SUMMER TRAINING PROJECT

A PROJECT REPORT ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS
SUBMITTED IN THE PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE OF THE

BACHELOR OF BUSINESS ADMINISTRATION (SESSION–2004-2007) SUBMITTED BY: KANIKA AHUJA BBA-II SEM. ROLL NO. : 04/BBA(CAM)/010

SUMMER TRAINING PROJECT

J.S.S. ACADEMY OF TECHNOLOGY EDUCATION, NOIDA
ACKNOWLEDGEMENT
“Expression of Gratitude is the least one Can do in response to the favours received.”
The entire journey from the very idea of this project to reality would not have been possible without the guidance and support of many experienced people. I take this golden opportunity to express my gratitude to the BHUSHAN STEEL AND STRIPS LTD. for providing me an opportunity to undertake my summer training. I am deeply indebted to my project guide Mr. S.K. Gupta (AGM P&A) and Mr. M.K. Panwar (Asstt. Manager, P&A) for their guidance and support that was indispensable for the completion of this project. I would also like to thank my faculty Mr. Prashant Gupta and Mrs. Anubhuti Sehgal for their assistance in completion of this project report. Last, but not least I would like to thank my parents and friends for the strength and encouragement they gave for the completion of the project. KANIKA AHUJA 2004-2007

SUMMER TRAINING PROJECT

as it is very delicate job to select & recruit an employee and further give him training and develop him. To know whether according to their predetermined duties and responsibilities. . to assess the effectiveness and suggest ways to improve it. The main objective is to select-right candidates to the right jobs to reduce the cost of employment and losses occurred due to errors made by the employees which are not appropriate to the corresponding job. Also the work done by the personnel manager is every critical because it may cause harm or profit to the company.SUMMER TRAINING PROJECT OBJECTIVE I have undertaken the project “effectiveness of recruitment and selection process” in order to study the: 1) Recruitment and selection practice at Bhushan Steel and Strips Ltd. with some companies with similar profiles was done to discuss their hiring system. 2) Also comparative study of Bhushan Steel & Strips Ltd.

At each stage facts may come to light which may to the rejection of the applicant. information. These is not standard selection procedure to be used in all organizations or fall jobs. the arrangement. Necessary information is also elicited from the candidates about their education. religion. The application form should provide all the information relevant to selection. he is selected for further screening. salary expected. if the candidate is found suitable. Application Blank: Application form is traditional and widely used device for collecting information from candidates. of these hurdles may differ from organization to organization. a an is regards an evidence of discrimination. skills experience. It is a series of successive hurdles or barriers which an applicant must cross. The strategy and method used from selecting employees various from firm to firm and from one job to another. The complexity of selection procedure increases with the level and responsibility of the position to be filled. But reference to caste. Steps involved in employee selection may be described as under: 1.SUMMER TRAINING PROJECT SELECTION PROCESS The selection procedure consists of a series o steps. 2. etc. initial screening is done to weed out totally unsersirable/unqualified candidates at the outlet. Preliminary interview is essentially information about the nature of the job and the organization. Preliminary Interview: First of all. birth place may be avoided as it Generally. birth. application form contain the following . Preliminary interview saves time and efforts of both the company and the candidate.

behaviour and performance. First scrutiny of the form helps to weed out candidates who are lacking in education. etc. Tests are based on the assumption that individuals differ traints which can be measured. Thirdly. Secondary. (b) Personal Information.Age. (g) References – extra curricular activities. etc. it helps in formulating questions to be asked in the interview.Name. salary drawn. address. Tests help to reduce bias in selection by servicing as a supplementary screening device. Tests are helpful in better matching of candidate and the job. (d) Family background (e) Education. data contained in application forms can be stored for future reference. . eye sight. duties preferred.academic. Application form helps to serve objectives. employers. Application form duly filled in is also called bio-data or curriculum vitae. place of birth. experience. membership of professional bodies. hobbies. (f) Experience – jobs Held. in their job related provides a systematic basis for performance and attitudes of two more persons. A test is a sample of some aspect of an individual’s attitude. marital status. It also comparing the behaviour. (c) Physical characteristics. etc. (h) Miscellaneous dependents etc. etc. telephone No. sex. 3.. Selection Test: Psychological tests are being increasingly used in employee selection. technical and professional. games and sports. or some other eligibility taints.SUMMER TRAINING PROJECT (a) Identifying information. weight.height.

work history and interests of the candidate. Interview is an essential element of selection and no selection procedure is complete without one or more personal interviews. A selection interview serves three purposes: (a) obtaining information about eh background. In selection it involves a personal. The information collected through application and test can be cross-checked in the interview.SUMMER TRAINING PROJECT Tests may also reveal qualifications which remain covered in application form and interview. . Tests are useful when the number of applicants is large. tests will be useful only when they are properly designed and administrated. observational and face to face appraisal of candidates for employment. and (c) establishing a friendly relationship between the employer and the candidate so as to motive the successful applicant to work for the organization. education. (b) giving information to candidates about the company. 4. the specific job and personnel policies. training. Employment Interview: An interview is a conversation between two persons. Further.

the rank. Employment is offered in the form of an appointment letter mentioning the post. The candidates shortlisted by the department are finally approved by the executives of the concerned department/units. Such examination serves the following purpose. Medical Examination : Applicants who have crossed the above stages are sent for a physical examination either to the company’s physician or to a medical officer approved for the purpose. (a) It determines wheather the candidate is physically fit to perform the job. The decisions of this department are recommendatory.SUMMER TRAINING PROJECT 5. References Check: The opinion of referees can be useful in judging the future behavioral and performance of a candidate. the date by which the candidate should join and other terms and conditions in brief. 7. selection process is carried out by the human resource department. the salary grade. (d)It identifies candidates who are otherwise suitable but require specific jobs due to physical handicaps and allergies. In some organization a contact of service on judicial paper is signed by both the . Final Approval: In most of organization. This record will help in settling company’s liability under the workmen compensation Act for the claim for an injury (c) It prevents the employment of people suffering from contagious diseases. (b)It reveals existing disabilities and provides a record of the employee’s health at the time of selection. Those who are physically unfit are rejected. 6.

SUMMER TRAINING PROJECT candidate and the representative of the organization. Appointment is generally made on a probation of one or two years. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized. .

 BHUSHAN INDUSTRIAL LTD.SUMMER TRAINING PROJECT ABOUT THE GROUP In order to meet challenges of the future and to leave an indelible mark on the industrial scenario. Bhushan Group has structured along three business lines. VIRAT NAGAR-NEPAL . CHANDIGARH. The business groups are as follows:  BHUSHAN STEEL AND STRIPS LTD.  AARTI STRIPS LTD. CHANDIGARH.  BHUSHAN INDUSTRIES LTD. CALCUTTA.  BHUSHAN METALLICS LTD.  BHUSHAN METAALLICS LTD. DERABASSI (PUNJAB).

P.SUMMER TRAINING PROJECT BHUSHAN STEEL AND STRIPS LTD. ING Bank Bank of India AUDITORS Mehra Goel & company. Gard Nominee Director of UTI Shri Mohan Lal Director Shri Shankar Lal Mittal Director Shri R. . O. BOARD OF DIRECTORS Shri Brij Bhushan Singal Chairman cum Managing Director Shri Sanjay Singal Vice Chairman Shri Neeraj Singal Managing Director Shri Sandeep Bakshi Nominee Director of ICICI Shri N. Charted Accountants COMPANY SECRETARY Mr. Goyal BANKERS Punjab National Bank Canara Bank Federal Bank Ltd.K. Davra.P.

Coimbatore. Chandigarh. Chennai. Puen. Hyderabad. New Delhi-110019 WORKSHOP 23. Rishikesh. Bhopal. Site IV Sahibabad Industrial Area. District Ghaziabad. Sahibabad. Calcutta. Bombay. Guwahati. Ludhiana. Nehru Place. Parwanoo. Bangalore.SUMMER TRAINING PROJECT REGISTERED AND CORPORATE OFFICE F-Block. Varanasi. . Uttar Pradesh-201010 BRANCHES Ahemdabad. Ist Floor. Derabassi. International Trade Tower. Kanpur. Delhi.

National Matshushita. is leading the technological Revolution in Indian Cold Rolled steel industry & defining new frontiers of customer satisfaction. Hindustan Aircon. Onida.Intercool Western Electrolux Group. Hongo India. Videocon Hitachi Aircon. ETA. Amalgamation Group. Ford Motors. Bajaj Tempo. an ISO 9002 certified and the flagship company of Rs. Yamaha Escorts. JCT . Scooter India. Hero Honda. The company currently has a capacity to produce 500000 MT/Annum of Cold rolled Steel & out of that 250000 MT/ Annum of galvanized Steel. Indian railways. Tecumseh. Daewoo Motor. Lucas-TVS. Piaggio Greaves. as well as Galvanized Steel Coils & Sheets up to width of 1250 mm. Ashok Leyland. It is no wonder that eminent corporates like Telco. It is India’s largest (in the secondary sector) and the only CR Steel Plant with a line to manufacture Cold Rolled Coils & Sheets up to width of 1610mm. TI Group. L&T. LG Electronics. Brakes India. BHEL.SUMMER TRAINING PROJECT COMPANY PROFILE Bhushan Steel & Strips Limited.Whirlpool Godrej. Honda SICL cars. IFB. ALSTOM. Eicher Tractors. Bajaj Auto. Mahindra & Mahindra. LML. Maruti Udyog. Krupp JBM. Kinetic Engineering. 2000 crores BHUSHAN GROUP. JBML. Hindustan Motors. PRIDE OF PLACE Company’s Products continue to be a favorite with all quality conscious users of automobiles & white Goods/Domestic appliances & General Engineering Industries.

SUMMER TRAINING PROJECT Electronics continue their unbounded trust in BSSL and regularly sourcing company’s products. .

Uganda. The company is poised to achieve an export turnover of 50 million US Dollars in the year 2000-2001. Iran. Company attained the status of trading house in the year 1997-98 by Ministry of Commerce.2 million U. Myanmar. Tanzania. Europe. Kenya. Government of India.S. dollars. BSSL is committed to Strengthen the prowess for foreign exchange Earning for the country and is focusing on expanding the coverage to most distant shores.SUMMER TRAINING PROJECT GLOBAL PLAYER Bhushan Steel & Strips Limited acquired the export house status in the very First year (1995-96) of their export operations with a turnover of 13. Singapore. The foreign markets include: China. Taiwan. UAE. . and USA etc. Ethiopia.

for 3M tension roll and computerized shim-less tooling. Waldrich Siegen. 4. Germany for uniform mirror finish material. . the first of its kinds in the steel sector of the country having equipments supplied by Global Leaders such as: 1. Austria for high convection annealing furnaces. Clecim. 3. Fimi. Nippon Denro. Japan to remove surface contaminants. Canada for push-pull pickling line with technology backup. Ebner. 8. Japan. 2. Heinrich George. 7. Germany for cut to length lines. Hitachi. 5. Korea. Italy and Daehyun. France for electrostatic oilup for uniform spray of rust preventive oil.SUMMER TRAINING PROJECT LEADERSHIP THROUGH TECHNOLOGY Cold Rolled Steel Company’s cold rolling mill Complex is a towering citadel. Proeco. for Universal Cold Rolling Mill. 6.

Taiwan. South Africa. China. France.SUMMER TRAINING PROJECT GALVANIZED STEEL The galvanized sheets & coils manufactured by the company have excellent Zinc adhesion and corrosion resistance achieved by applying a special chemical treatment on the Zinc-coated surface to prevent the formation of white rust. Singapore. Uganda. coils and corrugated sheets manufactured by the company are globally accepted especially in important international markets of Bangladesh. Nepal. Canada and Radiometric. Myanmar. Vietnam. Tanzania. Ethiopia. Europe.German attached to the galvanizing lines ensures uniform zinc coating mass. Canada. The company has three Galvanizing lines consisting of most modern continuous annealing furnaces based on the design of Stein Heurty. USA. Kenya. UAE. . Oman. Qatar. The online coating thickness control equipments from Valmet. The Galvanzized sheets.

