1

A Project On

~A STUDY ON RECRUITMENT AND SELECTION PROCESS ~
IN
VISAKHAPATNAM STEEL PLANT

With reference to




RASHTRIYA ISPAT NIGAM LIMITED
VISAKHAPATNAM
Submitted to
(MADRAS UNIVERSITY)
By
K.S.ANUHAJ




Under the Guidance of
(BATTULA.SRINIVAS RAO)
Sr.HR MANAGER (personnel)
Visakhapatnam steel plant
visakhapatnam






A
Report on
RECRUITMENT & SELECTION
Submitted by

K.S.ANURA1
Under the Guidance of
BATTULA.SRINIVAS RAO
Sr.HR MANAGER (personnel)
Visakhapatnam steel plant
Visakhapatnam







Company Guide
SHRI.KOSIREDDY RA1A
ASSISATANT MANAGER (HRD)
Visakhapatnam steel plant

(A Report submitted in partial IulIillment oI MBA Program -









DECLARATION

I here by declare that this thesis work entitled ~A study on recruitment and
selection process is my work, carried out under the guidance oI my Iaculty guide
BATTULA.SRINIVAS RAO and company guide KOSIREDDY RA1A. This report
neither Iull nor in part has ever been submitted Ior award oI any other degree oI either
this university or any other university.






Date: (K.S.ANURA1)
Place: Visakhapatnam.
















#%%

This is to certiIy that the Project titled ~A study on Recruitment and
Selection process a bona Iide work oI K.S.ANURA1 oI ASAN MEMORIAL
COLLEGE OF ARTS & SCIENCE is original and has been done under my
supervision in partial IulIillment oI the requirement Ior the award oI M.B.A Ior the
period oI 6 weeks i.e., 17--1 to 1-6-1. This report neither Iull nor in part has
ever beIore been submitted Ior awarding oI any degree oI either this university or any
other university.
I am pleased to say that his perIormance during the period was
.







Date :
(BATTULA.SRINIVAS RAO)
Place : Visakhapatnam. Sr.HR MANAGER (personnel














ACKNOWLEDGEMENT
I hereby take this opportunity to express my sincere gratitude to the Iollowing
eminent personalities whose aid and advice helped me to complete this project work
successIully without any diIIiculty.
I am sincerely thankIul to Management Team oI Visakhapatnam steel plant, Ior
their valuable support and the interest they have shown in me during the course oI the
project.
I am thankIul to Shri KOSIREDDY RAJA (Assistant Manager HRD,
Visakhapatnam Ior giving me an opportunity to take up this Project.
I would also like to extend my gratitude to my Faculty Guide BATTULA.
SRINIVAS RAO Sr.HR MANAGER (Personnel Visakhapatnam Steel Plant,
Visakhapatnam who spared her valuable time and eIIort to ably guide me in the
completion oI the project.
I would like to extend my sincere thanks to all the oIIicers oI the HRD who
spent their valuable time in providing us the best inIormation.
Lastly, I would like to thank my Family and Friends Ior their help and support.




6

TABLE OF CONTENTS

Acknowledgements
List oI tables
List oI illustrations
Abbreviations
Abstract
Chapter I : Introduction
1.1 Need Ior the Study
1. Objectives
1. Limitations
1. Material and Methodology
Chapter II : Industry profile
.1 Introduction
. Pre-Independence
. Post-Independence
. Industry Scenario
. Global Scenario
.6 Market Scenario
.7 Production Scenario
.8 Demand-availability Projection
. Pricing and Distribution
.1 Major Steel and Related Companies




7

Chapter III : Company Profile
.1 Introduction
. Background
. Vision, Mission & Objectives
. Core Values
. Policies
.6 Marketing Networking
.7 Pollution control and Environmental Protection
.8 Achievements and Awards
. Hallmark oI Vizag Steel
.1 Statistical InIormation
Chapter IV : Recruitment & selection process
Chapter V : Empirical analysis
.1 Analysis oI the Project
. Recruitment Policy
Chapter VI :QUESTIONARIES
Chapter VII : Findings & Suggestions and Conclusions
7.1 Findings
7. Suggestions
7. Conclusion
Appendix
Bibliography
Glossary





8





LIST OF TABLES

SL. No. TITLE
PAGE
NO
1
Response regarding job sat isIact ion level oI
employees


Response regarding the lengt h oI working
period oI employees

Responses oI the employees on job proIile
Responses oI the employees on development
Responses oI the employees on career Iocus 6
6
Responses oI the employees on appropriate
recognition
7
7
Responses oI the employees on overall job
security
8
8 Responses oI the employees on work place
Response oI employees to enhance the job satisIaction

















ABBREVIATIONS

ERA Executive recruiters association
CV Curriculum Vita
1CM 1ob Characteristi c Model
1DI 1ob Descriptive Index
MSQ Minnesota satisfaction questionnai re
1SS 1ob satisfaction survey
IISI International Iron and Steel Institute
VSP Visakhapatnam Steel Plant
RINL Rashtri ya Ispat Nigam Limited










1


CHAPTER-I
INTRODUCTION













11
The project is titled as 'A study on recruitment and selection process.In the
project the intern is required to study the impact oI selection procedures on job
satisIaction on diIIerent parameters.

Recruitment
Recruitment reIers to the process oI Iinding possible candidates Ior a job or
Iunction, undertaken by recruiters. It may be undertaken by an employment agency or
a member oI staII at the business or organization looking Ior recruits. Either way it
may involve advertising, commonly in the recruitment section oI a newspaper or in a
newspaper dedicated to job adverts. Employment agencies will oIten advertise jobs in
their windows. Posts can also be advertised at a job centre iI they are targeting the
unemployed.
Suitability Ior a job is typically assessed by looking Ior skills, e.g.
communication skills, typing skills, computer skills. Evidence Ior skills required Ior a
job may be provided in the Iorm oI qualiIications (educational or proIessional,
experience in a job requiring the relevant skills or the testimony oI reIerences.
Employment agencies may also give computerized tests to assess an individual's oII
hand knowledge oI soItware packages or typing skills. At a more basic level written
tests may be given to assess numeric and literacy. A candidate may also be assessed
on the basis oI an interview. Sometimes candidates will be requested to provide a
resume (also known as a CV or to complete an application Iorm to provide this
evidence.
12 Elements of Recruitment Strategy
1. hat are your primary goals? (hy hire?
. Prioritization oI jobs
. PerIormance level to target
. Experience level to target
. Category oI candidate to target
1
6. hen to begin searching Ior candidates
7. here to look Ior candidates
8. ho does the recruiting?
. Primary sourcing tools
1.hat skills should you prioritize when selecting candidates?
11.How to assess candidates
1.Primary sales approach
Selection
The aim oI selection is to Iind a person who accepts the position and who gives
satisIactory service and perIormance in the long term. The system approach starts
Irom the position oI well deIined job and clearly analyzes person`s speciIications.
Selection is not just a question oI interviewing, although it is most popular
device in use. Selection is very much a process oI deselecting, that is gradually
eliminating candidates until Iinally one is leIt on the list Ior a vacancy. Some methods
are more reliable then other but, to large extent. Selection is about trying to minimize
risk and maximizing certainty oI making oI the right decision.
Starting Irom the position where the recruitment process as produced a no oI
applicants, the important steps as Iollows:
Short listing the candidates Ior the next stage.
Setting up tests Ior the short listed candidate some times in the Iorm oI an
assessment.
Interviewing the candidates and allowing the candidates to interview the
selectors.
Choosing the successIul candidates.
Obtaining reIerences.
OIIering the position, conIirming in writing and gaining acceptance.
Organizing the induction process.
Evaluating the results.
1
Personality Tests
A selection procedure measures the personality characteristics oI applicants
that are related to Iuture job perIormance. Personality tests typically measure one or
more oI Iive personality dimensions: extroversion, emotional stability, agreeableness,
conscientiousness, and openness to experience.
The methods of a personnel selection include
O Interviews
O Personality tests
O Biographical data
O Cognitive ability tests
O ork sample tests
O Physical abilities tests
O SelI assessments
O Assessment centers

1.1 NEED OF THE STUDY
To get an idea about the Recruitment and Selection Procedure held by
Rashtriya Ispat Nigam Limited, Visakhapatnam Steel Plant, Visakhapatnam.


1.2 OB1ECTIVES
To study about the recruitment and selection process Iollowed by RINL/VSP
To IdentiIied diIIerent methods in selection process
To know the selection process oI employees and its impact on job satisIaction
To know the job satisIaction levels oI the employees oI recruited
To know the recruitment policy Iollowed by RINL/VSP.


1

1.3 LIMITATIONS
Only the domestic market is the Iocus oI this study. e have not studied the
international recruitment process here.
Sample size is limited due to the limited period allocated Ior the survey
The analysis is completely based on the inIormation provided by the employees
and hence could be biased.
Taking appointment oI the respondents became a little diIIicult.
1.4 MATERIAL AND METHODOLOGY
SETTING
Rashtriya Ispat Nigam Limited,
Visakhapatnam Steel Plant,
Visakhapatnam

DURATION OF STUDY
The study takes nearly 8weeks Irom the period oI 17-1-7 to --8.

SAMPLE SIZE
The sample size was 1

SAMPLING TECHNIQUE
Simple Random Sampling








1



DATA COLLECTION PROCEDURE
The sources oI recruitment are broadly divided into Internal Sources and
Externals Sources. Internal Sources are the sources within organizational pursuits. The
primary data is collected with direct interaction with candidates through questionnaire
and personal interview. The questionnaire consists oI closed ended and open-ended
questions. Externals Sources are sources outside organizational pursuits.



Internal Sources
Promotions
TransIer
Response oI employees to notiIied vacancy

Externals Sources
Advertisements
Employment Exchange
Campus Recruitment
Unsolicited applicant
Labor Contracts
Employee ReIerrals
Field Trips










16











CHAPTER-II
INDUSTRY PROFILE




17
2.1. INTRODUCTION

Steel is an alloy oI iron usually containing less than 1 carbon is a versatile
material with multitude oI useIul properties used most Irequently in the automotive
and construction industries. Steel can be cast into bars strips, sheets, nails, spikes,
wire, rods or pipes as needed by the intended user. The consumption oI steel is
regarded as the index oI industrialization and the economic maturity any country has
attained.
The development oI steel industry in India should be viewed in conjunction
with the type and system oI government that had been ruling the country. The
production oI steel in signiIicant quantity started aIter 1. The growth oI steel
industry can be conveniently studied by dividing in the period into pre & post
independence era (or beIore 1& aIter 1. The total installed capacity Ior in-got
Steel production in during pre independence era was 1. millions tones /year, which
has risen to about 8 million tones oI ingot by the seventies. This is the result oI the
bold steps taken by the government to develop this sector.
2.2 PRE-INDEPENDENCE

18 - Josiah, Marshall Health constructed the Iirst manuIacturing plant
at port move in Madras presidency.
187 - James Erskin Iounded the Bengal iron works.
18 - Jamshedji Tata initiated the scheme Ior an integrated steel plant.
16 - Formation oI TISCO.
111 - Tata iron & steel company started production.
116 - TISICO was Iounded.
1- - Formation oI Mysore iron & steel limited, and Bhadravati in Karnataka

18
2.3 POST-INDPENDENCE

1951-56 - First Five Year Plan
The Hindustan steel Ltd. was born on 1
th
January, 1 with the decision oI
setting up three steel plants each with one million tone input steel per year in at
Rourkela, Bhili and Durgapur; TISCO stated its expansion program.

1956-61- Second Five Year Plan
A bold decision was taken up to increase the ingot steel output India to 6
Million tones per year & production at Rourkela, Bhilai and Durgapur steel plant
started.

1961-66 - Third Five Year Plan
During the third Iive year plan the three steel plants under HSL; TISCO &
HSCO were expanded as show. In January 16 Bokaro steel plant came into
existence.

1966-69 - Recession Period
The entire expansion program was actively executed during this period.

1969-74 - Fourth Five Year Plan
Licenses were given Ior setting up oI many mini steel plants and re-rolling
mills.
Govt. OI. India accepted setting up two more steel plants in south. One each
at Visakhapatnam and Hospet (Karnataka.
SAIL was Iormed during this period on
th
January, 17. The total
installed capacity Irom 6 integrated plants was 16 Mt.


