary data collected during the study includes the data collected through questionnaire and face-to-face interview with customer to know about the consumer behavior and their interest level. b) Secondary data: The first step in data collection approach is to look for secondary data. Usually it is the data developed for some purpose other than for helping to solve the problem at hand. Secondary data are collected through various magazines, internal experts, and website. Techniques for Data Analysis: The data is analyzed with “simple analysis technique”. The data is percentage method. Percentage method is making comparison between two or more criteria. This method is used to describe relationship. Percentage of Respondent= No.of Respondent / Total no. of Respondent * 100 STATICAL TOOLS USED:  Tables  Graphs
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  66. 66. 66 Conclusion It was great experience to know and understand the dynamics of BHARAT MINES AND MINERALS LIMITED is a healthy organization which has very much potential inside in the market despite of many new competitors. Working on this project enabled me to have a broad and detail value of the actual working environment and organization. This period help me to understand the functioning of BMMIL. It has been an excellent opportunity for me to carry out the study on Recruitment process in BMMIL. BMM is the organization of enormous potential. The company has lots of plans to diversify in to innumerous units, which throws a light on the management efficiency planning and functioning. The organization has a very bright future if it maintains the same trend in executing its polices.
  67. 67. 67 FINDINGS  The company held both “Internal’’ and ‘’External ‘’ recruitment methods.  Advertisement in local papers and local media only  Head of Department of the plant operations would also giving proper training to the employees for to get high productivity from them after recruitment and selection.  Employees were also very interested to be selected through camps etc.  Maximum number of employees was given feedback, and mentioned that, according to these recruitment programs they were extend the recruitment process throughout Karnataka  In the organization all workers and employees are Motivated in Character
  68. 68. 68 SUGGESTION  Conduct campus interviews in different districts  Try to minimize the dust in organization  Give the advertisement in National media and channels to Improve and bring the company dreams come true in future.
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  70. 70. 70 BIBILOGRAPHY 1) Websites: http// 2) Articles Business Standard Times of India Metalloid 3) Books: RESEARCH METHODOLOGY - C.R.Kothari HUMAN RESOURCE - Ashwattapa.