White Goods appliances & General engineering Industry. Industrial relations remains cordial throughout the year and the Board records its appreciation for the contribution of all the employees towards the growth of the company. ultra-thin CR steel for picture tube & battery application etc. The effort of the Company’s Human Resource Department is focused on obtaining the best talent and further enhancing the skills of the workforce.SUMMER TRAINING PROJECT RESEARCH AND DEVELOPMENT The company has a full fledged R&D center and has many firsts to its credit including development of High Tensile steel for passenger car skin panel grade material for Visi coolers & Chest coolers of Coco Cola & Pepsi. the company has entered into a technical collaboration with the world’s one of the largest steel producer Sumitomo Metal Industries. A Fully equipped Quality Control Laboratory has test equipments of unmatched standards. Japan. STRATEGIC ALLIANCE In order to acquire the latest know-how to establish the quality requirements of all customers in Automobile. product quality and product range supported by an extensive Network of branch offices. . BHUSHAN is today a familiar name in the country. dynamic dealers and distribution network. With constant stress on innovation.

SUMMER TRAINING PROJECT DEPARTMENT AT BSSL BSSL CHAIRMAN VICE CHAIRMAN MANAGING DIRECTOR PRESIDENT PLANT OFFICE INFO TECH MKTG P&A EXCISE & SALES SHARE MATERIAL DISPATCH TRANSPORT EXPORT OEM TRADE HRD PERSONNEL ADMINISTRATION SECURITY PURCHASE STORE .

precision tubes. Bhushan Steel is also planning to set up or integrated steel plant of 2. A colour coated sheets manufacturing line will be commissioned shortly.SUMMER TRAINING PROJECT Bhushan Group has increased its capacity of cold rolled steel by installing a new plant at Khapoli. East Coast to produce Hot Rolled Coils. This plant produces CRCA coils and sheets Galvanized coils and sheets. under which sumitomo shall extend process know how for manufacturing automobile steel sheets and give top priority for supply of hot-rolled coils for producing CRCA of automotive industry.20 million tonne each. The project will be in two phases of 1. A product development and QC tie-up with sumitomo metals. engineering industry. near Mumbai.20 . The first phase will cater to the capacity requirements of Bhushan Steel which million tonne/year. The strategic alliance between Bhushan Steel and Sumitomo metals Industries has been established.40 million tonne/year capacity in the state of Orissa. has been established and meeting the customers in the automobile. quality requirement of all the white goods and general is ready 1. ERW/CEW (cold drawn) for automobile applications.

BUSINESS PRINCIPLES 1. Optimization of returns on Investment by. Our Aim is to maximize the customer’s Satisfaction and this is achieved through Quality product.SUMMER TRAINING PROJECT COMPANY POLICY OF BSSL “TOTAL CUSTOMER SATISFACTION THROUGH QUALITY MANAGEMENT AND CONTINUOUS IMPROVEMENT” We at BSSL are committed to produce CR Steel sheets and Galvanized Steel Sheets of World class quality. continuous improvement and motivated employees. which is sensitive to the needs of the Customers.  Continuous Improvement.  Leadership Through Technology. . Continuous up gradation of Quality and Process to meet changing needs of Customers.  Effective use of all resources.  Organization and Personal Development. Organization. 2.  Cost Reduction efforts.  Harmonious and Safe working conditions. 3.

Working to meet International Norms of Quality through the best of available Equipment & to sustain the Standard. IR POLICY OF THE COMPANY To develop the concept of ‘MY OWN To be firm & fair in disciplinary matters. Loan etc.  Take care for its employees in their Hardships at work and family level. A feeling of togetherness is developed which has alleviated various problems of workers. Canteen. management has in regular interaction with employees & due to this outside interference is minimized and workers are not getting carried away with outside issues. All facilities are available to workers e. Medical. interest free loan & timely overtime payment.SUMMER TRAINING PROJECT  Following JIT theory in Practice. 4. Thus Union activities have no scope to develop.  conditions. in time salary. canteen & chilled dirking water facilities. Workers grievances are taken care of properly.g.   prompt disposal there of. . Patient listening to the employees problems and To provide them Harmonious & safe working  ORGANIZATION’ amongst the employees.  No organized trade union.

. The regular training activities are a permanent feature of Training and Development activities.SUMMER TRAINING PROJECT  Educate & Train employees to make them feel a part of the organization.

men.SUMMER TRAINING PROJECT INTRODUCTION In any organization there is a need of three resources i. Man is a very essential part of any organization. According to Geisler “Recruitment and selection are the part of man power planning the process including forecasting. money and material. developing.e. implementing and controlling. Recruitment and Selection of employees in any organization hold an important place because it is process determining man power requirements in order to carry out the integrated plan of the organization. . by which a firm ensures that it has the right type of people at the right place at the right time doing things for which they are commonly most useful.

While selecting employees it should be born in mind that they are the greatest source of an organization. the nature of selection. As a practice some companies usually hire more . whether faulty or safe. The vital importance of making the right selection of staff for any enterprise cannot be overemphasized. The thoroughness of the of the procedure depends upon three factors: First. but also results in heavy expenditure on the new employee and the loss that may be incurred by the organization in case the job-occupant fails on his job. The critical element is always the spirit team work and the skill of the organization’s personnel. Essentials of Selection Procedure The selection produced adopted by an organization is mostly tailor made to meet its particular needs.SUMMER TRAINING PROJECT IMPORTANCE OF SELECTION The term selection denotes a choice of one or some form amongst many. the policy of the company and the attitude of the management. Building and money are always secondary. Second. because a faulty selection affects not only the training period that may be needed. Everything can be brought or reproduced except skilled and dedicated service.

i. the length of the probationary or the trial period. a comprehensive job description and job specifications as developed by a job analysis. The hiring process can be successful. Third. This authority comes form the employment requisition. etc. physiognomy. Many employers make use of such techniques and pseudosciences as phrenology.SUMMER TRAINING PROJECT than the actual number needed with a view to removing the unfit persons from the jobs. (b) There must be some standard or personnel with which a prospective employee may be compared.e. if the following preliminary requirements are satisfied: (a) Some one should have the authority to hire. . these are considered to be unreliable measures. there should be available. However. astrology. in modern times. while coming to hiring decision. The longer the period the greater the uncertainty in the minds of the selected candidate about his future. as developed by an analysis of the workload work force. generally long and complicated. therefore. The hiring procedures are. How the Selection is done There is no shortcut to an accurate evaluation of a candidate. beforehand. (c) There must be a sufficient number of applicants from which the required number of employees may be selected. graphology..

place of birth. (a) Identifying information. birth. . the arrangement.height. etc.SUMMER TRAINING PROJECT The selection procedure consists of a series o steps. (d) Family background (e) Education..Age. birth place may be avoided as it is regards an evidence of discrimination. of these hurdles may differ from organization to organization. The complexity of selection procedure increases with the level and responsibility of the position to be filled. But reference to caste. Necessary information is also elicited from the candidates about their education. sex. It is a series of successive hurdles or barriers which an applicant must cross. These is not standard selection procedure to be used in all organizations or fall jobs. skills experience.Name. a an application form contain the following information. (b) Personal Information. dependents etc. technical and professional. address. Steps involved in employee selection may be described as under: 8. Generally. The application form should provide all the information relevant to selection. weight. religion.academic. (c) Physical characteristics. 9. At each stage facts may come to light which may to the rejection of the applicant. etc. Preliminary Interview: First of all. salary expected. The strategy and method used from selecting employees various from firm to firm and from one job to another. he is selected for further screening. initial screening is done to weed out totally unsersirable/unqualified candidates at the outlet. eye sight. Preliminary interview is essentially information about the nature of the job and the organization. marital status. etc. Application Blank : Application form is traditional and widely used device for collecting information from candidates. telephone No. if the candidate is found suitable. Preliminary interview saves time and efforts of both the company and the candidate.

10. In selection it involves a personal. it helps in formulating questions to be asked in the interview. membership of professional bodies. (g) References (h) Miscellaneous – extra curricular activities. Application form duly filled in is also called bio-data or curriculum vitae. 11. employers. Employment Interview: An interview is a conversation between two persons. Tests help to reduce bias in selection by servicing as a supplementary screening device. experience. It also provides a systematic basis for comparing the behaviour. observational and face to face appraisal of candidates for employment. A test is a sample of some aspect of an individual’s attitude. tests will be useful only when they are properly designed and administrated. Interview is an essential element of selection and no selection procedure is complete without one or more . Further. First scrutiny of the form helps to weed out candidates who are lacking in education. etc. Tests may also reveal qualifications which remain covered in application form and interview. Tests are based on the assumption that individuals differ in their job related traints which can be measured. etc. performance and attitudes of two more persons.SUMMER TRAINING PROJECT (f) Experience – jobs Held. behaviour and performance. Secondary. Selection Test: Psychological tests are being increasingly used in employee selection. or some other eligibility taints. Application form helps to serve objectives. duties preferred. games and sports. hobbies. salary drawn. Tests are useful when the number of applicants is large. Thirdly. data contained in application forms can be stored for future reference. Tests are helpful in better matching of candidate and the job.

training. The candidates short listed by the department are finally approved by the executives of the concerned department/units. A selection interview serves three purposes: (a) obtaining information about eh background. education. Employment is offered in the form of an appointment letter mentioning the post. the date by which the candidate should join and other terms and conditions in brief. After satisfactory performance during this period the candidate is finally confirmed in the job on permanent basis or regularized. 12. Final Approval: In most of organization.SUMMER TRAINING PROJECT personal interviews. Appointment is generally made on a probation of one or two years. 13. work history and interests of the candidate. The information collected through application and test can be cross-checked in the interview. In some organization a contact of service on judicial paper is signed by both the candidate and the representative of the organization. . the specific job and personnel policies. the rank. and (c) establishing a friendly relationship between the employer and the candidate so as to motive the successful applicant to work for the organization. selection process is carried out by the human resource department. (b) giving information to candidates about the company. References Check : The opinion of referees can be useful in judging the future behavioral and performance of a candidate. The decisions of this department are recommendatory. the salary grade.

the applicant/hiring ration. procedures for locating sources of manpower resources. For this purpose. a proper organization structure. suitable methods and techniques for utilizing these and a constant assessment and consequent improvement. if selected.e. to enable him to decide whether or not to joint the firm. The organization should first identify how an applicant was attracted to the firm. such as use of “truth hiring”. A simple way of securing this information is to include in the application blank a question: “How did you learn of the job vacancy for which you have applied? The next step is to determine whether any one method consistently attracts better applicants.. telling an applicant all about the firm and its position. the criteria be the cost per applicant. Recruiting should take into consideration ethical practices. . The last step is to use this information to improve the recruiting process. i. etc. three points need to be born in Personnel before in a advertisement in inserted.SUMMER TRAINING PROJECT ASSESSMENT OF THE RECRUITMENT PROGRAMME Sources for recruiting should be periodically evaluated. First to visualize the type of applicant. tenure. According to Adverting tactics and Strategy Recruitment. A successful and effective recruitment programme necessitates a well-defined recruitment policy. both good and bad. performance appraisals.

factors in success: get an objective look at a candidate’s suitability for a job. why the reader should work for the company. state or nation wide circulation. in other words. . The following is a popular procedure though it may be modified to suit individual situation. Second.health and stamina are vital Physiological testing to explore the surface area and A reference check: Final selection approval by manager: and communication of the decision to the candidate.a fact-finder which helps one in learning about an applicant’s background and life history: (c)A well conducted interview of explore the facts and get at the attitudes of the applicant and his family to the job.SUMMER TRAINING PROJECT Trying to recruit. Third to which news paper having a local. (a) (b) Reception or preliminary interview or screening: Application blank. to write out as a list of advantages a company offers. (d) (e) (f) (g) A physical examination.

because unless the right type of people are hired. the first being the manpower planning. organization charts and control systems would not do much good. The purpose of recruitment is to locate source of manpower function of personnel administration. . Recruitment is the next step in the procurement function. Recruitment is the discovering of potential applications for actual or anticipated organizational vacancies. working and other aspects related to it. -Yodder Recruitment is said to be the initial in the process which continues with selection and ceases with the placement of the candidate. It is a process in which a comprehensive and brainstorming search is done for the right selection of employees and stimulating and encouraging them to think about joining an organization who will meet their desires towards.SUMMER TRAINING PROJECT RECRUITMENT “Recruitment is process to discover the source of manpower in adequate numbers of facilitate effective deletion of an efficient work force”. Recruitment makes is possible to acquire the number and types of people necessary to ensure the continued operation of the organization. even the best plan.