1

1979 - Annual Plan
The erstwhile Soviet Union agreed to help in setting up the Visakhapatnam steel
plant.
1980-85 - Sixth Five Year Plan
ork on Visakhapatnam steel plant was started with a big bang and top
priority was accorded to start the plant.
Scheme Ior modernization oI Bhilai steel plant, Rourkela, Durgapur,
TISCO were initiated.

1985-91 - Seventh Five Year Plan
Expansion work oI Bhilai and Bokaro steel plants completed.
Progress on Visakhapatnam steel plant picked up and rationalized concept
has been introduced to commission the plant with .Mt liquid steel
capacity by 1.

1991-96 - Eight Five Year plan
Visakhapatnam steel plant started its production modernization oI other steel
plants is also duly envisaged.

1997-2002 - Ninth Five Year Plan
Visakhapatnam steel plant had Ioreseen a 7 growth during the entire plan
period.

2002-2007- Tenth Five Year Plan
Steel industry registers the growth oI . Visakhapatnam steel plant high
regime targets achieved the best oI them.


2.4 INDUSTRY SCENARIO
The Indian economy grew at . in 6-7 on the back oI a high growth
base oI in -6 and achieved the Iastest growth rate in 18 years, next only to
the 1. clocked in 188-8. Aided by the high growth along with a strengthening
rupee in the Iorex market, the economy has graduated to a trillion dollar one, the 1
th

such nation globally to reach this milestone.
Indian`s rapid economic growth is being built on a Irame oI steel. Soaring
demand by sectors like inIrastructure, real estate and automobiles, at home and
abroad, has put India`s steel industry on the world map. Mergers and take over like
TATA-CORUS and Arcelor-Mittal led by the Indian steel companies or Indians have
been dominating the global steel happenings. In India, Iinished steel production at
million tons, showed a remarkable growth oI 1.8 in 6-7.
The International Iron and Steel Institute (IISI ranked India as the seventh
largest steel producer in the world with an overall production oI about million tons
in 6. During 6, the global steel production stood at 1 million tons, showing
a robust growth oI 8.8 over . Steel use during the year grew by 8. to reach
111 million tons.
As per IISI Iorecast, there will be a growth oI .6 in the global steel use in
7 taking the total to 1,17 millions tons Iollowed by 6.1 in 8 to reach 1
million tons. The global steel demand projections indicate that India will be one oI the
engines oI the world steel industry in the Iuture. The national steel policy, published
by the ministry oI steel in , envisages production oI 11 millions tons in Indian
by .



1
2.5 GLOBAL SCENARIO
As per IISI
In March` world Crude steel out put was 8Mt when compared to march
(87Mt, The change in percentage was 6..
China remained the world largest crude steel producer in also (7Mt
Iollowed by Japan (6Mt and USA (81Mt. India occupied 8
th
position (Mt.
USA remained the largest importer oI semi Iinished and Iinished products in
Iollowed by China and Germany.
Japan remained the largest exporter oI semi Iinished and Iinished steel products
in Iollowed by Russia and Ukraine.
Other signiIicant recent developments in the global steel scenario have been:
Under the auspices oI the OECD (Organization For Economic Co-operation &
Development the negotiations among the major steel producing countries Ior a
steel subsidy agreement (SSA held in with the objective to agree on a
complete negotiating test Ior the SSA by the Middle oI . It also set
subsidies Ior the steel industry oI a ceiling oI . oI the value oI production to
be used exclusively Ior Research & Development
The global economy witnessed a gradual recovery Irom late on words.
China has become one oI the major Iactors currently driving the world
economy.
As a result oI these economic developments IISI has projected an increase by
6. or . Mt in in the global consumption oI Iinished steel products.
IISI has split the growth into two separate areas, china and the rest oI the world
(RO. Steel consumption in china has been estimated to increase by 1.1 or
1Mt in .
USA has repealed the saIeguard measures on import oI steel as a result oI a
ruling by a TO dispute resolution panel, which held these measures to be
illegal under the TO regime.


2.6 MARKET SCENARIO
The year - was a remarkable one Ior the steel industry with the world
crude steel production crossing the one billion mark Ior the Iirst time in the history oI
the steel industry. The world GDP growth about lends supports to the expectations
the steel market is all set Ior strong revival aIter prolonged period oI depression .The
Indian economy also become robust with annual growth rates oI 7-8 this will
provide a major boost the steel industry. ith the nations Iocus on inIrastructure
development coupled with the growth in the manuIacturing sector, the Indian steel
industry all set Ior north ward movement. The draIt national steel police envisage
production oI 6 Mt by 1 and 11Mt by, and annual growth rate oI 6-7. All
this should there Iore augur well Ior the Indian steel industry.

2.7 PRODUCTION SCENARIO
Steel industry was de-licensed and decontrolled in 11&1 respectively.
India is the 8
th
largest producer oI steel in the world.
In - Iinished steel production was 6.1Mt.
Pig iron production in - was .1Mt.
Sponge iron production was 8.8 Mt during the year -
The annual growth rate oI crude steel production in -was 8 and in -
was 6.

2.8 DEMAND-AVAILABILITY PRO1ECTION
Demand-Availability oI iron and steel in the country is projected by ministry oI
steel annually.
Gaps in availability are met mostly through imports.
InterIace with consumers by way oI Steel Consumer Council exists, which is
conducted on regular basis.

InterIace helps in redressing availability problems, complaints related to
quality.
2.9 PRICING & DISTRIBUTION

Price regulation oI iron & steel was abolished on 16-1-1.
Distribution controls on iron& steel removed except priority sectors, viz.
DeIense, Railways, Small Scale Industries Corporations, Exporters oI
Engineering Goods and North Eastern region.
Allocation to priority sectors is made by Ministry oI steel.
Government has no control over prices oI iron & steel.
Open market prices are generally on rise.
Price increases oI late have taken place mostly in long products than Ilat
products.

2.10 MA1OR STEEL AND RELATED COMPANIES
The global steel industry has witnessed several revolutionary changes during the
last century. The changes have been in the realms oI both technology & business
strategy. The ultimate object oI all these changes is to remain competitive and open
global market.
The Indian steel industry is growing very rigorously with the major producers
like SAIL, RINL, TISCO, JVL and many others. Our steel industry has amply
demonstrated its ability oI adopt to the changing scenario and to survive in the global
market that is becoming increasingly competitive. This has been possible to a large
extent due to the adoption oI innovative operating practices and modern technologies.
Industrial Development in India has reached a high degree oI selI-reliance, and
the steel industry occupies a primary place in the strategy Ior Iuture development. At
present the production oI steel industry country is mT. The public sector steel

industry has been restructured to meet challenges and a separate Iund has been
established Ior modernization and Iuture development oI the industry. It is now being
proposed that Indian steel industry should Gear up to achieve a production level oI
about 1 Mt by the year.

The Iollowing are some oI the major steel and related companies in India:
1. Bharat ReIactories Limited.
. Hindustan Steel orks Construction Ltd.
. Jindal Steel and Power Ltd.
. Kudremukh Iron Ore Company Ltd.
. Manganese ore (India Ltd.
6. Metal Scrap Trade Corporation Ltd.
7. Metallurgical and Engineering Consultants India Ltd.
8. National Mineral Development Corporation (NMDC.
. Rashtriya Ispat Nigam Ltd.
1. Sponge Iron India Ltd.
11. Steel Authority India ltd.
1. Tata Iron Steel Company.

CHAPTER-III
COMPANY PROFILE









6
3.1 INTRODUCTION
Steel occupies the Ioremost place amongst the materials in use today and
pervades all walks oI liIe. All the key discoveries oI the human genius, Ior instance,
steam engine, railway, means oI communication and connection, auto mobile, aero
plane and computers, are in one way or other, Iastened together with steel and with its
sagacious and multiIarious application.





Steel is versatile material with multitude oI useIul properties, making it
indispensable Ior Iurthering and achieving continual growth oI the economy-be it
construction, manuIacturing, inIrastructure or consumables. The level oI steel
consumption has long been regarded as an index oI industrialization and economic
maturity attained by a country. Keeping in view the importance oI steel, the Iollowing
integrated steel plants with Ioreign collaborations were set up in the Public Sector in
the post-independence era:
STEEL PLANT FOREIGN COLLABORATION
Durgapur steel plant British
Bhilai steel plant Erstwhile USSR
Bokaro steel plant Erstwhile USSR
Rourkela steel plant German
7

8
3.2 BACKGROUND
To meet the growing domestic needs oI steel, government oI India decided to
set up an integrated steel plant at Visakhapatnam. An agreement was signed with
erstwhile USSR in 17 Ior co-operation in setting up . mT integrated steel plant at
Visakhapatnam. The Ioundation stone Ior the plant was laid by the then prime
minister on 20
th
1an `1971.
The project was estimated to cost Rs. 8,7.8 Cr. based on prices as on
th

quarter oI 181. However, on completion oI construction and commissioning oI the
whole plant in 1, the cost escalated to around Rs.8, Cr. Unlike other integrated
steel plants in India, Visakhapatnam Steel Plant is one oI the most modern steel plants
in the country. The plant was dedicated to the nation on 1
st
August` 1992 by the
Prime Minister, Sri. P.V. NARASIMHA RAO.
New technology, large scale computerization and automation etc., are
incorporated in the plant. To operate the plant at international levels and attain such
labor productivity, the organizational man power has been rationalized. The plant has
a capacity oI producing . mt oI liquid steel and .66 mt oI saleable steel.
VSP TECHNOLOGY: STATE-OF-THE-ART
7meter tall Coke Oven Batteries with coke dry quenching.
Biggest Blast Furnaces in the country
Bell less top charging system in Blast Furnace.
1 slag granulation at the BF cast house.
Suppressed combustion LD gas recovery system.
1 continuous casting oI liquid steel.
'Tempcore and 'Stelmor cooling process in LMMM & RM respectively.
Extensive waste heat recovery systems.
Comprehensive pollution control measures.


MA1OR SOURCES OF RAW MATERIALS
Raw Material Source
Iron ore lumps & Iines Bailadilla, M.P
BF Lime Stone Jaggayyapeta, AP
SMS Lime Stone Jaisalmer, Rajasthan
BF Dolomite Dubai
SMS Dolomite Madharam, AP
Manganese Ore Chipurupalli, AP
Boiler Coal Talcher, Orissa
Coking Coal Australia
ater Supply Yeluru canal, AP
Power Supply Captive Power Plant
MAIN PRODUCTS OF VSP
Steel Products By-Products
Angles Nut Coke, Granulated slag
Billets Coke Dust, Lime Fines
Channels Coal Tar, Ammonium Sulphate
Beams Anthracene Oil
Squares HP Naphthalene
Flats Benzene
Rounds Toulene
Re Bars Zylene
ire rods ash Oil

MA1OR UNITS

Department Annual Capacity
(000 T)
Units (3.0 MT Stage)
Coke Ovens ,61 Batteries each oI 67 ovens and 7
Mtrs. height
Sinter Plant ,6 Sinter machines oI 1 Sq. Mtr. grate
area each
Blast
Furnace
, Furnaces oI cu. Mtr. volume
each
Steel Melt
Shop
, LD Converters each oI 1 Cu. Mtr.
Volume and six strand bloom casters
LMMM 71 Stand Iinishing Mill
RM 8 x 1 stand Iinishing mill
MMSM 8 6 Stand Iinishing Mill
3.3 VISION, MISSION & OB1ECTIVES
VISION
To be a continuously growing world-class company we shall:
Harness our growth potential and sustain proIitable growth.
Deliver high quality and cost competitive products and be the Iirst
choice oI customers.
To create an inspiring work environment to unleash the creative energy
oI people.
Achieve excellence in enterprise management.
Be a respected corporate citizen, ensure clean and green environment
and develop vibrant communities around.