SUMMER TRAINING PROJECT The process of recruitment is said to be of positive nature which stimulates to every person to apply for a particular job to increase the hiring ratio that means a lot of applicants for a job.  The rate of growth of the organization.  The effects of past recruiting efforts which throw show the organization’s ability to locate and keep good performing people.  The level of seasonality of operations and future expansion and production programmes and  Cultural. Selection on the other hand tends to be negative because it rejects a number of persons as they became unfit for the applied post and the best is hired. economic and legal factors. . do engage in recruiting activity although not in the same number.  The employment conditions in the community where the organization is located.  Working conditions and salary and other perks offered by the organization which may influence turn over and necessitate future recruiting. It can be differentiated with:  The size of the organization. KEY POINTS OF RECRUITMENT All organization whether large or small.

corporate sector or because the conditions of work are hazardous to work that is to say it is involve in the production of such procedures of which manufacturing creates panic health condition for any employee.SUMMER TRAINING PROJECT BOTTLENECKS IN THE PROCESS OF RECRUITMENT No employer could ever freely choose always the right candidate because various forces impinge upon such selection. .  The Unattractive Job If the job is regarded as boring. encouraging good people who are ambitious and improving the probability of a good selection. All such factors minimize its ability to pull the super brains from employment market. anxiety creating or to such an organization. because such a policy enjoys several advantage such as that of creating good public relations.  The policy of the Organization towards its Employer If the policy and aims at providing promotion to its employees from within. building high morale. Such hurdles are  The Organization’s Place The candidate who’s recruitment is to be made may not be interested to join the organization because either its reputation or goodwill in not good in the society. hazardous. people would be attracted to it.

SUMMER TRAINING PROJECT  Boundation to Recruit Union Members Some unions emphasis on recruitment to members of the unions only when situation occurs. for purpose of recruitment. management has to recruitment from a restricted supply. .  Influence of the Government An employer cannot distinguish any individual on the basis of physical appearance. sex or religious background.

. Yodder Recruitment policy assets the objectives of the recruitment policy and provided a framework of implementation of the recruitment programme form of procedure. It may also involve the organization system to be developed for implementing recruitment programme and procedures to the employed. It may embrace many issues such as extent of promotion from within..SUMMER TRAINING PROJECT STEPS TO BE TAKEN A RECRUITMENT PROCEDURE Famularo states that personnel recruitment process involves five elements viz. a programme. recruitment and different techniques used for utilizing these source and a method of assessing the recruitment RECRUITMENT POLICY Such a policy may involve a commitment to broad principles such as filling vacancies with the best qualifier individuals. It may also involve the organization of present employees. attitudes of enterprise in recruiting its old employees.

Many avoid hasty or ill considered decision and may go a long way to man the organization with the right type of personnel.SUMMER TRAINING PROJECT Therefore a well considered and pre-planned recruitment policy based on corporate goals study of environment and the corporate needs. .

job family wise. . decide the sections.SUMMER TRAINING PROJECT OBJECTIVES OF THE ORGANIZATION Organization’s objective-both in short term and long term must be taken into consideration as a basic parameter for recruitment decisions and needs of the personnel area wise. other sources besides the former may be utilized.g. the recruiters should prepare profiles for each category of workers and accordingly workout the man specifications. for highly specialized categories and managerial personnel. departments or branches where they should be placed and identify the particular. IDENTIFICATION OF THE RECRUITMENT It needs to take decision regarding the balance of the qualitative dimensions would be recruits i.e. fro skilled or semi skilled manual workers internal sources and employment exchange may be preferred. responsibilities of recruitment’s which would be tapped by the organization e.

 To assure each employee of the organization intersect in their personal goals and employment objectives.  To provide individual employees with the maximum of employment security. 4) To provide programmes and facilities for personal growth on the job. THE COST OF RECRUITMENT AND FINANCIAL IMPLICATIONS OF THE SAME A recruitment policy “in the best sense” involves a commitment by the employer to such general principles as: 1) To find and employ the best qualified persons for each job. The recruitment policy is concerned with quality and qualifications of manpower. . avoiding frequent lay off or lost time. It established broad guidelines for staffing process.SUMMER TRAINING PROJECT CRITERIA OF SELECTION AND PREFERENCES These should be based on conscious thought and serious deliberations. 3) To offer promising opportunities for life time working careers. In some cases trade unions may be consulted. Generally the following factors are involved in recruitment policy:  To carefully observe the letter and spirit of the public policy on hiring and on the whole relevant employment relationship. 2) To retain the best and most promising of those hired.  To provide each employee with an open road and encouragement in the continuing development of their talents and skills.

 To encourage one or more strong. effective responsible trade unions among the employees. .  To provide employment in jobs which are engineered to meet the qualifications of handicapped workers and minority sections.SUMMER TRAINING PROJECT  To avoid cliques which may develop when several members of the same household or community are employed in the organization.

SUMMER TRAINING PROJECT PERQUISITES OF A GOOD RECRUITMENT POLICY The recruitment policy of an organization must satisfy the following conditions:  It should be flexible enough to meet the changing needs of an organization.  It should be in conformity with its general personnel policies. the recruitment programme now requires the employers to go out and actively seek job applications from groups of those who may not otherwise apply for employment. and it should develop the potentialities of employees. providing good employee benefits and taking interest in employee welfare activities would attract a large number of application than it needs without making any extra recruiting efforts.  It should match the qualities of the employees with the requirement of the work for which they are employed. . the state of the labour market. Small companies which hire only a few persons each year not need to do more than spread the world around the plant of office that a vacancy exists.  It should highlight the necessity of establishing job analysis. A company which has reputation of paying fair wages. However as a result of regulations and pressures form the society and the government. The nature and extent of the recruitment programme depends on a number of factors including the skills required. general economic conditions and image of the employer.  It should be so designed as to ensure employment opportunities for its employees on along term basis so that the goals of the organization should be achievable.

SUMMER TRAINING PROJECT

RECRUITMENT ORGANIZATION
There is no general procedure for hiring new personnel, which is applicable to all business enterprises. Each enterprise has its ‘tailor made’ programme which brings it the desired quantity and quality of manpower at the minimum possible cost. The most commonly adopted practice is to centralize the recruitment and selection function in a single office. All employment activity should be centralized if the policies of the top management are to be implemented consistently and effectively. Only when personnel requisitions so through one central source and all employment records are kept up to date is there a possibility of maximum efficiency and success in hiring. The advantage of centralization of recruitment and selection are as under:  It makes the more opportunity for placing the candidate in several departments of the company.  It reduces the administrative cost by consolidating all activities in a single office which are normally huge in decentralize recruitment.  It relieves line officers of the details involved in hiring workers, which is common under a decentralized plan.  It tends to make the selection of workers scientific.  It makes possible the development of a centralized manpower-pool in the organization.

SUMMER TRAINING PROJECT

This centralized department is generally known as the employee office or the recruitment section. The staff personnel is attached to it. This enables specialists to concentrate upon the recruitment function; and soon they become very efficient in the sue of various recruitment techniques. This office should be properly equipped with furniture. Its waiting room should be roomy, clean and well ventilated; it should have lighting facilities and drinking water, and it should be comfortable. This room should also have a table or counter so that candidate may fill in their application blanks conveniently. It is desirable that personnel records be filed in a room accessible to the interviewer.

SUMMER TRAINING PROJECT

This office mainly carry outs the following important functions: 1. Establishing employment standards. 2. Making initial contracts with perspective employees. 3. Conducting physical examination. 4. Testing. 5. Conducting interviews. 6. Filing out necessary forms and record keeping. 7. Introducing the employee to his superiors. 8. Following up the employee. It may be noted that in small organization, recruiting procedure is merely informal and generally the “line official” may be responsible to handle this function. But in large organizations, it is entrusted to a staff unit with personnel or industrial relations department. However, recruitment remains the line responsibility as far as the personnel requisition forms are originated by the line personnel.

The indents are then checked against the posts allotted to the department branch and also against authorization for expansion. If already granted. in consolation with the line managers. 3) Salary to be offered and any other conditions and terms of employment which indicated offer feels necessary. the proposed requirements are authorized and the initial pay.SUMMER TRAINING PROJECT FORECAST OF MANPOWER REQUIREMENTS It is only to be state that a ‘requisition’ or indent for requirement has to be submitted by the line officials. Financial implications of the proposed appointments and additional expenditure are worked out of course these would be within the budgetary sanctions of the department concerned. Such indents usually specify. SOURCES OF RECRUITMENT Before an organization activity begins recruiting applications it should consider the most likely source of the type of employee it . Finally. It the indents are found correct. job specifications and man specifications are determined. 2) Duration of their employment. the scale and other admissible allowances are determined. 1) The jobs or operations or positions for which the person should be available.

This source also includes personnel who were once on the payroll of the company but who plan to return or whom the company would like to re.e. . Internal sources Internal sources are the most obvious sources. promoted or sometimes demoted. These sources. somebody from within the organization is upgraded. those who quit voluntarily or those on production lay-offs.hire. its present working force. These include personnel already on the pay roll of an organization. Whenever any vacancy occurs .SUMMER TRAINING PROJECT needs. accordingly. such as those on leave of absence . Some companies try to develop new resources while most only try to tackle the existing source they have. transferred. may be termed as internal and external. i.

It promotes loyalty among the employers.  Since the leaner does not know more than the lecturer. they require little training and the changes are that they would stay longer in the employment of the organization than a new outsider would.  As the process in the employment of the company are fully and know its operating procedures. . experience and service of its employers. be relied upon  Its less costly than going outside to recruit. Therefore on jobs which require original thinking (such as advertising.SUMMER TRAINING PROJECT HOW GOOD IS RECRUITMENT FORM INTERNAL SOURCE The use of internal source has some merits: It improves the morale of employees for they are assured of the fact that would be preferred over outsider when vacancies occur. style. therefore. THIS METHOD HAS SOME NEGATIVE POINTS TOO  It often leads to in breading. The employer is in a better position to evaluate those presently employed then out side candidates. this practice is not followed. designing and basic research). This is because the company maintains a record of the progress. for it gives them a sense of job security and opportunity for advancement.  There are possibilities that internal sources may ‘dry-up’ and it may be difficult to find the requisite personnel form with in an organization.  They are tried people can. no information wroth the name can be made. and discourages young blood from entering an organization.

the danger is that really capable hands may not be chosen. if the vacancies to be filled are within the capacity of the present employers’ if adequate employee records have been maintained. and if opportunities are provided in advance for them to prepare themselves for promotion from ‘Blue Collar’ to “White Collar” jobs. It is not only reasonable but wise to use this source. In other words this source is the load that is rarely mined. specially for middle management jobs. but surprisingly large number of organization source is used by many organizations. but surprisingly large number of organizations ignore this source. The likes and dislikes of the management may also play an important role in the selection of personnel. .SUMMER TRAINING PROJECT  As promotion is based on seniority. Internal source is used by many organizations.

training and education up to the required standard.  They employed with the wide range of skills and abilities. These sources provide the requisite types of personnel for an organization. welders and accountants etc. .  Retired experienced persons such as mechanics. chemists. young mostly inexperienced potential employees-the college students. They usually include the following:  New entrants to the labour force i. sex or colour. In the long run this source proves economical because potential employees do not need extra training for their jobs. having skill.e.SUMMER TRAINING PROJECT EXTERNAL SOURCES There sources lie outside the organization. Since persons are required from large market the best selection can be made without any distinctions of cast.  Others not in the labour force such as married women and person from minority groups. On the other hand the process of recruitment in this type suffers from what is called ‘brain-drain’. Especially when experienced persons are raided or hunted by sister concerns.

One of the widely used direct method is that of sending of recruiters to colleges and technical schools. The placement office usually provides help in attracting students. LARSON & TOUBRO. RELIANCE. The TATA. Persons reading for BBA or other technical diploma are picked up in this manner. DR REDDY’S LAB. describing the organization and the jobs it offers. Most college recruiting is done in co-operation with the placement office of a college. BIRLA. NESTLE. carefully prepared brochures. furnishing space and providing campus recruiting is an extensive operation.SUMMER TRAINING PROJECT METHODS OF TECHNIQUES OF RECRUITMENT The process of recruitment can be divided into simply three categories:  Direct method  Indirect method  Third party method DIRECT METHOD This method comprises of sending traveling recruitment to educational institutions. are distributed among students. HINDUSTAN LIVER LIMITED and other enlightened firms maintain continuing with institutions ‘placement officials with a view to recruiting staff regularly for different responsible positions. before the interviewer arrives. . WIPRO. employees’ contacts with public and manned exhibits. arranging interviews. DABUR. For this purpose. INFOSYS.

professional and technical employees. Many companies have found employees’ contract with the public a very effective method. setting up exhibits at fairs and mobile office to go to the desired centers. The main point is that the higher the position is in the organizations or the more specialized the skills sought. the most widely dispersed advertisement is likely to be. firms directly solicit information from the concerned professors about students with an outstanding record. INDIRECT METHOD Indirect methods involve mostly advertising in newspapers. while the advertisement of blue collar job is usually confirmed to the daily newspapers or regional trade journals. Local newspapers can be a good source of blue-collar workers.SUMMER TRAINING PROJECT Sometimes. on the radio. Other direct methods include sending recruitment to conversation and seminars. in trade and professional journals. technical magazines and brochures. . The search for top executives might include advertisement in a national periodical. Advertising is very useful for recruiting blue-collar and hourly workers as well as scientific. clerical employees and lower level administrative employees.

carry advertisement to screen themselves in order to find out whether they are fit for the job for which the advertisement has been issued. The benefit to be enjoyed by working in the company. “Frilly advertisements. The Economic Times. Respondents are asked to apply to a post office Box No. containing exaggerated claims and gimmicky appeals are to be avoided”. It should be so framed as to attract attention for example by the use of different sizes and types of print. The first line should limit the audience somewhat and the nest few lines further seen out the readers who do not posses the necessary qualification. Advertising can be very effective if its media are properly chosen. The Times of India. Amrit Bazar Patrika. the Pioneer. Free Press Journal. The Indian Express the Statesman etc. In order to be successful. The Hindu. it may not draw the right type of applicants or its may attract too many applicants who are not qualified for the job. It is not properly written. the Tribune. and it should emphasize facts related to the dignity of the job beyond and to professional experts. Organizations often place what is referred to as a blind advertisement one in which there is no identification of the organization. and advertisement should be carefully written. The National Herald. Bharat Jyoti. It should provide specific information for advancement.SUMMER TRAINING PROJECT The classified advertisement section of a daily newspaper or the Sunday Weekly editions of The Hindustan Times.’ or to a consulting firm that is acting as an intermediary .

as is done by many Indian manufactures. The specific occupation are general office help. Professional people with specialized background and interest. advertisements in these are generally selective. read by and radio or television announcements. THIRD PARTY METHOD These include the use of commercial or private employment agencies. PRIVATE EMPLOYMENT AGENCIES These agencies one widely used in specific occupations. sales man. technical workers. and friends relatives. Therefore. placement offices of schools. state agencies.SUMMER TRAINING PROJECT between the applicant and the organization. The large organizations with regional or national reputation do not usually use blind advertisement. computer staff. engineers & executives. such as trade and professional journals are journals. indoctrination seminars for college professors. colleges and professional associations. accountants. management consulting firms. Other methods include advertisement in publications. A little amount is charged towards this type of service from an applicant. These private agencies are brokers who loving employees and employees together. the specialization of there agencies enhance their capacity to interpret the needs of their . recruiting firms.

white managerial personality. The prospective employers can review credentials and interview candidates for management. The companies that need employees maintain contact with the guidance counselors of employment lectures and teachers of business & vocational subjects. Employers inform them about the types of job that are refereed to by employers. These are the main agencies of public employment. specific vocational training or as a college back ground with bachelor’s master’s or doctoral degree. labour and wage rates. Trainees or probationers. They provide a clearing house for jobs & job information. They operate student services where complete bio-data and other particulars of the students are available. . These agencies provide a wide range of services-counseling assistance in getting jobs. Whether the education sought involve higher secondary certificate. institutions provide an excellent source of potential employees for entry level positions in organizations. educational.SUMMER TRAINING PROJECT clients. to seek out particular types of person and to develop proficiency in recognizing the talent of specialized personnel. STATE OF PUBLIC EMPLOYMENT AGENCIES It is also popular as in the name of employment or labour exchange. institution These general blue-collar and technical / professional collar & provide applicants. information about the labour market. School Colleges & professional Institutions: Often opportunities for recruiting their students.

they may be absorbed by the company concerned. . the organizations provide work study program to the student or summer jobs undertaking a project in the establishment so as to get them instructed I the organization in question and after completion of this.SUMMER TRAINING PROJECT Some times.

However these same orgnizations may employ “executive search firms” to help them find executive talent. marketing and production engineer’s posts. . Professors are invited to take part in these seminars. Visits to plans and banquets are arranged so that the participant professors may be favorably impressed. They may later speak well of a company and help it in getting the Required Personnel. These consulting firms recommend personal of high caliber for managerial. Indoctrination Seminars for Colleges professors: are arranged to discuss the problem of companies and employees. These firms are looked upon as a ‘head hunters’.SUMMER TRAINING PROJECT PROFESSIONAL ORGANIZATION OR RECRUITING FIRMS OR EXECUTIVE RECRUITERS Maintain complete information records about employed executives. ‘raiders’ and ‘pirates’ by organizations which loose personal through their efforts.

and the candidates cover a wide range of abilities. CASUAL LABOR OF APPLICANT AT THE GATE Most industrial units rely to some extent on the casual labour which presents itself daily at the factory gate or employment office. they may agree as to who is to be given preference. But in case of adverse industrial relations this technique may create difficulties..SUMMER TRAINING PROJECT EMPLOYEE REFERRALS Friends and relatives of present employee are also a good source from which employers may be down. However this source is uncertain. Even then may of our industrial make use of this source for the wide range of casual labourers.e. i. . Some companies maintain a register of former employers whose record was good to contact them. person of one’s community or caste or employed who may or may not be fit for the job. however suffers from a serious defect that is encourages nepotism. This method of recruitment. TRADE UNIONS They also provide manual and skilled workers is sufficient numbers. When the labour market is very tight. Under agreement. large employers frequently offer their employees resources or prizes for any referrals who are hired and stay with the company for a specific length off time. When there are new job opening for which they are qualified.

old persons. the candidates may be requested to keep the organization posted with any change in their qualifications.handicaps. the position of labour supply.SUMMER TRAINING PROJECT UNCONSOLIDATED APPLICATIONS For positions in which large numbers of candidates are not available from other sources. widowed or married women. retired hands. or may send unconsolidated applications. The information may be indexed and filed for future use when there are openings in these jobs. in response to advertisement. the companies may gain in keeping files of applications received from candidates who make direct enquiries about possible vacancies on their own. Government regulations positions which call for an unusual . social organizations. This methods is very useful for identifying candidates for hard-to-fill combination of skills. where they are matched against the resume data stored there in. VOLUNTARY ORGANIZATIONS Such as private clubs. DATA BANKS When a company desires a particular type of employee. experience or achievements made. the out put is a set of resumes for individuals who meet the requirements. If necessary. job specifications and requirements are fed in to a computer. etc. Which particulars source is to be tapped will depend on the policy of a firm. non governmental organizations (NGOs) might also provide employees.

such as those on leave of absence. somebody form within the organization in upgraded. However the HRD Manager must be in close that these different sources and use them in accordance with his needs. external recruitment must be tackled. These include personnel already on the pay roll of an organization. i.SUMMER TRAINING PROJECT and agreements with labour organizations. This source also includes personnel who were once on the pay roll of the company but who plan to return or whom the company would like to re-hire. . whenever any vacancy occurs.e. transferred promoted or sometimes demoted. it present working force. those who quite voluntarily or those on production lay-offs. The best management policy regarding recruitment is to look with first within the organizations. Internal sources are the most obvious sources. If that source fails.

LARSON & TOUBRO. Sometimes. For this purpose. before the interviewer arrives. employees’ contacts with public and manned exhibits. Most college recruiting is done in co-operation with the placement office of a college. furnishing space and providing campus recruiting is an extensive operation. The placement office usually provides help in attracting students. describing the organization and the jobs it offers. BIRLA. arranging interviews. DR REDDY’S LAB. DABUR. RELIANCE. Many . firms directly solicit information from the concerned professors about students with an outstanding record. are distributed among students. Persons reading for BBA or other technical diploma are picked up in this manner. WIPRO.SUMMER TRAINING PROJECT METHODS OF TECHNIQUES OF RECRUITMENT The process of recruitment can be divided into simply three categories:  Direct method  Indirect method  Third party method Direct Method This method comprises of sending traveling recruiters to educational institutions. carefully prepared brochures. HINDUSTAN LIVER LIMITED and other enlightened firms maintain continuing with institutions ‘placement officials with a view to recruiting staff regularly for different responsible positions. The TATA. One of the widely used direct method is that of sending of recruiters to colleges and technical schools. INFOSYS. NESTLE.

setting up exhibits at fairs and mobile office to go to the desired centers. . Other direct methods include sending recruitment to conversation and seminars.SUMMER TRAINING PROJECT companies have found employees’ contract with the public a very effective method.

technical magazines and brochures. The classified advertisement section of a daily newspaper or the Sunday Weekly editions of The Hindustan Times. the Pioneer. clerical employees. Free Press Journal. Amrit Bazar Patrika. In order to be successful. Advertising is very useful for recruiting blue-collar and hourly workers as well as scientific. It should be so framed as to attract attention for example by the use of different sizes and employees and lower level administrative . Local newspapers can be a good source of blue-collar workers. The Times of India. the Tribune. The main point is that the higher the position is in the organizations or the more specialized the skills sought. The Indian Express. The National Herald. in trade and professional journals. The Statesman etc. Bharat Jyoti. it may not draw the right type of applicants or its may attract too many applicants who are not qualified for the job. If it is not properly written. The search for top executives might include advertisement in a national periodical. The Hindu. while the advertisement of blue collar job is usually confirmed to the daily newspapers or regional trade journals.SUMMER TRAINING PROJECT INDIRECT METHOD Indirect method involve mostly advertising in newspapers. the advertisement should be carefully written. on the radio. the most widely dispersed advertisement is likely to be. carry advertisement to screen themselves in order to find out whether they are fit for the job for which the advertisement has been issued. The Economic Times. professional and technical employees.

”Frilly advertisements. and it should emphasize facts related to dignity of the job beyond and to proffesional experts.advertising can be very effective if its media are properly chosen. The first line should limit the audience somewhat and the next few lines further seen out the readers who do not possess the necessary qualification.SUMMER TRAINING PROJECT types of print. the benefit to be enjoyed by working in the company. containing exaggerated claims and gimmicky appeals are to be avoided”.It should provide specific information for advancement .ì¥Á637 .

computer staff. indoctrination seminars for college professors. accountants.’ or to a consulting firm that is acting as an intermediary between the applicant and the organization. read by and radio or television announcements. Respondents are asked to apply to a post office Box No. Therefore. Professional people with specialized background and interest. colleges and professional associations. placement offices of schools. advertisements in these are generally selective.SUMMER TRAINING PROJECT organizations often place what is reffered to as blind advertisement one in which there is no identification of the organization. sales man. PRIVATE EMPLOYMENT AGENCIES These agencies one widely used in specific occupations. The specific occupation are general office help. management consulting firms. THIRD PARTY METHOD These include the use of commercial or private employment agencies. and friends relatives. engineers & . technical workers. such as trade and professional journals are journals. Other methods include advertisement in publications. The large organizations with regional or national reputation do not usually use blind advertisement. A little amount is charged towards this type of service from an applicant. recruiting firms. as is done by many Indian manufacturers. state agencies.

Whether the education sought involve higher secondary certificate. The prospective employers can review credentials and interview candidates for management. Trainees or probationers.SUMMER TRAINING PROJECT executives. They provide a clearing house for jobs & job information. labour and wage rates. Employers inform them about the types of job that are referred to by employers. the specialization of there agencies enhance their capacity to interpret the needs of their clients. The companies that need employees maintain contact with the guidance counselors of employment lectures and teachers of business & vocational subjects. These private agencies are brokers who love employees and employers together. STATE OF PUBLIC EMPLOYMENT AGENCIES It is also popular as in the name of employment or labour exchange. institutions provide an excellent source of potential employees for entry level positions in . information about the labour market. They operate student services where complete bio-data and other particulars of the students are available. These are the main agencies of public employment. These agencies provide a wide range of services-counseling assistance in getting jobs. School Colleges & professional Institutions: Offer opportunities for recruiting their students. educational. specific vocational training or as a college back ground with bachelor’s master’s or doctoral degree. to seek out particular types of person and to develop proficiency in recognizing the talent of specialized personnel.

the organizations provide work study program to the student or summer jobs undertaking a project in the establishment so as to get them instructed in the organization in question and after completion of this. institution These general blue-collar and technical / professional collar & provide applicants. .SUMMER TRAINING PROJECT organizations. Some times. white managerial personality. they may be absorbed by the company concerned.