1
MISSION
To attain 16 million ton liquid steel capacity through technological up-
gradation, operational eIIiciency and expansion; to produce steel at international
standards oI cost oI quality; and to meet the aspirations oI the stakeholders

OB1ECTIVES
O Towards growth Expand the plant capacity to7 MT by 11-1 with the
mission to attain 1. MT capacities in two subsequent phases.
O Towards proIitability Achieve net proIits Irom - with special
emphasis on enhancement oI production oI value added steels and cost
reduction.
O Towards employees Make RINL the employer oI choice. Upgrade the skills
and eIIiciencies oI employees through training and development and maintain
high levels oI motivation and satisIaction.
O Towards customers Promote branding oI products Ior quality and customer
preIerence through customer relations management
O Towards suppliers Develop a reliable and strong supplier base and ensure
eIIective supply chain.
O Towards quality Promote quality movement in all Iunctions oI the company
through quality management system.
O Towards technology up gradation and productivity Continuously upgrade the
technology and practice benchmarking to achieve international eIIiciency
levels. Adopt latest developments in inIormation and communication
technology
O Towards knowledge management Become a knowledge based and knowledge
sharing company.
O Towards saIety, environment and society Continue eIIorts towards saIety oI
employees, conservation oI environment and be a good corporate citizen.



3.4 CORE VALUES
CommlLmenL
CusLomer saLlsfacLlon
ConLlnuous lmprovemenL
Concern of envlronmenL
CreaLlvlLy and lnnovaLlon
3.5 POLICIES
QUALITY, ENVIORNMENT AND OCCUPATIONAL HEALTH & SAFETY
POLICY
e, at Visakhapatnam steel plant, are committed to meet the needs and
expectations oI our customers and other interested parties, the occupational health and
saIety oI our work Iorce and to preserve the environment. To accomplish this, we will
O Supply quality goods and services to customers` delight.
O Use resources eIIiciently and reduce waste & prevent pollution.
O Achieve quality oI the products by Iollowing systematic approach through
planning, documented procedure and timely review oI quality objectives.
O Continuously improve the quality oI all materials, processes and products.
O Maintain an enabling environment which encourages team work and active
involvement oI all employees with their involvement.
O Comply with all relevant legal, regulatory and other requirements applicable to
Products, activities and processes in respect oI Quality, Environment,
Occupational health & saIety and also ensure the same by contractors.




HR POLICY
e, at Visakhapatnam steel plant, believe that our employees are the most
important resources. To realize the Iull potential oI employees, the company is
committed to:
O Provide work environment that makes the employees committed and motivated
Ior maximizing productivity.
O Establish systems Ior maintaining transparency, Iairness and equality in dealing
with employees.
O Empower employees Ior enhancing commitment, responsibility and
accountability.
O Encourage teamwork, creativity, innovativeness and high achievement
orientation.
O Provide growth and opportunities Ior developing skill and knowledge.
O Ensure Iunctioning oI eIIective communication channels with employees.
HRD POLICY
e, at Visakhapatnam steel plant, are committed to create an organizational
culture which nurtures employee`s potential Ior the prosperity oI the organization. To
accomplish this, we will
O IdentiIy development needs oI the employees on regular basis, provide the
necessary training and continually evaluate and monitor the eIIectiveness oI
training so that the quality oI training also upgraded.
O Provide inputs to the employees Ior developing their attitude towards work and
Ior matching their competencies with the organizational requirements.
O Create an environment oI learning and knowledge sharing by providing the
means and Iacilities and also access to the relevant inIormation and literature.
O Facilitate the employees Ior continuous development oI their knowledge base,
skills, eIIiciency, innovativeness, selI-expression and behavior so that they
contribute positively with commitment Ior the growth and prosperity oI the
organization while maintaining a high level oI motivation and satisIaction.

ENERGY POLICY
e, at Visakhapatnam steel plant, are committed to optimally utilize various
Iorms oI energy in a cost-eIIective manner to eIIect conservation oI energy resources.
To accomplish this, we will-
O Monitor closely and control consumption oI various Iorms oI energy through
an eIIective Energy Management System.
O Adopt appropriate energy conservation technologies.
O Maximize the use oI cheaper and easily available Iorms oI energy.

CUSTOMER POLICY
O VSP will endeavor to adopt a Customer-Iocused approach at all times with
transparency.
O VSP will strive to meet more than the Customer needs and expectations
pertaining to Products, Quality, and Value Ior Money and SatisIaction.
O VSP greatly values its relationship with Customers and would make eIIorts at
strengthening these relations Ior mutual beneIit.
3.6 MARKETING NETWORK
The products are being sold through marketing centers all over the country
with Iour stock yards at Mumbai, Kolkata, Chennai and Hyderabad. Consignment
agents and consignment sales agents located at these centers provide the inIrastructure
and channels Ior sale oI the products. The exports are carried out by the export wing
oI marketing division with the help oI diIIerent agencies. The company is recognized
as 'Star Trading House by the Director General oI Foreign Trade, Ministry oI
Commerce, and Government oI India. Regional Managers/Branch Managers and their
teams provide the Iront line sales Iorce Ior assessing the market situation and evolving
suitable market strategies Ior meeting sales targets.


3.7 POLLUTION CONTROL AND ENVIRONMENTAL PROTECTION
Generally, integrated steel plant is seen as a major contributor to environmental
pollution as it discharges volumes oI waste products. Elaborate measures have been
adapted to combat air and water pollution in Visakhapatnam steel plant. In order to be
eco-Iriendly, Visakhapatnam steel plant has planted more than . million trees in
area oI square kilometers and incorporated various technologies at a cost oI Rs.6
Cr. towards pollution control measures.
3.8 ACHIEVEMENTS AND AWARDS
The eIIorts oI VSP have been recognized in various Iorms. Some oI the major
awards received by VSP are in the area oI energy conservation, environment
protection, saIety, Quality, Quality Circles, Rajbhasha, MOU, sports related awards
and a number oI awards at the individual level.
Some oI the important awards received by VSP are indicated below: ISO
Ior SMS and all the downstream units a unique distinction in the Indian steel
industry.
'Indira Priyadarshini Vrikshmitra Award Ior massive aIIorestation eIIorts
given by Ministry oI Environment & Forests during 1-.
'Nehru Memorial National Award Ior Pollution Control in 1- & 1-
.
EEPC Export Excellence Award: 1-.
CII (Southern Region Energy conservation Award: 1-6.
Golden Peacock (1
st
Prize 'National Quality Award-6IIM in the National
Quality Competition 16.
Steel Ministers Trophy Ior 'Best SaIety PerIormance 16.
Selected Ior 'orld Quality Commitment Award- 17 oI J*BAN, Spain.
Gold star award Ior excellent perIormance in Productivity.
6
Udyog excellence gold medal award Ior excellence in Steel industry.
Excellence award Ior outstanding perIormance in Productivity Management,
Quality and innovation.
Ispat Suraksha Puraskar (First Prize Ior longest Accident Iree period 11-
.
Best Labor Management Award Irom Government oI AP.
SCOPE Award Ior best turnaround Ior -1.
'Environment Excellence Award Irom Greentech Foundation Ior energy
conservation in .
'Best Enterprise Award, IPS Irom SCOPE, Ior 1-, besides.
'Best Enterprise Award Irom SCOPE Ior surpassing MOU targets in -
ISTD Award Ior 'Best HR Practices
Prime Ministers Trophy Ior 'Best Integrated Steel Plant -
'orld Quality Commitment International Star Award in the Gold category
conIerred by Business Initiative Directions, Paris
'Organizational Excellence Award Ior - conIerred by INSSAN
RINL has been bestowed with several national accolades in the year 2005-06
significant among them being:
'National Energy Conservation Award Ior the 7
th
time in succession.
'National Award Ior Excellence in ater Management.
Viswakharma Rashtriya Puraskar Award ( 6 out oI at the national level
FAPCCI best Industrial Productivity Award
INSAAN National Award Ior Organizational Excellence
Best CEO Award

7


3.9 HALLMARK OF VIZAG STEEL
Today, VSP is moving Iorward with an aura oI conIidence and with pride
amongst its employees who are determined to give their best Ior the company to
enable it to reach new heights in organizational excellence.
At the same time, no single advantage accruing Irom a knowledge society is
Iound wanting by the neighborhood community with the growth & development oI
a phenomenon called 'VIZAG STEEL existing so close to its proximity. The
remarkable perIormance on production Iront coupled with prudent Iinancial
management has not only resulted in achieving signiIicant net proIits but also
helped RINL emerge as a 'NET POSITIVE COMPANY in January, 6 by
wiping out all its accumulated losses during -6.








8
3.10 STATISTICAL INFORMATION
EXPANSION PLAN
Product
Capacity (MT)
Additional Facilities envisaged
Present Future
Hot Metal . 6. New BF with 8 Cum Capacity
Charge Sinter .6 8. New Sinter Plant oI Sq. Mtr. area
Liquid Steel .7 6. SMS- with Two CuM Converters,
Two 6 Std Billet Casters & One 6 std
Round Caster
Saleable Steel . .7 --
ire Road 1. 1.6 New RM oI 6,T/Annum
Bars &
Structural
1. . New SBM oI 7, T/Annum New SM
oI 7, T/Annum
Seamless Pipes - . Seamless Tube plant oI , T/Annum

PRODUCTION PERFORMANCE (000 Tonnes)
Year Hot
Metal
Liquid
Steel
Saleable
Steel
Labor Productivity
(Tonnes /Man-year)
18-1 1 1 161
1- 66 8 1
-1 16 7 11
1- 8 8 77 8
- 1 6 6
- 8 16 6
- 6 17 8
-6 1 6 7 1

6-7 6 ,66 , 1
7-8 1 7 8
COMMERCIAL PERFORMANCE (Rs. Crs.)
Year Sales Turn
Over
Domestic
Sales
Exports
1- ,7 ,677
-1 ,6 ,1
1- ,81 ,71 71
- , , 66
- 6,17 ,6 768
- 8,181 7, 8
-6 8,6 8,6
6-7 16 87
7-8 1 878
FINANCIAL PERFORMANCE (Rs. Crs.)
Year Gross Margin Cash Profit Net Profit
18-1 1 - 6 -
1- -1 -6
-1 1 -1
1- 6 -7
- 1 1 1
- 7 17
- 71 6 8
-6 8 11
6-7 6 8 16

7-8 1 8 1


MA1OR DEPARTMENTS

aw maLerlals handllng planL (,9%
Coke ovens coal chemlcals planL (CCCvS9%
SlnLer 9lanL (S9%

Parameters oI sintering machines are

EIIective area : 1 Sq.Mtrs

Sintering area : 76 Sq.Mtrs

Sinter bed height : MM

Capacity : TPH each
No.oI wind Boxes : 6

1














CHAPTER-IV
RECRUITMENT & SELECTION
PROCESS





INTRUDUCTIUN
Accoiuing to Euwin B. Flippo, "Reciuitment in the piocess of seaiching the
canuiuates foi employment anu stimulating them to apply foi jobs in the
oiganization". Reciuitment is the activity that links the employeis anu the job
seekeis. A few uefinitions of ieciuitment aie:
A piocess of finuing anu attiacting capable applicants foi employment. The
piocess begins when new ieciuits aie sought anu enus when theii
applications aie submitteu. The iesult is a pool of applications fiom which
new employees aie selecteu.

t is the piocess to uiscovei souices of manpowei to meet the iequiiement of
staffing scheuule anu to employ effective measuies foi attiacting that
manpowei in auequate numbeis to facilitate effective selection of an efficient
woiking foice.
Reciuitment of canuiuates in the function pieceuing the selection, which
helps cieate a pool of piospective employees foi the oiganization so that the
management can select the iight canuiuate foi the iight job fiom this pool.
The main objective of the ieciuitment piocess is to expeuite the selection
piocess.
Reciuitment is a continuous foi the futuie human iesouices neeus even
though specific vacancies uo not exist. 0sually, the ieciuitment piocess staits
when a managei initiates an employee iequisition foi a specific vacancy oi an
anticipateu vacancy.
RECR0TNENT NEEBS ARE 0F TBREE TYPES
O PLANNEB
The neeus aiising foim changes in oiganization anu ietiiement policy.
O ANTCPATEB

Anticipateu neeus aie those movements in peisonnel, which an oiganization can
pieuict by stuuying tienus in inteinal anu exteinal enviionment.
O 0NEXPECTEB
Resignation, ueaths, acciuents, illness give iise to unexpecteu.
Recruitment Vs Selection
Both ieciuitment anu selection aie the two phases of the employment piocess.
The uiffeiences between the two aie:
. Reciuitment is the piocess of seaiching the canuiuates foi employment anu
stimulating them to apply foi jobs in the oiganization wheieas selection involves
the seiies of steps by which the canuiuates aie scieeneu foi choosing the most
suitable peisons foi vacant posts.
. The basic puipose of ieciuitments is to cieate a talent pool of canuiuates to
enable the selection of best canuiuates foi the oiganization, by attiacting moie anu
moie employees to apply in the oiganization wheieas the basic of selection
piocess is to choose the iight canuiuate to fill vaiious positions in the oiganization.
. Reciuitment is a positive piocess i.e. encouiaging moie employees to apply
wheieas selection is a negative piocess as it involves iejection of the unsuitable
canuiuates.
. Reciuitment is conceineu with tapping the souices of human iesouices wheieas
selection is conceineu with selecting the most suitable canuiuate thiough vaiious
inteiview anu tests.
. Theie is no contiact of ieciuitment establisheu in ieciuitment wheieas
selection iesults in contiact of seivice between the employei anu the selecteu
employee.
O Attiact anu encouiage moie anu moie canuiuates to apply in the
oiganization.
O Cieate a talent pool of canuiuates to enable the selection of best canuiuates
foi the oiganization.