These firms are looked upon as a ‘head hunters’. marketing and production engineer’s posts. Professors are invited to take part in these seminars. These consulting firms recommend personnel of high caliber for managerial. ‘raiders’ and ‘pirates’ by organizations which loose personnel through their efforts. They may later speak well of a company and help it in getting the Required Personnel. Indoctrination Seminars for Colleges professors: are arranged to discuss the problem of companies and employees.SUMMER TRAINING PROJECT PROFESSIONAL ORGANIZATION OR RECRUITING FIRMS OR EXECUTIVE RECRUITERS Maintain complete information records about employed executives. . Visits to plans and banquets are arranged so that the participant professors may be favourably impressed. However these same organizations may employ “executive search firms” to help them find executive talent.

and the candidates cover a wide range of abilities. TRADE UNIONS They also provide manual and skilled workers in sufficient numbers. Even then many of our industries make use of this source for the wide range of casual labourers. This method of recruitment. they may agree as to who is to be given preference. Under agreement. When the labour market is very tight.. However this source is uncertain. large employers frequently offer their employees resources or prizes for any referrals who are hired and stay with the company for a specific length off time. . When there are new job opening for which they are qualified. person of one’s community or caste or employed who may or may not be fit for the job. Some companies maintain a register of former employers whose record was good to contact them. however suffers from a serious defect that it encourages nepotism.SUMMER TRAINING PROJECT EMPLOYEE REFERRALS Friends and relatives of present employee are also a good source from which employers may be drawn. CASUAL LABOR OF APPLICANT AT THE GATE Most industrial units rely to some extent on the casual labour which presents itself daily at the factory gate or employment office. But in case of adverse industrial relations this technique may create difficulties.e. i.

or may send unconsolidated applications. in response to advertisement. This methods is very useful for identifying candidates for hard-to-fill combination of skills. DATA BANKS When a company desires a particular type of employee. VOLUNTARY ORGANIZATIONS Such as private clubs. retired hands. The information may be indexed and filed for future use when there are openings in these jobs. job specifications and requirements are fed into a computer.SUMMER TRAINING PROJECT UNCONSOLIDATED APPLICATIONS For positions in which large numbers of candidates are not available from other sources. non government organizations (NGOs) might also provide employees. widowed or married women. old persons. where they are matched against the resume data stored there in. the companies may gain in keeping files of applications received from candidates who make direct enquiries about possible vacancies on their own. experience or achievements made.handicaps. etc. the candidates may be requested to keep the organization posted with any change in their qualifications. If necessary. social organizations. positions which call for an unusual . the output is a set of resumes for individuals who meet the requirements.

The best management policy regarding recruitment is to look with first within the organizations. However the HRD Manager must be in close that these different sources and use them in accordance with his needs. If that source fails. the position of labour supply. Government regulations and agreements with labour organizations.SUMMER TRAINING PROJECT Which particular source is to be tapped will depend on the policy of a firm. external recruitment must be tackled. .

Its design can be so poor that the individual occupying it cannot hope to succeed. The first should be the design of the job. A job is more than a collection of tasks. the expectations of the workforce have changed. It should also e do-able by a human being. There are a number of ways to prevent a job from being do-ale. or it can require a range of skills too wide for any one individual to possess. Moreover. Even though the threat of unemployment is a constant reality of many. However . the removal of trade unions as buffers against bad employment people are no practices and weak management and the increased availability of performance-linked rewards mean that longer prepared to be treated as units of production. ALTERNATIVES TO TRADITIONAL JOB DESIGN Most modern organizations are trying to move away from traditional bureaucratic methods and rigid hierarchies based on expertise and longevity. it should be a role with meaning and purpose in the context of the organization and the part of the organization in which it is located. Periods of unemployment. there is a . the most recent recession has shown how frail money and pay-related benefits are. it can be so unrewarding that most post holders are just demotivated. Really. this should the second step rather than the first.SUMMER TRAINING PROJECT DESIGNING THE JOB Most recruitment begins with the job description. the component tasks may be disjointed and unrelated (too many duties or too few and the job may not make sense).

increases employability and transferability and to improve job satisfaction are becoming more important. . Opportunities to develop skills.SUMMER TRAINING PROJECT growing wish for rewards to be paid in other ways.

FOCUSED INTERVIEWING The focused interview is a direct by-product of the behavioral event interview (BEI) technique that was developed by Hay/McBer. • Improve the quality of the candidates selected and measure the impact of good selection versus bad ones. Samples of incumbents are interviewed and they discuss. the greater the costs. The interviewer does not know what he or she is looking for. several recent job situations where they have been active participants. the results are used in the development of a competency model. in a given context. few companies focus on how to: • Improve the Effectiveness of the process. The purpose of the focused interview is not to understand what leads to success in a job but to assess some specific . The purpose is to find out what high performers do that average performers do not or what they do better or more often. as precisely as possible. Yet.SUMMER TRAINING PROJECT GETTING THE RIGHT PEOPLE FOR THE JOB Recruitment and selection are enormously costly and time consuming for most organizations-and the higher the rate of turnover in the company. The BEI technique is used by Hay/McBer specially trained consultants when they have to explain the variation of performance between people working in the same job.

However. the results of an assessment process have to be accepted by the people in the company. So it .SUMMER TRAINING PROJECT competencies of a person-and their suitability for a job. but can also be by line Managers . the interviewer really knows what he or she is expecting from the interviewer. if he wants to give the interviewee a chance to relate how she The demonstrated questions interpersonal of sensitivity on or the influence. That means competency model that the interviewee is being assessed against. So the interviewer asks for situations in which there may be opportunities for the interviewee to demonstrate the specific attitudes or that the interviewer is aware of the behaviours. A focused interview may last an hour and a half to allow a fair and relevant view of a couple of personal characteristics. In most cases focused interviews are conducted by HR depending course competencies in the model and will be designed for specific professionals. The interviewer will ask questions like “Tell me about a time when you had to deal with a difficult person”. PREREQUISITES Assessment may have important consequences for a person’s professional and personal life. purposes. Also. In this case. and has control over the type of job situations that are discussed. all interviewers must have received specific training to make sure they can use the interview technique and understand the logic behind the competency model they are to assess people against.

i. Once the competency model on which the Centre is to be based is in place. before implementing tools and techniques. which is based on the factors that are relevant to performance in the job. the second challenge is to ensure that participants have a chance to demonstrate the extent to which they possess the competencies. provides real support to the organization in meeting its business objectives. A center. how does this process integrate with other competencies? aspects of HR in the company. What these characteristics which were last proven. what kind of feedback are people expecting. by rigorous research. however powerful these may be. do we have answers in terms of development of HOW TO USE COMPETENCIES IN ASSESSMENT The assessment Centre adds value if it can find and bring in to the job people who demonstrate that characteristics that drive truly excellent performance. organizations must consider all aspects of communication and implementation.e. This is why. and which is well run and properly observed. find answer to questions like: how are we going to clarify the process for interviewees. This needs to be done through a range of .SUMMER TRAINING PROJECT is important that assessors are carefully and completely trained and that the focused interview technique is integrated in a clear and comprehensive HR process. to be associated with truly excellent corporate performance.

so that participants have several opportunities to demonstrate their capability in that area.SUMMER TRAINING PROJECT activities. which. of each participant. An example of grid. as effective rotation of assessors observes each participant at least . provide opportunities to demonstrate the competencies. showing the desired competencies and the activities in which they will be demonstrated is in this figure. Cogniti ve Test Achievement drive Analytical thinking Planning and organization Team working Business case Group study   exercise  Competenc ybased interview       It is important that each competency should be observable in more than one activity. between them. This also helps to ensure a rounded view once.

The interviewer asks the interviewee to give examples of situations when he or she demonstrated the required behaviors. HOW DOES ONE GO ABOUT CONDUCTING THE INTERVIEW Introducing the session After introducing himself to the candidate and his role in the process make the candidate comfortable and tell him (at the initial stage) the next stages of the process. .SUMMER TRAINING PROJECT WHAT IS A ‘COMPETENCY BASED INTERVIEW? A competency. One should explain that: • You will focus on specific areas. • Explain the idea and approach of “Competency Based” interviewing. which are critical for success in the role. health. etc. circumstances. provides a broad overview of career history but less relevant information in relation to competencies. in a more general way. The style of interviewing is different from the traditional biographical interview. motivation. In this way. training. education. in which the interview covers the candidate’s work experience. a picture of their relative strengths and weakness in each area can be built up. Such questioning.based interview is a particular type of structured interview in which questions relate to a number of specific competencies needed in the job.

• Ask if he/she has any question about the process or the interview itself. • One will need to keep them focused and may cut their replies short at times when you have enough information.SUMMER TRAINING PROJECT • You will ask him/her questions designed to provide you with the information you need to make an informed decision about their suitability. • Add that there will also be time about for question before you close. skills and abilities. home life or social activities as appropriate. which are relevant to the job. . • He/she can draw upon examples from previous work experience. • All candidates will be asked the same/similar questions. knowledge. education. • You may or may not go through the educational background in a traditional way. so that you get a complete and accurate picture of their characteristics.

SUMMER TRAINING PROJECT

HOW TO USE THE SPECIFIC RELATED QUESTIONS
Next, work through the questions for each competency in turn. For interviews conducted with people who are not currently working, refer back to some previous experience or period of employment. As one uses the questions:  Find out what opportunities the candidate has had to gain skills related to the competency.  Encourage the candidate to identify examples from past or present work experience , education and leisure.  Gain as mush specific evidence as possible.  Aim to explore more than one example for each competency.  Try to explore both (i.e. encourage positive and negative information their strengths and them to discuss

weaknesses; find out how severe their limitations are and try to find out what they have done to overcome them. To assist interviewers in conducting interviews relating to the competencies relevant to a job, a competency based assessment sheet has been designed (Annexure).

SUMMER TRAINING PROJECT

SUMMARIZING NOTES
When writing up your summary, one should:
• List the candidate’s examples of their evidence as briefly as possible along with each competency title on the assessment sheet, or Make a short summary statement about the candidate’s strengths and weakness on each competency area. Rating The Candidate’s Responses Finally, ‘rate’ the candidate on each competency using the scale below. It should be remembered to sign and date the ratings and file them away securely, so that should any body needs to refer to them at a later stage, the documentation gives a complete picture of the process. In some cases, the task will involve determining in questions whether the examples of behaviour demonstrate the presence or absence of the competency in question. In others, word the behaviors that the candidate describes may be understood as being representative of both positive and negative performance. Use Of The Rating Scale: The five-point scale is defined as shown below: Rating Scale: 1. 2. Poor Marginal : : Marked weaknesses in most Some weakness in a number of areas of competency areas of reach an acceptable standard.

SUMMER TRAINING PROJECT

3.

Average

:

Acceptable in most if not all of

the areas of competency. Weaknesses are not critical. Some strength evident. 4. Good : Some clear strengths in some areas of the competency over and above what is acceptable. N areas of significant weakness apparent. 5. Excellent : Marked strengths in all areas of the competency. No development needed at this level. Use No Evidence (N/E) where your notes indicate this. The Decision Making Using the ratings The final decision about the over all suitability of the candidate for employment should obviously rest at a decision. One could add up all the ratings to get a sum total, which could be used to place the candidates in order. Rank them by listing out their names, starting with the candidate with the highest total score and ending with the candidate with the lowest total score. upon the ratings given. There are a number of different ways to use the ratings to arrive

SUMMER TRAINING PROJECT

The first candidate is thus the strongest applicant at this stage. This process may also include appropriately rated ability test scores or other sources of information, if available at this stage. Note that a candidate might gain an unacceptable score (below 3) on one or more competence and still achieve a higher rank than others. To avoid this, you might wish to consider rejecting candidates with a score of less than 3 on more then half of the competencies and then placing the rest in rank order.

SUMMER TRAINING PROJECT

RESEARCH METHODOLOGY
The project was conducted under the following phases:

Phase 1:
To study the AS-IS system in the organization.  An attempt was made to understand the company, the existing Recruitment and Selection system in order to assess its effectiveness and suggest for further improvement.

Phase 2:
Preparation of Questionnaire for assessing current Recruitment and Selection System.  Questionnaire were focused on following levels: Utilizing the questionnaire as a tool in finding the interlineate with Recruitment and Selection. Middle Level: Another questionnaire was drafted in order to analysis the effectiveness of current Recruitment and Selection system at middle level.

Phase:3
Comparative study with other business organizations To find out what practices are prevailing in various other business organizations, a market survey was conducted.

SUMMER TRAINING PROJECT The number of companies contacted were: 8 .