O Beteimine piesent anu futuie iequiiements of the oiganization in
conjunction with its peisonnel planning anu job analysis activities.
O Reciuitment in the piocess which links the employees with the employees.
O nciease the pool of job canuiuates at minimum cost.
O Belp inciease the success iate of selection piocess by uecieasing numbei of
visibly unuei qualifieu oi oveiqualifieu job applicants.
O Belp ieuuce the piobability that job applicants once ieciuiteu anu selecteu
will leave the oiganization only aftei a shoit peiiou of time.
O Neet the oiganizations legal anu social obligations the composition of its
woikfoice.
O Begin iuentifying anu piepaiing potential job applicants who be appiopiiate
canuiuates.
O nciease oiganization anu inuiviuual effectiveness of vaiious ieciuiting
techniques anu souices foi all types of job applicants.

Sctors Affecting Recruitment
The ieciuitment function of the oiganizations is affecteu anu goveineu by na mix of
vaiious inteinal anu exteinal foices. The inteinal foices of factois aie the factois
that can be contiolleu by the oiganization. Anu the exteinal factois aie those factois
which cannot be contiolleu by the oiganization. The inteinal anu exteinal foices
affecting ieciuitment function of an oiganization aie:






6
ACTURS ACTINC RCRUITMNT











Recruitment Policy of S CompSny
n touay's iapiuly changing business enviionment, a will uefineu ieciuitment policy
is necessaiy foi oiganizations to iesponu to its human iesouice iequiiement in
time. Theiefoie, it is impoitant to have a cleai anu concise ieciuitment policy in
place, which can be executeu effectively to ieciuit the talent pool foi the selection of
the iight canuiuate at the iight place quickly. Cieating a suitable ieciuitment policy
is the fiist step in the efficient hiiing piocess. A cleai anu concise ieciuitment policy
helps ensuie a sounu ieciuitment piocess. t specifies the objectives of ieciuitment
piogiamme. t may involve oiganizational system to be uevelopeu foi mplementing
ieciuitment anu pioceuuies by filling up vacancies foi implementing ieciuitment
piogiammeis with best qualifieu people.


TRNAL ACTURS
Recruitment policy
umSn resource
plSnning
Size of tbe firm
Cost of recruitment
Crowtb Snd expSnsion
TRNAL ACTURS
Supply Snd demSnd
LSTour mSrket
ImSgeJCoodwill
PoliticSl-SociSl-
LegSl nvironment
Unemployment rSte
Competitors
7
CUMPUNNTS U T RCRUITMNT PULICY
O Tbe generSl recruitment policies Snd terms of tbe orgSnizStion
O Recruitment services of consultSnts
O Recruitment of temporSry employees.
O Unique recruitment situStions
O Tbe selection process
O Tbe |oT descriptions
O Tbe terms Snd conditions of tbe employment
O A recruitment policy of Sn orgSnizStion sbould Te sucb tbSt:
O It sbould focus on recruiting tbe Test potentiSl people.
O Top ensure tbSt every SpplicSnt Snd employee is equSlly witb dignity
Snd respect
O UnTiSsed policy.
O To Sid encourSge employees in reSlizing tbeir full potentiSl.
O TrSnspSrent, tSsk oriented Snd merit TSsed selection.
O eigbtSge during selection given to fSctors tbSt suit orgSnizStion
needs.
O UptimizStion of mSnpower oSt tbe time of selection process.
O Defining tbe competent Sutbority to Spprove eScb selection.
O ATides Ty relevSnt puTlic policy legislStion on biring Snd employment
relStionsbip.
O IntegrStes employee needs witb tbe orgSnizStionSl needs.
ACTURS ACTINC RCRUITMNT PULICY
O UrgSnizStionSl oT|ectives
O Personnel policies of tbe orgSnizStion Snd its competitors.
O Covernment policies on reservStions.
O Preferred sources of recruitment.
O Need of tbe orgSnizStion.
8
O Recruitment costs Snd finSnciSl implicStions
Recruitment MSnSgement System
Reciuitment management system is the compiehensive tool to manage the entiie
ieciuitment piocesses of an oiganization. t is one of the technological tools
facilitateu by the infoimation management system to the BR of oiganizations. }ust
like peifoimance management system helps to contoui the ieciuitment piocesses
anu effectively managing the R0L on ieciuitment.
The featuies, functions anu majoi benefits of the ieciuitment management system
aie explaineu below:
o Stiuctuie anu systematically oiganize the ieciuitment piocesses.
o Reciuitment management system facilitates fastei, unbiaseu, accuiate anu
ieliable piocessing of applications fiom vaiious applications.
o Belps to ieuuce the time-pei-hiie anu cost-pei-hiie.
o Reciuitment management system helps to incoipoiate anu integiate the
vaiious links like the application system on the official website of the
company, the unsoliciteu applications, outsouicing ieciuitment, the final
uecision maiking to the main ieciuitment piocess.
o Reciuitment management system maintains an automateu active uatabase of
the applicants facilitating the talent management anu incieasing the
efficiency of the ieciuitment piocesses.
o Reciuitment management system pioviues anu a flexible, automateu anu
inteiactive inteiface between the online application system, the ieciuitment
uepaitment of the company anu the job seekei.
o 0ffeis tolls anu suppoit to enhance piouuctivity, solutions anu optimizing the
ieciuitment piocesses to ensuie impioveu R0
o Reciuitment management system helps to communicate anu cieate healthy
ielationship with the canuiuates thiough the entiie ieciuitment piocess.

The ieciuitment management system (RNS) is an innovative infoimation
system tool which helps to sane time anu costs of the ieciuiteis anu impioving the
ieciuitment piocesses.
Recruitment StrStegies
Reciuitment of the most ciucial ioles of the human iesouice piofessionals. The level
of peifoimance of anu oiganization uepenus on the effectiveness of its ieciuitment
function. 0iganizations have uevelopeu to follow ieciuitment stiategies to hiie the
best talent foi theii oiganization anu to utilize theii iesouices optimally. A
successful ieciuitment stiategy shoulu be well planneu anu piactical to attiact moie
anu goou talent to apply in the oiganization.
Foi foimulating an effective anu successful ieciuitment stiategy, the stiategy
shoulu covei the following element:
{] uentifying anu piioiitizing jobs iequiiements keep aiising at vaiious levels
in eveiy oiigination: it is amount a nevei - enuing piocess. t is impossible to fill all
the positions immeuiately. Theiefoie, theie is a neeu to iuentify the positions
iequiiing immeuiate attention anu action. To maintain the quality of the
ieciuitment activities, it is useful to piioiitize the vacancies whethei to focus on all
vacancies equally oi focusing on key jobs fiist.
() Canuiuates to taiget the ieciuitment piocess can be effective only if the
oiganization completely unueistanus the iequiiements of the type of canuiuates
that aie iequiieu anu will be beneficial foi the oiganization. This coveis the
following paiameteis as well:
A. peifoimance level iequiieu: Biffeient stiategies aie iequiieu foi focusing on
hiiing high peifoimeis anu aveiage peifoimeis.
b. Expeiience level iequiieu: the stiategy shoulu be cleai as to what is the
expeiience level iequiieu by the oiganization. The canuiuate's expeiience can iange
fiom being a fieshei to expeiienceu senioi piofessionals.

C. Categoiy of the canuiuate: the stiategy shoulu cleaily uefine the taiget
canuiuate. BeShe can be fiom the same inuustiy, uiffeient inuustiy, unemployeu,
top peifoimeis of the inuustiy etc.
()Souices of ieciuitment the stiategy shoulu uefine vaiious souices (exteinal anu
inteinal) oi ieciuitment.Which aie the souices to be useu anu focuseu foi the
ieciuitment puiposes foi vaiious positions. Employee iefeiiei is one of the most
effective souice of ieciuitment.
() Tiaineu ieciuiteis the ieciuitment piofessionals conuucting the inteiviews anu
the othei ieciuitment activities shoulu be well tiaineu anu expeiienceu conuucting
the activities. They shoulu also be awaie of the majoi paiameteis anu skills (e.g.:
behavioial, technical, etc) to focus while inteiview anu selecting a canuiuate.
() Bow to evaluate the canuiuates the vaiious paiameteis anu the ways to juuge
them i.e the entiie ieciuitment piocess shoulu be planneu in auvance. Like the
iounus of technical inteiviews, BR inteiviews, ietuin tests, psychometiic tests, etc.
BR Challenges in Reciuitment
Reciuitment is a function that iequiies business peispective, expeitise, ability to
finu anu match the best potential canuiuate foi the oiganization, uiplomacy,
maiketing skills (has to sell the position to the canuiuates) anu wisuom to align the
ieciuitment piocess foi the benefit of the oiganization. The BR piofessional
hanuling the ieciuitment function of the oiganization aie constantly facing new
challenges. The biggest challenge foi such piofessionals is to souice oi ieciuite the
best people oi potential canuiuates foi the oiganization.
n the last few yeais, the job maiket has unueigone some funuamental
changes in teims of technology, souices of ieciuitment, competition in the maiket,
etc. in an alieauy satuiateu job maiket, wheie the piactices like poaching anu
iaiuing oi gaining momentum, BR piofessionals aie constantly facing new
challenges in one of theii most impoitant function ieciuitment they have to face anu
conquei vaiious challenges to finu the best canuiuates foi the oiganizations.
1
The majoi challenges faceu by the BR ieciuitment aie:
O Auaptability to globalization -the BR piofessionals aie expecteu anu
iequiieu to keep in tune with the changing times, i.e. the changes taking place
acioss the globe BR shoulu maintain the timeline of the piocess
O Lack of motivation - ieciuitment is consiueieu to be a thankless job. Even if
the oiganization is achieving iesults, BR uepaitment oi piofessionals aie not
thankeu foi ieciuiting the iight employees anu peifoimeis
O Piocess analysis - the immeuiacy anu speeu of the ieciuitment piocess aie
the main conceins of the BR ieciuitment. The piocess shoulu be flexible,
auaptive anu iesponsive to the immeuiate iequiiements. The ieciuitment
piocess shoulu also be cost effective
O Stiategic piioiitization - the emeiging new systems aie both an oppoitunity
as well as a challenge foi the BR piofessionals. Theiefoie, ieviewing staffing
neeus anu piioiitizing tasks to meet the changes in the maiket has become a
challenge foi the ieciuitment piofessionals.

0RuANSAT0N ANALYSS ANB NEEBS ASSESNENT
We meet togethei in oiuei to gain a cleai unueistanuing of youi company anu youi
business - histoiy, oiganization, uevelopment stiategy, cultuie, management style,
as well as the open position to be ieciuiteu foi .
This step is essential to enable us to jointly ueteimine iules ,
Responsibilities, piofiles anu qualities of the successful canuiuate.
When necessaiy, we also meet with uiscuss with ielevant manageis anu
colleagues the canuiuate will woik togethei with it.
The bettei we unueistanu the human anu oiganizational context, the moie efficient
we will be in finuing, evaluating anu putting foiwaiu the iight canuiuates.
Thioughout the ieciuitment assignment, we will keep you iegulaily upuateu
thiough ietuin anu oi veibal iepoits, incluuing 0s of iuentifieu canuiuates.

t is veiy impoitant to have timely anu concise feeu back to enable us to iefine oui
seaich even fuithei; it is equally impoitant that we aie kept up to uate with any few
uecisions oi company changes that coulu have an impact upon ouiselves foi
appiopiiate canuiuates.
SEARCB F0R CANBBATES
The two main seaich methous aie
() Beau hunting:-
a) We jointly establish a list of taiget companies within theie is a high piobability of
finuing the canuiuate piofile to be ieciuiteu. This is followeu by the iuentification of
ielevant canuiuates within each of these companies.
B) We souice canuiuates thiough oui establisheu netwoik of contacts within the
inuustiy. 0ui specializations in the telephone anu nteinet sectois enables us to
iuentify canuiuates in a quick anu efficient mannei.
c) Auveitising:-
Eithei thiough piess aus oi auveitising on selecteu nteinet sites. n each case, We
will piepaie the au text, anu piopose a ielevant meuia plan, both of which aie
submitteu to youi appioval.
CANDIDAT INTRVIA AND VALUATIUN
Canuiuates who have passeu oui initial selection piocess aie inviteu foi to face in-
uepth inteiviews with oui consultants.
PRSNTATIUN U SURT LISTD CANDIDATS
a wiitten assessment of each canuiuate that we fell has piofile anu expeiience to
succeeu in the position will be piesenteu you.
The evaluation will take into account not only the suitability of the canuiuate's
expeiience anu skills iequiieu foi the job, but also hishei motivation anu caieei
aspiiations, as well as hishei ability to integiate effectively into hishei futuie
woik team anu youi oiganization in geneial.


CANDIDAT INTRVIS IT T CLUNT CUMPANY
Shoit-listeu canuiuates aie inteivieweu by ielevant paities within youi company
involveu in the uecision - making piocess, shoulu you iequiie, we will be happy to
oiganize these inteiviews; we contact the canuiuates foi theii feeuback, anu to
ieconfiim theii motivations.
RRNC CCKS
0nce you have taken youi uecision to hiie a canuiuate, we will take iefeiences
(whenevei possible) fiom foimei employeis oi othei piefeience.
ULLUUP U CABDIDAT INTRATIUN
Following Youi Becision to hiie a canuiuate, we stay in iegulai contact with himhei
until theii stait uate. Thioughout the piobation peiiou, we continue to in iegulai
contact with both youi selves anu then newly hiieu canuiuate to ensuie hishei
successful integiation.
CLUSIVITY
We woik on an exclusive ietainei Foimal acceptance of oui teims anu a conuition
implies that the assignment is exclusive toes. Theiefoie any applications maue
uiiect to youi company, incluuing
Those fiom inteinal application will be foiwaiueu to us.
These will be tieateu by oui company on the same basis as all othei applications.
CUARANT
Clementine nteinational commits to put at youi uisposal all necessaiy means to
ieplace a canuiuate that leaves the company within hishei piobation peiiou,
whatevei the ieasons foi this uepaituie.
This guaiantee is applieu only at oui client's iequest anu on the conuition that the
position anu piofile initially uefenu iemains unchangeu.
Recruitment process
Bow we ieciuit: -
We confoim to a ieciuitment piocess that faiily evaluates all anu that is manageu
with the aiu of a sophisticateu applicant tiacking system. We believe oui system

makes it easiei foi people to apple foi vacancies anu foi oui ieciuiteis to piocess
applications as quickly anu as faiily as possible.
All oui vacancies aie publisheu on oui caieeis website anu occasionally in the
piess, allowing applicants to apply uiiectly to FNB.FNB has ielationships with a
numbei of ieciuitment agencies that aie able to piesent theii canuiuates thiough
special technology pioviueu foi them. Suitable canuiuates may also be souiceu
thiough ielevant acauemic, piofessional anu vocations institutions. As a iule, FNB
caieeis will not consiuei applications foi positions sent to us by fax, email oi
thiough the postal seivice
SeSrcbing for S position:
0n oui Caieeis site, you will finu seaich tools that you may use to seaich foi
positions that match youi neeus. All the available positions that match youi seaich
ciiteiia aie uisplayeu in a table that highlights positions that neeus to be filleu
uigently oi that aie neaiing theii auveitisement expiiy uate. You may click on the
position title to see the uetaileu position uesciiption.
Applying foi a position, if you see a vacancy that you aie inteiesteu in please use oui
system to apply foi the vacancy, simply follow the instiuctions uisplayeu on the
scieeu. We have tiieu to stiuctuie the application piocess is such a way that the
entiie application piocess shoulu not take moie than a few minutes of youi time.
You will noimally be askeu to complete a page with peisonal infoimation, attach a
Cv anu a coveiing. You may sometimes also be askeu to complete a questionnaiie
specific to the position of youi choice. Shoulu you ueciue to supply any peisonal
infoimation that is not manuatoiy, this infoimation will not be useu to evaluate
youi application.
Selection Snd Interview:-
We will select canuiuates to inteiview against the stateu ciiteiia foi each position. f
you aie not selecteu foi an inteiview, we will infoim you as soon as possible. n
some cases we will ask if we may keep youi uetails on oui system. We will noimally
contact you by email oi telephone to aiiange an appointment foi an inteiview.

When we invite you foi inteiview, we will let you know what the foimat of the
inteiview will be. f you aie successful, you may be inviteu to attenu a seconu
inteiview, oi some auuitional evaluation pioceuuies, uepenuing on the position as
well as the iequiiements of the paiticulai business unit.
eedTSck:-
0ui communication piocesses aie automateu, which means that theie aie no neeus
to contact out ieciuiteis to check on the status of youi application. 0nce you have
applieu foi a position, oui ieciuitment system will cieate a Ny page space on oui
Caieeis website which you may access at any time to check piogiess with youi
application. You will also ieceive emails fiom us that will keep you up to uate with
the latest news about the position.
Uffers:-
All oui offeis foi employment aie subject to satisfactoiy iefeiences (incluuing
cieuit, qualification anu ciiminal checks) as well as a cleaiance fiom the South
Afiican banking iegistei of employee uishonesty system (Reus) nuex.
CbSnges:-
0ui ieciuitment piocesses may change uepenuing on the iequiiement of a
paiticulai business unit oi vacant position.
The ieciuitment anu selection is the majoi function of the human iesouice
uepaitment anu ieciuitment piocess is the fiist step towaius cieating the
competitive stiength anu the stiategic auvantage foi the oiganizations. Reciuitment
piocess involves a systematic pioceuuie fiom souicing the canuiuates to aiianging
anu conuucting the inteiviews anu iequiies many iesouices anu time. A geneial
ieciuitment piocess is as follows:
uentifying the vacancy:
The ieciuitment piocess begins with the human iesouice uepaitment ieceiving
iequisitions foi ieciuitment fiom any uepaitment of the company. These contain:
o Posts to be filleu
o Numbei of peisons
6
o Buties to be peifoimeu
o ualifications iequiieu
o Piepaiing the job uesciiption anu peison specification.
o Locating anu ueveloping the souices if iequiieu numbei anu type of
employees (Auveitising etc)
o Shoit-listing anu iuentifying the piospective employee with iequiieu
chaiacteiistics.
o Aiianging the inteiviews with the selecteu canuiuates.
o Conuucting the inteiview anu uecision maiking










. uentify vacancy
. Piepaie job uesciiption anu peison specification
. Auveitising the vacancy
. Nanaging the iesponse
. Aiiange inteiviews
. Conuucting inteiview anu uecision maiking

I


RECR0TNENT PR0CESS
7
1
2
6
3
5
4
7
The ieciuitment piocess is immeuiately followeu by the selection i.e. the final
inteiviews anu the uecision maiking, conveying the uecision anu the appointment
foimalities.
Internet Recruitment J weTsites:-
Such sites have two main featuies: job boaius anu a iesumecuiiiculum vitae (Cv)
uatabase. }ob boaius allow membei companies to post job vacancies. Alteinatively,
canuiuates can uploau a iesume to be incluueu in seaiches by membei companies.
Canuiuates can uploau a iesume to be incluueu in seaiches by membei companies.
Fees aie chaigeu foi job postings anu access to seaich iesumes. Since the late 99s,
the ieciuitment website has evolveu to encompass enu-to-enu ieciuitment. Website
captuies canuiuate uetails anu then pools them in client accesseu canuiuate
management inteifaces (also online). Key playeis in this sectoi pioviue e-
ieciuitment softwaie anu seivices to oiganizations of all sizes anu within numeious
inuustiy sectois, who want to e-enable entiiely oit paitly theii ieciuitment piocess
in oiuei to impiove business peifoimance.
The online softwaie pioviueu by those who specialize in online ieciuitment helps
oiganizations attiact, test, ieciuit, employ anu ietain quality staff with a minimal
amount of auministiation. 0nline iecuiient websites can be veiy helpful to finu
canuiuates that ate veiy actively looking foi woik anu post theii iesumes online, but
they will not attiact the "passive" canuiuates who might iesponu favoiably to an
oppoitunity that is iesenteu to them thiough othei means. Also, some canuiuates
who aie actively looking to change jobs aie hesitant to put theii iesumes on the job
boaius, foi feai that theii cuiient companies, co-woikeis, customeis oi othei might
see theii iesumes.

)oT SeSrcb ngines:-
The emeigence of veitical seaich engines, allow job-seekeis to seaich acioss
multiple website. Some of these new seaich engines inuex anu list the
auveitisements of tiauitional job boaius. These sites tenu to aim foi pioviuing a
8
"one-stop shop" foi job-seekeis. Bowevei, theie aie many othei job seaich engines
which inuex pages solely fiom employeis' website, choosing to bypass tiauitional
job boaius entiiely. These veitical seaich engines allow job-seekeis to finu new
positions that may not be auveitiseu on tiauitional job boaius, anu online
ieciuitment websites.
SLCTIUN
INTRUDUCTIUN

MeSning Snd Definition
Aftei iuentifying the souice of human iesouices, seaiching foi piospective
employees anu stimulating them to apply foi jobs in an oiganisation, the
management has to peifoim the function of selecting the iight employees at the
iight time .The oblivious guiuing policy in section is the intention to choose the best
qualifieu anu suitable job canuiuate job foi each unfilleu job. The objective of the
selection uecision is to choose the inuiviuual who can most successfully peifoim the
job fiom the pool of qualifieu canuiuates.
ssentiSls of Selection Procedure
The selection piocess can be successful if the following iequiiements aie satisfieu:
. Some one shoulu have the authoiity to select. This authoiity comes fiom the
employment iequisition, as uevelopeu by an analysis of the woik loau anu woik
foice.
. Theie must be some stanuaiu of peisonnel with which a piospective employee
may be compaieu, i.e. a compiehensive job uesciiption anu job specification shoulu
be available befoiehanu.
. Theie must be a sufficient numbei of applicants fiom whom the iequiieu
numbei of employees may be selecteu.
SignificSnce of selection process
Selection of peisonnel to man to oiganisation is a ciucial, complex anu continue
function. The ability of an oiganisation to attain its goals effectively anu to uevelop
in a uynamic enviionment laigely uepenus upon the effectiveness of its selection