We have suggested and developed the competency profiling on the basis of existing job Descriptions. BEL. which are as follows: 1. Large samples can be made use of and thus results can be made more dependable and reliable. interpretation of omissions is difficult. RANBAXY. Respondents have enough time to give well thought out answers. It can be used only when respondents are educated and cooperating. it has following advantages. The recommendations were based on the internal and external survey. Phase 4: To suggest the ways/ methods to make the existing system more effective. There is a possibility of ambiguous replies or omission of replies altogether to certain questions. METHODS OF DATA COLLECTION The questionnaire method is one of the most popular methods to collect data. GRASIM. It is free from the basis of the interviewer. LG ELECTRONICS. ESCORTS. HONDASIEL. Inspire of being a popular method of data collection it has some disadvantage or limitations. answers are in respondent’s own words. 2. They were SAIL.SUMMER TRAINING PROJECT The companies that were chosen were largely manufacturing based business houses. . 1. 3. 2. in this method a pre-designed questionnaire is giving to the respondent.

SUMMER TRAINING PROJECT 3. FOCUSED METHOD. It is difficult to know whether willing respondents are truly representative. . INTERVIEW METHOD In interview Method following two categories are found   PERSONAL METHOD.

which is often of great value in interpreting . 8. There is greater flexibility under this methods the opportunity to restructure questions is always there. 4. of the respondent. 3. if any. 5.SUMMER TRAINING PROJECT PERSONAL METHOD The major advantage of Personal interviewing is as under1. 2. non-response generally remains very low. the respondent’s personal characteristics and environment. Samples can controlled more effectively as there arises no difficulty of the missing returns. The interviewer may catch the informant off guard and thus may secure the most spontaneous reactions than in case of questionnaire. 7. Observation method can as well as applied to recording verbal answers to various questions. Interview by his own skill can overcome the resistance. especially in case of unstructured interviews. The interviewer can collect supplementary information about results. More information and that too in greater depth can be obtained. the interview method can be made to yield an almost perfect sample of the general population. The language of the interview can be adapted to the ability educational level of the person interviewed and as must as such misinterpretations concerning questions can be avoided. 6.

Some of the important weaknesses are as follows: 1. 5.SUMMER TRAINING PROJECT There are also certain weaknesses of the interview method. specially when the sample is large and recalls upon the respondents are necessary. There remain the possibility of the basis of the interviewer as well as that of the respondent. 2. there also remain the headache interviewers. 4. Effective interviewing presupposed proper rapport with respondents that would facilitate free and frank responses. The is often a very difficult requirement. 3. of supervision and control of the FOCUSED METHOD Another interviewing technique used was focused interview. Certain types of respondents such as important officials or executive were not available for the interview because they are on visit and to that extent the data may prove inadequate. sometimes even to the extent that he may give imaginary information to make the interview interesting. In this method the interviewer has the freedom to decide the manager and sequence in which the questions will be asked and has also the freedom to explore . This method is relatively more time consuming. which is meant to focus attention on the given experience of the respondent and its effects. The presence of the interviewer on the sport may over stimulate the respondent.

SUMMER TRAINING PROJECT reasons and motives. . The main task of the interviewer in this method is to confine the respondent to a discussion issues.

2. 2. The main advantage of this method is that subject basis is eliminated. The information provided by this method is very limited. However the method has several limitations: 1. the major advantages of observation method are as under: 1. It is time consuming method. . it is not complicated by past behavior of future intentions and attitude.SUMMER TRAINING PROJECT OBSERVATION METHOD In this method inferences are drawn by observing the respondent. 3. as it is less demanding of active co-operation on the part of respondents as happens to be the case in the interview of questionnaire method. This method is independent of respondent’s willingness to respond. The information obtained under this method relates to what is currently happening.

Under company’s recruitment policy following are the steps/procedures have been practiced. flexible and need based. advertisement in newspaper and the placement consultant are used where as in internal sources personal reference and anticipated databank is used. by the department . Another steps which involves Short listing the candidate. requirement sought out and looking to the future expansion plan. arranging interview through channel of internal experts. In external source there is campus recruitment. Recruitment policy includes the data bank. identification of requirement (Human Resource Planning) and the actual requirement sought by the department). Recruitment policy of the company is very transparent.SUMMER TRAINING PROJECT THE PRESENT RECRUITMENT AND SELECTION SYSTEM IN BHUSHAN STEEL AND STRIP LTD. The above steps are being followed. During the Recruitment procedure there is identification of the required position. selection and offering the letter and finally induction. sending the letter.

SUMMER TRAINING PROJECT In the present system as soon as there is a vacancy a requisition comes from the relevant department to the personnel department. external sourcing (advertisement in newspapers. . Personal Department finds out if the vacancy can be fulfilled internally and so an internal notification is sent across to all the units for the same. Two rounds of interview are conducted and then a candidate is short listed for the required post. jobsites. A test in conducted (at entry level) and the candidates shortlisted are called for interview. consultants and personal references) is opted for.) Resumes received are screened and good applicants are called for the test. In case the vacancy cannot be fulfilled internally.

BHUSHAN STEEL & STRIP LTD. Years of Experience: 4.SUMMER TRAINING PROJECT Reference check is done and fitment is decided. Analytical 9. A candidate goes through the induction and probation before final absorption. Offer is accepted then the joining formalities are done. Transactional Analysis: 7. Name: 2. Family background: Post Applied for: . Technical Skill sets: 8. Motivation: 5. Age: 3. Offer is given to the candidate. EVALUATION SHEET Date: 1. Attitude: 6. Trouble Shooting skills: 10.

SUMMER TRAINING PROJECT 11. 13. Present Salary: Salary Expected: Any other observations: . 12.

DGM were taken into account while deciding Sample size. The idea behind the survey was that by adopting this process. Thus a diversified core group with the guidance. The survey was done taking the nature of interaction with employees and day-to-day quantum of workload assigned. Thus an effort has been made to make survey more wishes of employees in general. Manager AGM.SUMMER TRAINING PROJECT SAMPLE SIZE DETERMINATION Before deciding the sample size I was made aware of total hierarchy of the company. It is heartening to know that lot of new ideas and practical approach of getting the job done and also a practical way of solving the complex issues were intimated in a very definite and clear vision. So I have taken and chosen the more interactive groups and interactive departments. suggestions of P&A department was taken size was taken 50 and the sample of questionnaire is distributed at random basis in different layers (Top and Middle Level) of Hierarchy so that majority views and be obtained. the real outcome of majority thinking could be revealed and also pragmatic view of all the questions were obtained. Asstt Manager. . With a view to have real responses in Managerial Position.

It is evident that Recruitment policy of the organization is quite visible and process is followed impartially. 4) As it is evident that employees like to work in the congenial environmental where culture is supportive and healthy competition is prevalent. this way Quality OF Work Life is very important dimension of Recruitment and . 90% of the respondents gave favorable response.33% of the respondent fell that their colleagues have been selected by the same process. the question was asked whether they are satisfied by the recruitment process by which they are selected. 2) In order to assess the recruitment policy. 3) Questionnaire results indicate that 83. It is evident that majority of the respondents are satisfied with Recruitment process of BSSL. responses were as follow: Internal Reference 53% Advertisement 40% Other Sources 7% It is evident that internal Reference and Advertisement are the prevailing source of Recruitment in BSSL.SUMMER TRAINING PROJECT ANALYSIS OF QUESTIONNAIRE (ASSESSMENT OF CURRENT RECRUITMENT AND SELECTION PRACTICE AT BSSL) 1) The source of recruitment from where existing employees come to know about the job.

where 26.7% don’t’ like and 3.33% employees. 5) they In order to assess Organization Commitment in like to talk about this organization. question was asked on whether in a public place respondents gave favorable response. So it is evident that most of the employees are committed enough to put their relatives and friends in this organization. 6) In order to assess their Organizational Commitment. That shows that in BSSL very cogenial environment is prevalent. another question was asked whether they like to put their relatives/friends for job in this company 70% respondents gave favourable response. It also shows that they find career growth in this organization and place to work for as BSSL is effective enough to hire the right person at right place at right time.33% did not give any response. 7) In order to assess the nature of the job employees are interested to take and whether their present job meet out . that shows that Recruitment & Selection process is quite effective in BSSL. 83.SUMMER TRAINING PROJECT Selection effectiveness. 93.33% respondents gave response in favour of it. It is evident that Organization Commitment is very high in the employees. Question was asked whether they find their colleagues very pleasant and helping or not.

90% of the respondents gave favorable response. whether their present job meets out their stated interest. It is one of the important dimensions of Recruitment and Selection effectiveness. 8) On job Nature dimension.33% Demand new ideas Finding new method 16.33% Percentage 10% So it is evident that different persons are having different expectations and interest areas.67% Challenging in Nature 26. another question was asked whether they take job comfortably while working on not.67% Involve Participation in Decision Making 20% 13. 80% of the respondents gave favorable response. responses on every dimension is as follows: Job Nature Dimensions • • • • • • Routine in Nature Demand Creative Thinking 13. job nature dimensions give to the respondents. On asking. That again shows that job person fit is there. Because when employees find their job interesting they do enjoy the their work and again they are quite effective in performing their role. .SUMMER TRAINING PROJECT their expectations.

question was asked fro how long will they like to continue with this organization. responses were as follows: Yes 53.33% So it is evident that on an average employees want to continue with this organization.33% No 16.33% • 10-15 years 23. It is evident that they are clear about what is expected from them. question was asked whether they are satisfied with their daily schedule or not.67% Yes 70% 30% B) With more freedom to be professionally creative.SUMMER TRAINING PROJECT 9) On job Nature dimension. responses were as follows: • 5-10 years: 13. the question was asked whether they leave their present organization under certain conditions.33% • 15-20 years: 20% • Till Retirement: 43. . 11) On Quality of Work Life dimension. 83. what are their role and responsibilities and daily schedule. 10) On Organization Commitment dimension.33% respondents gave favorable response.

33% 60% This clearly depicts that for better future prospects.67% No 23. Yes 33. increase in pay and more chance to be professionally creative they can think of leaving this organization. 80% of the respondents were in favor. That depicts that .33% No 16. Yes 16. 12) On Quality of work life dimension question was asked whether they find reasonable compensation package or not. That shows that organization is successful enough to make employee feel that they are getting reasonable compensation package. the question was asked whether recognition system is followed impartially or not. 86.67% 50% D) To work with people who are little friendlier.67% respondents gave favorable response. 13) On quality of work life dimension of recruitment and selection effectiveness. That provides for scope of improvement in Recruitment And Selection Process and also to make the recruitment and selection process more effective.SUMMER TRAINING PROJECT No 10% 20% C) With more status.

that their job descriptions to them are very . question was asked how hour organization is considered.33% yes 33. That states that there is good superior-subordinate relationship. responses were as follows: People oriented Task oriented 13. 93. question was asked whether they know exactly what is expected form them. 18) Respondents did not give any suggestion in order to improve recruitment and selection process effectiveness that shows employees are satisfied with existing system and don’t that it’s lacking anywhere. 15) On Quality of work life dimension of recruitment and are getting from their colleagues and supervisors good advice or not 93. question was asked response. 16) On Job Nature dimension of recruitment and Selection effectiveness. That shows clear. 14) On Organization image dimension of Recruitment and Selection effectveness.33% respondents gave favorable response.SUMMER TRAINING PROJECT BSSL is continuously making and effort to not to just hire and fire the employees but hire and develop. 17) On Quality of Work Life respondents gave favorable dimension. That shows that whether they are getting ahead in the company or not.33% organization is making effort towards their career growth and continuous improvement.33% yes 53.33% respondents response was ‘yes’. 93.33% yes question was asked whether they Combination of both selection effectiveness.

.SUMMER TRAINING PROJECT Thus whole questionnaire analysis was done on following dimensions: • Recruitment Policy • Job nature • Quality of Work Life • Organization Commitment/Image On the basis of questionnaire analysis it can be drawn that Recruitment and Selection is quite effective in this organization that states that organization is making an effort to hire right person at right place at right time.

The information that was collected was largely on 1. probation etc. Comparative analysis-analysis and findings The following organizations are approached for survey • SAIL • BEL • GRASIM • ESCORTS • HONDA SIEL • RANBAXY • JINDAL . 4. The objective was to find out the practice in various organizations and then suggest to BSSL the best of the practices across various business organizations. CRITERIA The criteria for choosing the companies was largely that they should be manufacturing based. 2.SUMMER TRAINING PROJECT COMPARATIVE ANALYSIS SURVEYRECRUITMENT AND SELECTION PROCEDURES OBJECTIVES To suggest the ‘to be’ system for the organization a comparative study was carried out. The Selection Criteria adopted. Data related to time spent on induction. Sourcing of the right candidates. The initiation process-Need Analysis. 3.

GRASIM. HONDA SIEL. GRASIM. Escorts and LG Electronics are having job Descriptions at all levels. ESCORTS AND BSSL. • In most of the organizations BEL. IP. • Most of the organization are under Expansion and Restructuring. BEL.there is no such practice in the organization. .SUMMER TRAINING PROJECT • LG ELECTRONICS The criteria for making in the chart is as follows: Yes – if the system is already present and practiced. But only 5 organization Grasim. Ranbaxy. HONDA SIEL LG ELECTRONICS. PL. For example. • Most of the organization are having job Descriptions. Honda Siel.the system is in the pipeline.The system is informally present but no formal documentation and policy as such. a) • Need Analysis It could be observed that manpower budget is made in most of the organization at the beginning of the year. The following observations can be deduced after the analysis. “-“ is marked for the information which was available. Blank Space. BSSL HUMAN Resource Planning is both Projects based and vacancy based.

• • Recruitment through internal promotions and transfer Recruitment database in not available with most of are there in BEL. Escorts. and BSSL. Honda. B) SOURCING • Internal sourcing as a part of the recruitment system is encouraged in most of the organizations and very popular in BSSL. Siel. Escorts and public sectored SAIL have adopted this new concept for hiring the right candidate for the job. SAIL and BSSL. • In external sources most prominent sources are Advertisements. RANBAXY and BSSL have interviewing where a candidate is asked questions not .SUMMER TRAINING PROJECT • Competency Profiling is not that common to all the organization. C) SELECTION • Structured interviewing is a very uncommon structured phenomenon with most of the organization. Grasim. BHUSHAN STEEL AND STRIPS LTD. the organizations and those who have database are successful groups like GRASIM. Honda SIEL.recruitment’s. companies like ESCORTS. Consultants and E. Successful companies like Ranbaxy. Honda Siel. Do have competency profiling but it is not documented and the process can still be called in pipeline.

SUMMER TRAINING PROJECT only to find out his knowledge proficiency but a skill set (Behaviour. Attitude and Aptitude) which is required on the job. Many essential organizations have already introduced this system with tem but in general the feedback is that it is usually not much helpful. • Psychometric testing is these days becoming an tool in the selection process. Another hidden motive is to understand the mindset of the employees before he is finally selected. . • All the organizations feel and practice the important of the interview in the process of Selection and hence encourage the interaction of the employee with the Management as much as possible. On one hand it saves time of the Senior Management on the other hand the entire task is cost to the company.

• An average feedback of probation period is 6 months. • Most of the organization feel months what that a time span of 2 is good enough for a candidate to understand exactly/how exactly it happens in their the organization but not many of them were ready to tell organization. . during which the employee is given appropriate training.SUMMER TRAINING PROJECT INDUCTION AND ABSORPTION A vary important aspect in itself which can make a new candidate stay or breakaway is the time and quality of the induction he gets in the organization.

Medicine etc. • Recruitment is done only at the lowest level-they are put on training and finally confirmed on job. Finance. Materials. R & D. • Campus interviews are conducted. • Both project and vacancy based manpower planning at the beginning of the year. SAIL goes for a batch recruitment at the beginning of the year and usually promotes the entry level vacancies only. • Succession planning is encouraged in the organization. SAIL SAIL is one of the leading public sector and largest steel manufacturing organization of India SAIL directly employs engineers in every discipline plus professionals in the field of marketing. • The weight age to entrance test-60% GD and intervew-20% each where the attitude and aptitude is tested. • They are usually taken in line functions and then trained for the higher positions.entrance tests all India basis is conducted and at certain other positions.SUMMER TRAINING PROJECT RECRUITMENT AND SELECTION IN OTHER BUSINESS ORGANIZATIONS 1. • A prior training is given on how to conduct interview. Personnel. • Fresh engineers-65% min. • Open competition. marks in engineering. .

. The objective is people development. advertisements and jobsites. 2. • Specific skills. Honda Siel Power Products Ltd. A joint venture of Honda and Sriram Industrial Equipments Limited. • A designed interview assessment sheet is used. • A program is developed for internal Sourcing and communication is sent across organization for the same. • Usual stay with SAIL-5-7years at least. thus giving a fair idea to the interviewer. • On a requisition right Sourcing is done preferably through consultants. Honda Siel Promotes people development along with its business. HONDA SIEL POWER PRODUCTS LTD. is one of its manufacturing division.. • Pre interview notes are distributed and skill tests are defined for each post. • Around two months of induction is given and a person is put on probation of 1 year.SUMMER TRAINING PROJECT • Stress is laid down in judging the aptitude and knowledge of the candidate. • Turnover rate-2%. • Competency is identified outside consultants hired for the same. Honda Siel is into diverse fields.

probability to stay and sharing knowledge are few of the criteria’s kept in mind for selection at the entry level. HR personnel as a bystander in the interview. With a workforce of over 1300 managers across the world recruitment and selection in the organization has to cater to the needs of different locations and their respective environments.SUMMER TRAINING PROJECT • Generally 4 people in the interview panel-2 people from the same field. • A specific assessment sheet is being used. A multinational concern with India base the organization has a large workfare and HR thus is a very important and essential ingredient to the management. Though practiced but no documentation for competency profiling and so based selection system. • Attitude as well as aptitude along with the knowledge prifile is considered very important in the selection. • Ability to learn. • Thomas Profiling system for Right Hiring is used for the selection. • They have no softwares for selection and its is absolutely people based selection. • Job descriptions defining competencies available. 1 person from the related field. 3. . RANBAXY One of the world’s largest pharmaceutical company.

• Multiple teams-supervisor assess their candidates and define the competencies needed to do the job best.SUMMER TRAINING PROJECT • The company believes in encouraging to infuse young blood in the organization and they go to campuses like IIM. LG ELECTRONICS The largest MNC is the field of electronics and electrical devices today LG is a name to be associated with. People. They follow the typical Korean culture in India and that may be one of the bottleneck for their success. • A competency based recruitment and selection system prevails but no data or criteria regarding the same has been revealed. • An induction for 1-2 months depending on the critically of the position is given and probation period extends upto 1 year where the candidate are taken for a training. • They also have a panel of consultants which cater to the regular supply of manpower for Ranbaxy. FMS. • Normal stay with the organization is for 2-4yrs. 4. • Regional engineering colleges are preferred for all the technical recruitments but still a technical test is taken. • Both structured and unstructured interviews are conducted which go upto 3 levels. • Internal Sourcing is also encouraged. MDI etc. their . XLRI. People usually stay for 2-3 yrs in the company and a succession in their career plan comes and after discussion of superiors.

The production of quality fabrics has been a beacon light for the company’s endeavor. GRASIM INDUSTRIES LTD. • The final round usually with the senior level people. job descriptions define the skill set. 5. • Recruitment through advertisement all based on net and consultants. • Asia wide recruitment done.SUMMER TRAINING PROJECT development and their association with LG holds one of the priority tasks with HR at LG. Right from its inception. Arthur Anderson and KPMG are official consultants. • And then called for interview which are 2-3 rounds. today enjoy . an international certification of quality by BVQI which is an internationally acclaimed certifying agency. • Psychometric testing done customized for LG. • Around 104 questions to be solved to assess the personality type. TEXTILE DIVISION GRASIM is the first company in India recommended for the ISO 9001. which is decided before the interview for the specific job. commitment and skill proficiency. • Training is given tot eh panel. • Focus is on the attitude of the candidate. the company has been assuming the foremost position among the quality improvements through the years. • Competency based selection system prevalent.

It believes in Quality. multiunit and technology drive company. BEL Bharat Electronics Ltd is a professional electronics company of India.Since then BEL has grown to multi product. • Human follows the manpower requisition. commitment and skill proficiency. it was established in 1954 to meet defense needs of India. To sustain its position as the market leader and trendsetter. • Human Resource Planning is both Project and Vacancy based. Job descriptions define the skill set and they are at every level. • Focus is on the attitude of the candidate. . Its mission is to be the Market Leader in defense and other chosen field and products.SUMMER TRAINING PROJECT and excellent market regulation especially among the fashion conscious elite. 6. • Recruitment follows the manpower requisition. • Competency based selection system is prevalent at all levels. • There are 2-3 rounds of interview. GRASIM holds one of the priority tasks with HR at GRASIM. the company invests in continuous research and modernization program. • In external source the most popular source in this organization is Advertisements. Technology and Innovation. • Psychometric testing is not done at GRASIM.

technological strength and most of all. ESCORTS Escorts a name that symbolize growth achievement. it signifies a commitment to the highest standards professionalism.SUMMER TRAINING PROJECT • At BEL Recruitment follows the manpower requisition. • There are 1-2 rounds of interview and interview is of semi structured type. . • Psychometric testing is practiced in process of selection. • Job descriptions are there at all levels. 20 manufacturing plants. At Escorts : • Recruitment follows the manpower requisitions. 3400 crore. and in external sources most prevalent sources are Advertisements and consultants. • Internal References are used. Similar Competency Profiling is done at all levels. after independence moved its headquarters to Delhi and played a pivotal role in the execution of several major at projects. • The interview is of structured nature. Job descriptions define the skill set. escorts. • All Recruitment is through advertisement and through Campus. 7. With a fraternity of 22000 employees. the escorts group today ranks among the leading engineering conglomerates of the country. Beginning as a small agency house in Lahore in 1944. • Competency based selection system prevalent is at Top and Entry level. and turnover exceeding Rs.

which is know for its Quality products that comes from quality of people and that is the outcome of effective recruitment and selection. • Internal References are used. • Recruitment follows the manpower requisitions. • Focus is on the attitude of the candidate. and in external sources most prevalent sources are Advertisements and consultants. • Job descriptions are there at all levels. Jindals Strips Ltd. • Psychometric testing is not there. Jindal Strips is of reputed Jindal group. • The interview is of structured nature. . commitment and skill proficiency. commitment and skill proficiency. 8. Similarly Competency profiling isdone at all level.SUMMER TRAINING PROJECT • Focus is on the attitude of the candidate.

And Job Nature Image. Commitment/ Recruitment Policy. Organizational Dimension. and Questionnaire. My survey Recruitment and Selection process is quite effective on various dimensions viz: Quality of Work Life. Also comparative analysis was done in order to find out the prevailing recruitment in manufacturing system. Interview. In first phase: I had studied their prevailing system.SUMMER TRAINING PROJECT CONCLUSION “Well beginning is half done” I am able to meet out my set objective laid down prior to the study that is conducted at BSSL. In order to assess its effectiveness i adopted three different techniques viz: Observation. I did a comparative analysis with other companies and was able to get useful information regarding prevalent practices in manufacturing sector. .

As development is a progressive series of change in an orderly way. the company has made considerable progress since its establishment. • Competency based Recruitment and Selection system is suggested at middle and entry level and it should have proper documentation because of the following reasons:  Organizations should have control on employee turnover to a great extent. to there achieve is scope for enhancement organizational excellence. Tough through our study on various aspects of Recruitment and Selection process.  Three is need for people who can adopt and be successful to select the right person on the job.  Job profiling would also help to find out the gap between the competencies required and the competencies possessed by people in the organization. Our recommendations on Recruitment and Selection after deep analysis are as follow: FOR RECRUITMENT AND SELECTION • Job descriptions at entry level are required in order to have role clarity. Moreover the turnover is high at entry level.  Competency profiling would help gain the competitive advantage.SUMMER TRAINING PROJECT RECOMMENDATIONS With this philosophy. A company which wants to increase its market share by getting more from its current employees and hiring the best in the outside market will gain a great . The effectiveness was quite high and favorable but in order to remain competitive improvement and or maintain stability.

If company has to compete with global players. it needs to have the workforce who is ready and adaptable to the ever-changing market scenario. skills. thus taking in the high performing people only. This led management to think of introducing a competency based selection system. aptitude and behavior. organization wishes to recruit people who fit their roles in terms of knowledge. WHY DO WE EMPHASIZE ON THE COMPETENCY BASED SYSTEM? There is a need that the people in the management make their employees realize their potential and understands what set of competencies are required in them for achieving excellence in their jobs.  A better and more competent workforce can be generated by right hiring.  There should be more focus on other sources as data support that mostly employees are recruited on personal references.SUMMER TRAINING PROJECT deal in bottom line savings from an accurately defined model of superior performance. The company wishes to recruit people who should have the right aptitude as well as attitude on the job. . which would result in selection of people who can not only fit into the present business environment but also would be able to face the future needs and roles. Of late.