piogiamme. f iight peisonnel aie selecteu, the iemaining functions of peisonnel
management become easiei, the employee contiibution anu commitment will be at
optimum level anu employee ielations will be consumption. f the iight peison is
selecteu, he is a valuable asset to the oiganisation anu is faulty selection is maue.
The employee will become a liability to the oiganisation.
Sctors Sffecting selection decisions
The goal of selection is to shoit out oi eliminate those juugeu unqualifieu to meet
the job anu oiganisation iequiiements, wheie as the goal of ieciuitment is to cieate
a laige cool of peisons available anu willing to woik. Thus, it is saiu that ieciuitment
tenus to be positive while selection tenus to be some what negative.
A numbei of factois affect the selection uecisions of canuiuates. The
impoitant among them aie:
(i) Piofile matching.
(ii) 0iganizational anu social enviionment.
(iii) Successive huiules.
(iv)Nultiple coiielations.
(i) Piofile matching: Tentative uecision iegaiuing the selection of canuiuates (who
aie known) is taken in auvance. The scoies secuieu by these known canuiuates in
vaiious tests aie taken as a stanuaiu to ueciue the success oi failuie of othei
canuiuates at each stage. Noimally the uecisions about the known canuiuates is
taken at inteiview stage. Possible caie is also taken to match the canuiuates' bio
uata with the jobs specifications.
(ii) UrgSnisStionSl Snd sociSl environment: some canuiuates, who aie eminently
suitable foi the job, may fail as successful employees uue to vaiying oiganisation
anu social enviionment. Bence canuiuates specifications must match with not only
job specifications but also with oiganisational social enviionmental iequiiements.
(iii) Successive burdles: n this methou huiules aie cieateu at eveiy stage of
selection piocess theiefoie, applicants must successfully pass each anu eveiy
scieening uevice in case of successive huiules as shown in figuie .
6
(iv) Nultiple coiielations: Nultiple coiielations is baseu on the assumptions that a
ueficiency in one factoi can be countei balanceu by an excess amount of anothei. A
canuiuate is iouteu thiough all the selection steps befoie a uecision is maue. The
composite test scoie inuex is taken into accounting the selection tests. Bence, foi
bioauei line cases multiple coiielation methou is useful anu foi othei successive
huiules methou is useful.
Selection Procedure
Theie is no stanuaiu selection piocess that can be followeu by all the companies in
all the aieas. Companies may follow uiffeient selection techniques oi methous
uepenuing upon the size of company, natuie of the business, kinu anu numbei of
peisons to be employeu, goveinment iegulation to be followeu etc. Thus, each
company may follow anyone oi the possible combinations of methous of selection in
the oiuei convenient oi suitable to it. Following aie the selection methous geneially
followeu by the companies.
Selection pioceuuie employs seveial methous of collecting infoimation about
the canuiuates qualifications, expeiience, physical anu mental ability, natuie anu
behavioi, knowleuge, aptituue anu the like foi juuging whethei a given applicant is
oi is not suitable foi the job. Theiefoie, the selection pioceuuie is not a single act
but is essentially a seiies of methous oi stages by which uiffeient types of
infoimation can be secuieu thiough vaiious selection techniques. At each step, facts
may come to light which aie useful foi compaiison with the job iequiiement anu
employee specifications.






61
(1) )oT Analysis. () Reciuitment. () Application Foim. () Wiitten Examination.
() Pieliminaiy nteiview. () Business uames. () Tests. (8) Final nteiview. (9) Neuical
Examination () Refeience Checks. () Line Nanagei's Becision. () Employment.





1ob Analysis

Human
Resource Plan

Recruitment


















Development Bases for
Selection
Application / Resume /CV/
Bio-data
Written Examination
Preliminary Interview
Asses the Fit Between
the 1ob and the
candidate
Business
Games
Tests
Final Interview
Medical Examination
Line Manger`s Decision
Employment
6


RCRIUTMNT PRUCSS AT VSP
The inteinal communication system of vSP calleu "SANAL0CBANA" Which was
conuucteu eveiy month the it's Bepaitments anu eveiy quaiteily in
uepaitments by which the manpowei iequiiements of vaiious uepaitments aie
iuentifieu well in auvance. n 99 aiounu employees aie ieciuiteu keeping in
view the iequiiement of yeais but the stiategically uecisions of ieciuitment was
so efficient that theii was no any majoi iequiiement foi ieciuitment foi yeais.
The vSP has conuucteu a wiitten test in this yeai Naich foi the post of KALASS,
NANAuENENT TRANEES anu TECBNCAL TRA0NEES by way of auveitisements in
vaiious Employment News anu othei job ielateu papeis. The vSP has a WEBSTE
calleu WWW.vAuSTEELC0N in which all ieciuitment poitals aie kept. The uetails
of the canuiuates applieu anu theii ielateu uate was maintaineu in a confiuential
way.












6
RCRUITMNT AND SLCTIUN PRUCSS
. Appioval fiom Nan-Powei foi the ieciuitment of the vacancies.
. Piocess is uone in the following two ways.
nteinal souice
Exteinal souice
. As pei piesiuential uiiectives only categoiizeu, i.e., Rostei
. ssue of notification, uone in two ways:-
PUBLIC NUTIICATIUN
Publications uone thiough auveitising, i.e., Newspapeis
MPLUYMNT CANC
The vacancies aie sent to employment exchange foi the uesiieu canuiuates.
The list of finalizeu canuiuates is sent to the ieciuitment cell in the iatio :.
. Receipt of the application within the time limit as mentioneu in the notification.
. Sciutiny of the application anu shoit-list of canuiuates is uone.
. Wiitten test
The test is conuucteu of 8 maiks. These maiks having qualifieu in the
categoiizeu way as in the following:




8. Interview Test
nteiview is uone by compiising of selection committee. The committee is
appointeu by the CNB of vSP. The selection compiising the membei of:
O Repiesentative fiom inuenting uepaitment
O Repiesentative fiom SCST0BC.
O Repiesentative fiom Ninoiity (othei than Binuu).
O Repiesentative of peisonnel Bepaitment.
CATEu0RY PERCENTAuE
ueneial0BC
SCST
6
O Lauy Repiesentative in the case of non-executive posts, i.e., uioup-C
Anu uiope-B posts.
%. MedicSl xSminStion
The selecteu canuiuates fiom both wiitten anu inteiview aie calleu foi meuial
examination. f any ieason the canuiuate fails in the test the next canuiuate in the
list is eligible foi the meuical test. Since the test is valiuate foi yeai fiom the lettei
list canuiuate i.e., wiitten anu inteiview.
. ssue of offei lettei, i.e., the appointment lettei foi the job.
. nuuction anu Tiaining Piogiam
The canuiuates who got offei letteis aie eligible foi inuuction anu tiaining in
this piocess the canuiuate aie posteu in the following way:

CARB TRANNu PER0B EB0CAT0NAL
0ALFCAT0N
P0STEB
Executives Nanagement
Tiainee with
month
uiauuate with %
in ueneial0BC
% in SCST
}unioi Nanagei
Bighly Skilleu Senioi Tiainee
with 8 months
Biploma
Engineeiing
Chaige Nan
0n-Skilleu Tiainee Khalasi
with months
lliteiate Khalasi

. Place of posting












6
DIRCT RCRUITMNT
n this piocess the vSP ieleases auveitisements in vaiious news papeis iegaiuing
the post i.e. Executives & Non-Executives. Theii vacancies anu the ciiteiia iequiieu.
Non-xecutives:-
) The canuiuates weie calleu thiough employment exchange, anu also the
canuiuates who aie possessing "R" caiu (lanu loseis) oi Bisplaceu peison
Caiu.
) The "RBP" Caiu holueis aie those who loss the foi vSP they weie given age
ielaxation.
) n vSP theie aie aiounu employees aie theii who aie "RBP" Caiu
holueis.
) The qualification is
th
pass as Ninimum.
) The ieseivations aie falloweu as pei the uovt. Laws.








xecutives:-
Foi the executive posts the canuiuates aie calleu thiow employment exchange. The
iequiieu qualification iegaiuing Executives aie as fallows:-
Technical:-N.TechB.Tech oi Biploma in Technical Fielu (WithWithout
Expeiiences)
Non-Technical:- uiauuation with % oi N.B.A anu auuitional.
ritten Test Trade Test Police
VeriIication
Medical Test
Interview
OIIer oI
Appointment to
the candidates

66










INDIRCT RCRUITMNT
The inuiiect ieciuitment was uone by a ciiculai to vaiious uepaitments of the vSP.
ReseSrcb Metbodology
The stuuy is uiiecteu to waius the cuiiently followeu ieciuitment piactices in vSP
anu incluues the opinions of the ieciuitment piactices iepiesenting the sample Size.
The geneial methous auopteu in conuucting the ieseaich aie as
fallows:
o Befine the ieseaich pioblem.
o Review the liteiatuie.
o Foimulate hypothesis.
o Besign ieseaich.
o Collect uata.
o Analyze uata.
o nteipiet the uata.
o Repoit the uata.


ritten Test
Trade Test
Police
VeriIication
Medical Test
Interview
OIIer oI
Appointment to
the Candidates
67
RSARC DSICN:-
Reseaich uesign is the conceptual stiuctuie with in which ieseaich
woulu be conuucteu. The function of the ieseaich uesign sis to pioviue the
collection of ielevant eviuence with minimum expenuituie of effoits, time anu
money. The suitable uesign is the one that minimizes bias anu maximizes the
ieliability of the uata collecteu anu analyzeu.
SAMPL SIZ:-
A SANPLE SE 0F is uiawn the iesponuents belong to uiffeient uepaitments of
the company
CULLCTIUN U DATA:-
The uata is collecteu thiough piimaiy anu seconuaiy souices.
PRIMARY SUURCS:-
The piimaiy uata is collecteu fiom the iesponuents belonging to uiffeient
uepaitments of the oiganization.
SAMPL SIZ:-
SANPLE T00L:- Simple ianuom sampling was auministiateu uestionnaiie with
consisteu of open enueu anu close enueu questions.
SCUNDARY SUURCY:--
Seconuaiy uata is collecteu fiom the following souices.
O Biscussions anu peisonal obseivations.
O 0iganization iepoit anu files.
O }ouinals anu websites.
RSARC ANALYSIS:-
Reseaich analysis is the computation of ceitain inuuces oi measuies along with
seaiching patteins of ielationship that exists among the uata gioup.
68
Statistical tools such as peicentages weie useu. The infoimation gatheieu is
iepiesenteu in the foim of tables so that the inteipietation woulu be piecise.
T MTUD U STUDY ULLUD IN TIS PRU)CT {IN BRI]
Sample Size :
Bata collection Nethou : uestionnaiies, obseivations, Biscussions
anu 0iganization iepoits.
Buiation of the stuuy : uays.
Analysis : Thiough peicentage methou
As the iequiiement to fill anew position will aiise the conceineu B0B will look into
the mattei. Beshe will take all paiticulais iegaiuing the position anu piepaie a
manpowei fiom, which contains all the paiticulais iegaiuing the position all the
specicaytions aie maue anu appioveu by the conceineu B0B anu that fiom is sent
BR uepaitment. BRB will begin to fill up that position by consiueiing all the
specification. The paiticulais like the
Position
Expeiience
ualification
Skill set
Buuget
Time limit
No. of positions
Location
With all the above paiticulais the iequisition fiom will be piepaieu authoiizeu by
the BB. f the iequiieu position is at junioi level oi t miuule level B0B
authoiization is enough, if the iequiiement is at top level along with the B0B the
appioval of the N.B of the oiganization is iequiieu.
PUSITIUN
t states that foi which position we aie looking foi the canuiuate.

6
PRINC
The minimum anu maximum no. of yeais of expeiience, iequiieu by the canuiuate
foi the position.
QUALIICATIUN
The acauemic anu othei qualification the management is looking foi in a canuiuate
to fill the position.
SKILL ST
What aie the specific skills that the canuiuate shoulu possess in oiuei to meet the
iequiiements
BUDCT
What is the salaiy the company is willing to pay to the canuiuate who is to be hiieu
TIM LIMIT
The maximum time that can be taken to fill that paiticulai position.
NU. U VACANCIS
This specifies the total No. of positions to be filleu.
LUCATIUN
f the company is having moie than one bianch then it shoulu be maue cleai in
which paiticulai bianch the canuiuate is iequiieu. When the iequisition foim
ieaches the B.R. uepaitment then the hunt suitable canuiuates begins. The B.R. team
has to look in to the specification anu then ueciue foi the souice of the canuiuate.
vaiious souices of canuiuates aie:
nteinal souice
Bata bank
Auveitisement in mews papei
B.R. net woik
Woiu of mouth
Consultants
}ob sites
Employee iefeience
7
INTRNAL SUURC:
When the iequiiements aiise then the B.R team will check out fiom theii
iecoius whethei theie is any canuiuate in the oiganization with the specifieu
paiticulais.
f any canuiuate is locateu with the appiopiiate piofile then the canuiuate is given
impoitance.
DATA BANK
A uata bank is maintaineu by the B.R. team which contains the piofiles of the
canuiuate. These piofiles will be maintaineu in an oiganizeu mannei such that the
ietiieval of the piofile will be easiei.
ADVRTISNTS IN NS PAPRS
When the no. of vacancies is moie in numbei the company will give an
auveitisement in news papeis by mentioning all the paiticulais. Then the
canuiuates with the suitable oi ielevant qualification will foiwaiu theii iesumes to
the B.R. uepaitment.
.R.NRURK
The B.R. team will have its own netwoik that can also be useu in tiacing the
canuiuates. The B.R. peisonal of vaiious of vaiious oiganizations fiom this netwoik.
URD U MUUT
The B.R. team also uses the woiu as a tool foi seaiching the canuiuates. B.R. team
passes the infoimation about the iequiiements in theii own netwoik anu collect
some piofiles. They use these piofiles anu baseu on the iequiiement.
CUNSULTANTS
Consultant is one of the expensive souices wheie the canuiuate will be iegisteieu
with the consultant. When theie aie some vacancies the B.R team will appioach
consultants to foiwaiu the canuiuates with auequate qualities.