Test related to personality can be helpful in getting the right kind of people and also to make Recruitment and Selection process more effective. . As they are measures of individuals psychological makeup and personality and as such are extremely powerful instruments.SUMMER TRAINING PROJECT Psychometric testing can be used in the selection process.

Files Records.com  www. P.lycos. Human Capital HRD Journal and India Management.com  BSSL Brochure. Magazines:  HRD Newsletter. Manual.hr. Subba Himalaya Publishing House.SUMMER TRAINING PROJECT BIBLIOGRAPHY The project required a lot of literature survey before it saw the light of the day. .humancapitalonline.  Essentials of Human Resources Management and Industrial Relations.com  www. Rao. Web sites:  www. The first step was to clearly understand the concept of Recruitment and Selection and Role Efficacy and the concept of Competency for which reference were:  Recruitment And Selection Dale Margaret Crest Publishing House (a JAICO Enterprise).  Instrument for Training in HRD Pareek Uday  People & Competencies Boulter Nick Murray Dalziel and Jackie Hill  Competencies At work Spencer M Lyle and Spencer M Singne.

000 (iii) 15. (III Semester). Ghaziabad doing M. b. Personal Information a. f.000-15. As part of my project I need your valuable information that will help me in the completion of my project. c. d. (ii) (iv) Date of joining Designation Department Age Educational Qualification No.000-20. of Promotion (till date) Monthly Income 10.A. g. As part of our circulars doing summer training project tilted Assessment Of Current Recruitment & And Selection in Procedure your at Bhushan Steel Strips Limited esteemed organization.SUMMER TRAINING PROJECT QUESTIONNAIRE I ‘Neha Papneja’ student of ‘Jaipuria Institute of Management. Campus.000 20. (i) Less than 10. I assure you that the information given by you will be kept secret and not revealed out. Identify the source of from where you came to know about . Personal Reference.000 the job? Advertisement.000 and above 1. Consultant. e. E-Recruitment.B.

SUMMER TRAINING PROJECT Others. Yes (i) Routine in nature. You are satisfied with your daily schedule: No (ii) Demand creative thinking. company. (vi) Involve Participation in 7. (a) You are interested to take jobs that are No No No 4. Do you feel you colleagues have been selected by the same process? Yes Yes Yes 6. In a public you like to talk about this organization You like to put your relatives/friends for job in this . You take job comfortably while working 9. 2. Your colleagues are very pleasant and helping. (iii) Demand new ideas. Yes No 3. (iv) Finding new methods. (v) Challenging in nature Decision-making (b) Your job meet our your above stated interest Yes Yes Yes No No No 8. You are satisfied by the recruitment process by which you are selected. 5.

14. Yes 12. To work with people who are a little Company has a reasonable compensation package. Task-Oriented. . How (i) (ii) long will you like to continue with this organization. 5-10 years (ii) 10-15 years 15-20 years (iv) Till Retirement leave present organization under following 11. (i) (ii) (iii) No No No No With more freedom to be professionally With more status. Yes No system No in organization is followed Recognition impartially. Yes creative (iii) (iv) Yes Yes friendlier. Combination of both. 13. (i) (ii) You conditions: With an increase in pay.SUMMER TRAINING PROJECT 10. Yes Your organization is considered as: People-Oriented.

..…….…….……....……..……. …………… …….…….…….…….…….. Your suggestions for improvement in recruitment and selection process. You know exactly what is expected form you..……...…….……..……...…….…….…….. …………… …….......……......…….……...…….……...……..…….……. 18...……... Yes Yes No No You are getting ahead in the company.. 17.…….SUMMER TRAINING PROJECT 15.…….……. …………… ……....…….……..……..…….……..……. …………… ……..…….…….... (if any) ……..……. …………… Thank You .…….……..…….……..……..…….…….…….…….…….……...……..……...……..…….……...…….……..…….……..……... You get good advice from your colleagues and Yes No supervisors to improve your performance? 16.……..…….... …………… ……..

B. As part of our circulars doing summer training project tilted Comparative Analysis of Prevalent Recruitment and Selection Practices as part of my curriculum. Is your Organization under Expansion and Restructuring? Q4. • Top level • Middle Level • Entry Level Yes Yes Yes No Q3. • Vacancy Based Yes Yes Levels.A. I have designed a questionnaire which will give me the the required prevalent insight and in will facilitate in understanding organization. (III Semester). Please Tick Mark ( ) Yes • Project Based where required.SUMMER TRAINING PROJECT QUESTIONNAIRE I ‘Neha Papneja’ student of ‘Jaipuria Institute of Management. Do you have Human Resource budget in your Organization ? Q2. Human Resource Planning in your Organization is. Do you have job Description in your Organization at following No No No . Ghaziabad doing M. No Yes No No practices the esteemed Q1.

SUMMER TRAINING PROJECT Q5. Do you have Competency based Recruitment Model in your Organization at following levels. • • • Top Level Middle Level Entry Level Yes Yes Yes No No No .

Does your organization take any written test or GD? Yes Yes No No Q9. To what extent the following criteria are used for Selection in our organization? Criterion To a great extent Knowledge Experience Abilities / Skills Aptitudes Interests Q8. • Internal Reference • Data Bank • Promotions/Transfers • Advertisement • E-Recruitment • Consultant • Campus • Compettiors’ Employees Yes Yes Yes Yes Yes Yes Yes Yes No No No No No No No No Q7.Which approach is used for Interviewing the Candidate? Structured Semi-structured Unstructured Yes Yes Yes No No No To a Extent Indefinit e To a little Extent T a very little extent . Identify which Recruitment sources are used in your Organization. Yes how many rounds_____________________________________ Q10. Is the there are preliminary Interview taken? If.SUMMER TRAINING PROJECT Q6.

What is the duration of Induction in Your Organization? __________________________ Q15. You give any Pre-placement talk? Yes No Q13. What is the duration of Probation in Your Organization. __________________________ Q16.SUMMER TRAINING PROJECT Q11. Does Company give any Induction to new entrants? Yes No Q14. What is the yearly Employees Turnover rate in your Organization? __________________________ .Is there any Psychometric Test taken for selection? Yes No Q12.

It can be adapted to suit different companies and employees career aspirations. It is obtained by a 24-point questionnaire. and how he is likely to be perceived by others. this technique can be used to recruit. THE PERSONAL PROFILE ANALYSIS (PPA) The PPA measures an individual behaviour in the work place and indicates how the would be employees sees himself. It can be adapted to suit different companies and employees career aspirations. • The Human Job Analysis (HJA). which can be completed within 10 minutes by the . • The personal profile analysis (PPI). It was devised by new York based Thomas International Management System in 1945. which indicates the behavioral requirements of the job. the Thomas Profiling Hiring Technique form a vital selection device as well as offers insight into how the candidate can be developed after he sings up.SUMMER TRAINING PROJECT THOMAS HIRING PROFILING SETS A variant of psychological test. It embodies two elements. It suggests behavioural differences between individuals internal and external motivation factors. train. and counsel employees as well as build teams. If facilities the best behavioral fit between person and the job. which highlights the behavioral characteristics of the applicants. how he is likely to behave under pressure.

questions like: • Where will he most productive. it is possible to prepare Thomas International Profiling System. while HJA of the post is evolved by the HR manager through structured discussion with his would be superior. The PPA evaluates an applicants behaviour vis a vis dominance. Steadiness and shown compliance/ competence. the divergence between the two is determined to ascertain training inputs for effectuating behaviroural changes. THE HUMAN JOB ANALYSIS (HJA) It compares the skill sets and behavioral patterns demanded by the job with those of the candidate. The customized TIPS software . • Is he good in Communication • Is he self starter • How is he best motivated? Could be answered. The analysis provides a 3 page report behavioral profile of the applicant . influence/ inducement. The data is then analyzed by software devised by Thomas international Management Systems. which will indicate his strengths and weaknesses. Based on the results. The potential employee is administered a battery of tests. The personal manager can use the PPA to prepare a profile of the individual on a bell shaped curve. Combing the PPA and HJA.SUMMER TRAINING PROJECT applicant. These characteristics are as a behavioral grid.

. which can be prepared to arrive at the best fit.SUMMER TRAINING PROJECT cerates the behavioral profile of the candidates and the job.

SUMMER TRAINING PROJECT RESEARCH METHODOLOGY The methodology adopted for this market research is explained below: DEFINING THE RESEARCH PROBLEM AND OBJECTIVE DEVELOPING THE RESEARCH PLAN FOR COLLECTING INFORMATION IMPLEMENTING THE RESEARCH PLAN-COLLECTING AND ANALYZING DATA INTERPRETING AND REPORTING THE FINDINGS .

Any Preplacement Talk? INDUCTION & ABSORPTION A) Induction Given B) Time Span Of Induction (Ms) C)Time Span Of Probation (Ms) SAIL Yes Yes Yes BEL Yes Yes Yes Yes Yes No Yes GRASIM Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes No Yes Yes HONDA Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes ESCORTS Yes Yes Yes Yes Yes Yes IP IP IP Yes Yes Yes Yes 6% RANBAXY Yes No Yes Yes Yes Yes Yes Yes Yes LG Yes Yes Yes Yes Yes Yes JINDAL Yes Yes Yes Yes Yes Yes Yes Yes Yes No No Yes Yes No Yes No Yes No Yes No No Yes 3% Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes 7% Yes Yes Yes Yes Yes Yes Yes Yes Yes 12% Yes Yes Yes Yes Yes Yes Yes Yes No Yes Yes 2 to 3 Yes Yes 1-2ms 6ms Yes Yes Yes Yes 15% Yes Yes Yes Yes Yes No Yes Yes Yes 2 Yes Yes 10-15d 1yr. Rounds of Interview 6. Any preliminary interview Interview style a) Structured b) Semi-structured c) Unstructured 5. Job Description done or not a) at top level b) at middle level c) entry level 5. Expansion & Restructurning 4. Human Resource Planning a) Project Based b) Vacancy Based 3. Internal Sourcing a) Internal reference b) Promotions & Transfers c) Data Bank exit or not 2. Yes Yes No 2% Yes Yes Yes Yes PL Yes Yes PL 2% Yes Yes Yes Yes Yes No No Yes No No Yes Yes No 6ms 5% Yes Yes Yes Yes Yes Yes Yes IP No Yes 2 Yes Yes No Yes No 3 IP Yes 1-2ms 6ms No Yes Yes No 2 to 3 1 to 2 Yes No Yes 2ms 1year Yes 6ms 6 ms 2 Yes . Any Written Test or GD? 4. Psychometric Test 3. Human Resource Budget 2. competency based model a) At top level b) At middle level c) Entry level SOURCING 1.SUMMER TRAINING PROJECT Criteria / Company Name NEED ANALYSIS 1. Criteria for Selection a) Knowledge b) Experience c) Ability / Skills d) Attitudes e) Interest 2. External Sourcing a) Advertisement b) E-Recruitment c) Consultant d) Campus e) Head Hunting TURNOVER RATE SELECTION 1.

Our analysis is based on sample results. S. P&A). we find out that Recruitment and selection process is quite effective.K.. Management of BSSL is constantly making efforts to make the company the best place to work for in truly professional way. As they are measures of individuals psychological makeup and personality and as such are extremely powerful instruments as find out from our comparative analysis results. Psychometric testing can be used in the selection process. it is required to provide them with such kind of environment. It was difficult to meet personally in order to get questionnaire filled by senior level employees. Gupta (AGM.SUMMER TRAINING PROJECT EXECUTIVE SUMMARY The project “effectiveness of Recruitment and Selection Process at BSSL” is undertaken under the guidance of Mr. Competency based Recruitment and Selection system is suggested at middle and entry level. In order to make them proactive. There was time pressure. interview and observation method. and equally have people . It looks deep into the effectiveness at Senior level. representatives of various business organizations due to their busy schedule. It also provides a comparative study of BSSL with some national and international companies with similar profiles to discuss their hiring system and suggest to BSSL. On the basis of feedback through questionnaire.

.SUMMER TRAINING PROJECT orientation too in order to make a company best place to work for high performers and creating a congenial environment.

SUMMER TRAINING PROJECT .

SUMMER TRAINING PROJECT CONTENTS  Executive Summary  Objective  Company Profile  Theoretical background  Recruitment & Selection  Research Methodology  Practical Observations  As-is system  Findings & Analysis   Sample Size Determination Evaluation of Questionnaires Results • Effectiveness of Recruitment & Selection Process o Comparative analysis  Conclusion  Recommendations  Bibliography  Annexures .

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