71
)UBSITS
A jobsite pioviue space foi companies to keep theii aiticles, banneis,
auveitisements anu postings. nteiesteu canuiuates may foiwaiu theii piofiles,
when they get thiough the auveitisements.
MPLUY RRNC:
Employees may foiwaiu the canuiuates whom they know anu fell that they
aie best in ienueiing theii seivices.
Then the BR ueciues the souice (inteinally oi exteinally) of the canuiuates.
When the canuiuates fiom vaiious souices, senu theii iesumes to the company. The
company follows the pioceuuie as step wise.
RSUM SCRNINC:
Nany Canuiuates senu theii iesumes when they come to know about the
oppoitunities in the oiganization. BR peisonal will shoitlist these iesumes anu
select the iesumes that will meet iequiiement.
CALL TU T CANDIDAT:
The canuiuates who aie shoit-listeu will be infoimeu about the inteiview anu
then they ate calleu to attenu the inteiview.
TCIBICAL INTRVI:
A panel technical people inteiview the canuiuate with is puiely baseu on the
technical skills of the canuiuate. f the panel is satisfieu with the peifoimance then
the canuiuate is sent foi next level of the inteiview.
UD INTRVI:
The canuiuates who aie selecteu the B0B level will be now inteivieweu by
the BR peisonal in aspects like attituue, objectives, anu communication skills etc.
INAL INTRVI:
BR people will take this inteiview anu this will be the final iounu of inteiview. Beie
the panel uiscusses all the negotiations will be uone, iegaiuing the anu benefits.


7
VARIUUS RUMS RLATD TU RCRUITMNT IN VSP
Foim of Ceitificate to be piouuceu by a canuiuate belonging to Scheuuleu
Caste oi Scheuules Tiibe in suppoit of his claim
F0RN 0F CASTE CERTFCATE
Regn. No. Bate.
A. This is to ceitify that Shii.Smt.Kum. son uaughtei
of of village town in
BistiictBivision of the State0nion Teiiitoiy
Belongs to the castetiibe which is
iecognizeu as Scheuuleu Caste Scheuuleu Tiibe 0nuei:

PleaseTickNaik:
. The Constitution (Scheuuleu Castes) 0iuei, 9
. The Constitution (Scheuuleu Tiibes) 0iuei, 9
. The Constitution (Scheuuleu Castes) (0nion Teiiitoiies) oiuei, 9
. The Constitution (Scheuuleu Tiibes) (0nion Teiiitoiies) oiuei, 9
(As amenueu by the Scheuules Castes anu Scheuules Tiibes Lists (Nouification)
oiuei, 9, the Bombay Reoiganization Act, 9, the Punjab Reoiganisation Act,
9, the state of Bimachal Piauesh Act, 9, the Noith Eastein Aieas
(Reoiganisation) Act,9 anu Scheuuleu Tiibes 0iuei (amenument) Act, 9).
. The Constitution (}ammu & Kashmii) Scheuuleu Castes 0iuei, 9.
. The Constitution (}ammu & Kashmii) Scheuuleu Tiibes 0iuei, 989.
. The Constitution (Anuaman & Nicobai slanus) Scheuuleu Tiibes 0iuei, 99.
8. The Constitution (Bauia & Nagai Baveli) Scheuuleu Castes 0iuei, 9.
9. The Constitution (Bauia & Nagai Baveli) Scheuuleu Tiibes 0iuei, 9.
. The Constitution (Ponuicheiiy) Scheuuleu Castes 0iuei, 9.
. The Constitution Scheuuleu Tiibes (0ttai Piauesh) oiuei, 9.
. The Constitution (uoa, Baman & Biu) Scheuuleu Tiibes 0iuei, 9.
. The Constitution (uoa, Baman & Biu) Scheuuleu Tiibes 0iuei, 9.
7
. The Constitution (Nagalanu) Scheuuleu Tiibes 0iuei, 9.
. The Constitution (Sikkim) Scheuuleu Castes 0iuei, 98.
. The Constitution (Sikkim) Scheuuleu Tiibes 0iuei, 98.
. The Constitution (}ammu & Kashmii) Scheuuleu Tiibes 0iuei, 989.
8. The Constitution (Scheuuleu Castes) 0iuei (Amenument) Act, 99.
9. The Constitution (Scheuuleu Castes) 0iuei (Amenument) Act, 99.
. The Constitution (Scheuuleu Castes) 0iuei Seconu (Amenument) Act, 99.

B. Applicable in the case of Scheuule Caste Scheuule Tiibe peisons who have
migiateu fiom the state0.T. of theii oiigin (uelete the paiagiaph if not applicable):
This ceitificate is issueu on the basis of the scheuuleu castescheuuleu tiibe
ceitificate issueu to Shii.Smt.Kum. Fathei mothei of
Shii.SmtKum. of village town in
BistiictBivision of the state0nion Teiiitoiy who
belong to the castetiibe which is iecognizeu as scheuule
casteScheuule tiibe in the State0nion Teiiitoiy issueu by the
(name of piesciibeu authoiity)viue oiuei no.
uateu
C. Shii.Smt.Kum. anuoi his hei family oiuinaiily iesiue(s) in
villagetown of BistiictBivision of the state 0nion teiiitoiy
of .
Place: signatuie
State0nion teiiitoiy Name of ssuing Authoiity
Bate: Besignation

(With seal of office)
Note: . The teim "oiuinaiily" useu heie will have the same meaning as in section
of the Repiesentation of the People Act, 9.
. List of authoiities empoweieu to issue scheuule castescheuule tiibe ceitificates:
7
(i) Bistiict Nagistiate Auuitional Beputy CommissioneiBeputy Collectoist class
Stipenu magistiateSub-Bivisional Nagistiate Taluka NagistiateExecutive
Nagistiate
(ii) Chief piesiuency magistiateAuuitional chief piesiuency magistiatePiesiuency
Nagistiate.
(iii) Revenue officei not below the iank of Tehsiluai.
(iv)Sub-Bivisional 0fficei at the aiea wheie the canuiuate anu oi his family
noimally iesiues.
. The caste ceitificate issueu by an authoiity othei than the stateu above will not be
accepteu.
URM U CRTIICAT TU B PRUDUCD BY UTR BACKARD CLASSS
APPLYINC UR APPUINTMNT TU PUSTS UNDR CUVRNMNT U INDIA AND
CNTRAL CUVT. PUBLIC SCTUR UNDRTAKINCS
Regn. No. Bate
A. This is to ceitify that Shii.Smt.Kum. son
uaughtei of of villagetownin Bistiict
Bivisionof the StateTeiiitoiybelongs to the
community which is iecognizeu as a backwaiu class unuei:
Pleose tick mork:
(i) uovt. of nuia, Ninistiy of Welfaie Resolution No. 89-BCC uateu
.9.99, publisheu in uazette of nuia, Extiaoiuinaiy-pait ,section-
,anu No.8 uateu .9.99.
(ii) uovt. of nuia, Ninistiy of Welfaie Resolution No. 99-BCC uateu
9..99, publisheu in uazette of nuia, Extiaoiuinaiy-pait ,section-
,anu No. uateu ..99.
(iii) uovt. of nuia, Ninistiy of Welfaie Resolution No. 9-BCC uateu
..99 publisheu in uazette of nuia, Extiaoiuinaiy-pait ,section-
,anu No.88 uateu ..99.
7
(iv) uovt. of nuia, Ninistiy of Welfaie Resolution No. 99-BCC uateu
..99, publisheu in uazette of nuia, Extiaoiuinaiy-pait , section-
,anu No. uateu ..99.


B. Applicable in the case 0BC peisons who have migiateu fiom the state0.T. of
theii oiigin (uelete the paiagiaph if not applicable):
This ceitificate is issueu on the basis of the 0thei Backwaiu Classes ceitificate
issueu to Shii.Smt.Kum. Fathei mothei of Shii.SmtKum.
of village town in BistiictBivision
of the state0nion Teiiitoiy who belong to the
caste which is iecognizeu as a Backwaiu Classes in the State0nion
Teiiitoiy issueu by the (name of piesciibeu
authoiity)viue oiuei no. uateu

B. Shii.Smt.Kum. anuoi his hei family oiuinaiily iesiue(s) in
villagetown of BistiictBivision of the state 0nion
teiiitoiy of .
C. This is also to ceitify that heshe uoes not belong to the peisonssections
(Cieamy Layei) mentioneu in column of the Scehuuleu to the govt. of nuia,
Bepaitment of Peisonnel & Tiaining 0.N.No.9-Estt.(SCT)uateu
8.9.99.
Place: signatuie
State0nion teiiitoiy Name of ssuing Authoiity
Bate: Besignation

(With seal of office)


76
Note: . the teim "oiuinaiily" useu heie will have the same meaning as in section
of the Repiesentation of the People Act, 9.
. List of authoiities empoweieu to issue scheuule castescheuule tiibe ceitificates:
(i) Bistiict Nagistiate Auuitional Beputy CommissioneiBeputy Collectoist class
Stipenuiaiy magistiateSub-Bivisional Nagistiate Taluka NagistiateExecutive
Nagistiate
(ii) Chief piesiuency magistiateAuuitional chief piesiuency magistiatePiesiuency
Nagistiate.
(iii) Revenue officei not below the iank of Tehsiluai.
(iv) Sub-Bivisional 0fficei at the aiea wheie the canuiuate anu oi his family
noimally iesiues.
. The caste ceitificate issueu by an authoiity othei than the stateu above will not be
accepteu.



NAM AND ADDRSS U T INSTITUTJUSPITAL

Ceitificate No. Bate:
DISABILITY CRTIICAT
Recent Photogiaphy
of the canuiuate
showing the
uisability uuly
attesteu uuly
attesteu by the
Chaiipeison of the
Neuical Boaiu

This is to ceitify that Shii.Smt.Kum. sonwife uaughtei of
Shii age sex iuentification maik(s)is suffeiing fiom
peimanent uisability of following categoiy:


77




A. Locomotois oi ceiebial palsy:
(i) BL-Both legs affecteu but not aims
(ii) BA-Both aims affecteu (a) impaiieu ieach
(b) Weakness oi giip
(iii) BLA- Both legs anu aims aie affecteu
(iv)0L- 0ne leg affecteu (iight oi left) (a) mpaiieu each
(b)Weakness oi giip
(c)Ataxic
(v) 0A- 0ne aim affecteu (iight oi left) (a) mpaiieu each
(b)Weakness oi giip
(c)Ataxic
(vi)BB- Stiff back anu hips (cannot sit oi stoop)
(vii) NW- musculai weakness anu limiteu physical enuuiance.
B. Blinuness oi Low vision:
(i) B-Blinu
(ii)PB- Paitially blinu
C. Beaiing impaiiment:
(i) B-ueaf
(ii) PB-Paitially ueaf.
(Belete the categoiy which evei is not applicable)
. This conuition is piogiessive non-piogiessive likely to impiove not likely to
impiove. Re -assessment of this case is not iecommenueuis iecommenueu aftei a
peiiou of yeais months.*
. Peicentage of uisability in his hei case is peicent.
78
. Shii.Smt.Kum. meets the following physical iequiiements foi
uischaige of his hei uuties:-
(i) F-can peifoim woik by manipulating with fingeis YesNo
(ii) PP-can peifoim woik by pulling anu pushing YesNo
(iii) L- can peifoim woik by lifting YesNo
(iv) KC- can peifoim woik by kneeling anu ciouching YesNo
(v) B- can peifoim woik by benuing YesNo
(vi) S- can peifoim woik by sitting YesNo
(vii) ST- can peifoim woik by stanuing YesNo
(viii) W- can peifoim woik by walking YesNo
(ix) SE- can peifoim woik by seeing YesNo
(x) B- can peifoim woik by heaiingspeaking YesNo
(xi) RW- can peifoim woik by ieauing anu wiiting YesNo
(Bi) (Bi) (Bi)
NENBER NEBCAL NENBER NEBCAL CBARPERS0N
B0ARB B0ARB NEBCAL B0ARB
Counteisigneu by the
Neuical SupeiintenuentCN0Beau of Bospital
(With seal)
*Stiike out which is not applicable.













7








TU B SUBMITTD BY CANDIDATS BLUNCINC TU SCJST CUMMUNITY
ALUNC IT PUTUCUPY U T CAST CRTIICAT
a) Name:
b) B) Fathei's Name:
c) Caste Ceitificate No.:
u)Bate 0f ssue:
e) Name of the ssuing Authoiity:
f) Place anu auuiess of issue of the Ceitificate:
Anu 0ffice seal anu Phone numbei (if any):


Affix passpoit size photogiaph
Ceitifieu by uazetteu 0fficei
Acioss the photogiaph
DSte: SignSture of tbe cSndidSte







8
TU B SUBMITTD BY CANDIDATS BLUNCINC TU UBC CUMMUNITY
ALUNC IT PUTUCUPY U T CAST CRTIICAT
a) Name:
b) Fathei's Name:
c) Caste Ceitificate No.:
u) Bate of ssue:
e) Name of the ssuing Authoiity:
f) Place anu auuiess of issue of the Ceitificate:
Anu 0ffice seal anu Phone numbei (if any):

Affix passpoit size photogiaph
Ceitifieu by uazetteu 0fficei
Acioss the photogiaph
son uaughtei
Sii Resiuent of village town city
Bistiict state
heieby ueclaie that belong to the community which is iecognizeu as
a Backwaiu Classes by the uoveinment of nuia foi the puipose of ieseivation in
seivices as pei oiuei containeu in Bepaitment of Peisonnel & Tiaining
0.N.No.9-Estt.(SCT)uateu 8.9.99. t is also ueclaieu that i uoes not
belong to the peisonssections (Cieamy Layei) mentioneu in column of the
Scheuule to the above iefeiieu office Nemoianuum uateu 8.9.99.

DSte: SignSture of tbe cSndidSte
81


VISAKAPATNAM STL PLANT
PRSUNNL DPARTMNT
RCRUITMNT SCTIUN

Bt. ..9
t has been ueciueu that to conuuct ie-test foi the post of tiainee Khalasi that
hau been auveitiseu viue vSP Reciuitment Auveitisement No. 8.
Theiefoie the test helu on
th
maich, 9 foi the post of Tiainee Khalasi
shall not be consiueieu. All the canuiuates who appeaieu foi the wiitten test
on
th
maich, 9 shall be issueu with fiesh aumit caiu that shall be sent to
them by post anu they can as well uownloau the same fiom the website
www.vizagsteel.com in uue couise.
The uate of ie-test will be announceu shoitly.
The inconvenience is iegietteu.












8
VIZAC STL - YSTRDAY, TUDAY, TUMMURU

visakhapatnam Steel Plant is the only shoie- baseu integiateu steel plant, with a
iateu capacity of . Nt Bot Netal, . Nt Liquiu Steel anu . Nt saleable Steel.
YSTRDAY:-
The momentous uecision to establish a Steel Plant at visakhapatnam was
announce in the pailiament in 9 by then Piime Ninistei, Smt. nuiia uanuhi. The
founuation stone foi this massive pioject was laiu in 9. The uetaileu pioject
iepoit was piepaieu in 9.
Following this, the compiehensive ieviseu uetails pioject iepoit was
piepaieu auopting latest technologies available.
Bistance iaw mateiial linkages couple with lack of captive mines foi majoi
iaw mateiials, have iesulteu in high iaw mateiial costs too.
All these pioblems leu vSP to its nauii point it's iepoiting to BFR. Aftei that,
the plant has exhibiteu uiamatic tuinaiounu anu has been making piofits
continuously foi the past yeais.
TUDAY:-
Piesently the plant is opeiating at highei effectively levels suipiising the
iateu capacities thus achieving . Nt Bot Netal, . Nt Liquiu Steel anu . Nt
saleable Steel i.e. %, % & % of the iespective iateu capacities uuiing
-.
Also, the piestigious Piime Ninistei's Tiophy awaiu was bestoweu on the
vizag Steel foi the yeai -.







8






TUMURRU:-
n line with the vision in National Steel Policy envisaging Nt Steel by
9-, vizag Steel is also planning to expanu its capacity. Consiueiing the
buoyancy in uomestic Steel maiket foi long piouucts, which is the piouuct mix of
vSP anu the high acceptance of vSP's bianu image in the maiket, an expansion plan
has been pioposeu. The expansion plan of uoubling the capacity of the plant has
been cleaieu in a iecoiu time of months anu the entiie vizag Steel collective is
totally geaieu up foi completing the expansion in the stipulateu months.





















8








CHAPTER-V
EMPIRICAL ANALYSIS























8
6.1 ANALYSIS OF PRO1ECT
My project titled 'Study on Recruitment and Selection Process oI employees in
Visakhapatnam Steel Plant and its impact on job satisIaction. For this project I
prepared a questionnaire on job satisIaction. I took a sample size oI 1 and collected
the data where I personally met employees working at their respective department.
I met some employees personally and interviewed them about their job
satisIaction levels and their opinions to improve the job satisIaction. In my study I
came to know that job satisIaction will come not only with monetary beneIits it also
involves personal beneIits and most oI the respondents said that now-a-days the
recruitment and selection procedures Iollowed by VSP are very beneIicial to each and
every employee who is recruited.


6.2 RECRUITMENT POLICY
INDTRODUTION
RINL/VSP is one oI the modern integrated steel plants in India with the state-
oI-the-art technology in steel making. To manage the given technology, operate the
continuous process oI production and carry our other critical Iunctions like Marketing,
Personnel, Finance etc, skilled, highly skilled personnel and competent proIessionals
with excellent managerial capabilities are required to be inducted at right place and
right time.

OB1ECTIVES
1. To meet manpower requirements oI the company in terms oI the approved
strength oI manpower.
. To IulIill the requirement oI competent personnel in terms oI requisite
capabilities, skills, qualiIications, aptitude, merit and suitability with a view to
IulIill company`s objectives.
86
. To attract, select and induct the best oI the talents available keeping in view the
Iunctional requirements oI the organization.
. To provide suitable induction points Ior intake Irom external sources and
thereby inIuse Iresh blood into the organization.
. To ensure an objectives and reliable system oI selection.
6. To have a dynamic and reasonably Ilexible recruitment policy in tune with
market economy to enable induction oI personnel in the quickest possible time
to meet the operational requirements oI the organization.

SCOPE
1. The policy shall over all recruitment oI personnel made in the company in
executives as well as non-executive cadre (expect appointments made by the
Govt. and shall apply to all units/branches oI RINL.

. The policy shall not cover engagement oI advisers/consultant etc or adhoc
appointments Ior temporary requirements.

SOURCE OF RECRUITMENT
There will be two sources oI recruitment:
Internal i.e. Irom within the company.
External i.e. Irom open market through Employment Exchange, advertisement
in press/internet, recruitment through reputed placement/manpower agencies,
other organizations and /or campus selection Irom Universities/Institutes and/or
through direct negotiations.

INTERNAL CIRCULATIONS OF POSTS
Recruitment/Selection to posts Irom within the company may be done through
internal circulations as under:
87
1. The posts intended to be Iilled through internal sources will be circulated in the
Company giving the qualiIications, age, experience etc.

. Internal recruitment involving changes in grade will be processed by the
respective Zonal Personnel I/c with the approval oI Competent Authority. Such
proposals will be routed through Manpower Cell oI Personnel Department to
ascertain the vacancy position, to assess the need to Iill up such vacancies,
roster points etc.

. Internal selection will be done by conducting written test and/or interview by a
duly constituted committee.

. TransIer Irom one department to another in parallel grade with the company
Iollowing the procedural oI internal selection will not be treated as recruitment.

RECRUITMENT FROM EXTERNAL SOURCES
1. Recruitment Irom external sources will be resorted to Ior injection oI Iresh
blood at the induction level(s/grade(s. However, the company may, iI
required, induct direct recruits Irom external sources at other level(s/grades(s
also to meet Iunctional requirements oI particulars skill/experience or Ior
optimum utilization oI its assets and/or inIusion oI modern system, skills &
techniques oI operation etc., necessary Ior eIIicient operation, technology up
gradation or modernization.

. At least, 66/ oI vacancies occurring during the preceding year(s at
induction level(s/grade(s in E- grade will be Iilled up through Management
Trainees (MTs.

. Recruitment oI executives Irom external sources will be made generally


. through open advertisement in the press. However, recruitment oI executives
can also be done through campus interviews Irom approved institutions,
Universities and/or reputed placement/manpower agencies and/or through
88
direct negotiation with individual(s and/or circulation oI posts to PSU(s with
prior approval oI the Competent Authority.

. Recruitment to the posts in non-executive cadre carrying scale oI pay,
maximum oI which does not exceed Rs. per month (pre-revised as
indicated in the DPE OM No.(8/1-DPE(C dt.6..1, will be done
through the Employment Exchange. In addition to notiIying the vacancies Ior
such relevant categories to the Employment Exchange, the requisitioning
authority may, keeping in view administrative/budgetary convinces, arrange Ior
the publication oI the recruitment notice Ior these categories in the
Employment News or other newspapers and then consider the cases oI all the
candidates who have applied, provided they IulIill the speciIications Ior the
post advertised. In addition to above, such recruitment notices will be displayed
on the oIIice notice boards also Ior wider publicity (DPE (11/6(GL-
1/GM dt..11.18.

6. In case oI death or permanent total disablement oI an employee due to accident
arising out oI and in course oI employment, employment to one oI his/her
direct dependents will be provided subject on permanent medical unIitness, the
concerned employee/dependent(s will only be entitled to monthly payment
beneIits as per Employees` Family BeneIit Scheme.

7. To encourage and support sports and sportsmen, the Company may recruit
sportsmen under 'Sports quota by Iollowing the procedure laid down in DPE
guidelines/Government rules on the subject.


DEPARTMENTAL CANDIDATES
Employees oI the Company will be eligible to apply against in the press,
provided they IulIill the eligibility conditions as may be prescribed Irom time to time.







8
INDUCTION LEVELS
Executives
To manage executive positions in key perIormance areas oI the company, direct
recruits will be inducted in various disciplines/work areas Irom time to time
depending on the requirements, in the Iollowing positions:
I. Management Trainees in diIIerent disciplines.
II. Junior Manager (F&A/Marketing/Personnel etc.
III. Junior Medical OIIicers.
IV. Specialists in Medical department
V. Experience Executives in suitable positions in diIIerent areas.
VI. Such other posts as may be decided by CMD keeping in view the requirements
oI the organization.
Non-Executives
In the non-executives cadre, induction oI direct Irom external sources will be
carried out oI the Iollowing positions:
I. Unskilled/Semi-skilled category: As Trainee Khalasi etc. and aIter successIul
completion oI minimum one year training and IulIillment oI other conditions,
they will be appointed as regular employees in S-1 grade.
II. Skilled category: As Junior Trainees and aIter successIul completion oI
prescribed period oI training they will be placed in S- grade.
III. Highly skilled category: As Senior Trainees and aIter successIul completion oI
prescribed period oI training they will be placed in S-6 grade.
IV. Ministerial category: As Secretarial Assistants (those possessing Graduation,
with Typewriting and Shorthand qualiIication in Sl-1 grade and as Junior
Assistants (those possessing only graduation in S- grade.
V. Para-medical staII and Store keeping staII etc. in suitable grades corresponding
to the posts.
VI. Experienced employees in suitable grades.

VII. Such other posts as may be decided by CMD keeping in view the requirements
oI the organization.

DELEGATION
Delegation oI authority to recruit and/or appoint will be as per DOP.

1OB SPECIFICATIONS
1. Job speciIications will stipulate the minimum eligibility condition Ior each
job/post in terms oI the Iollowing:
Educational QualiIications
Experience required, iI any
Age limit
Physical/Medical standards, iI any
Any other requirements as may be deemed necessary.
. Job speciIications stipulated Ior each post may be subject to periodical review
and updating keeping in view the changing needs oI the organization. As and
when required, a committee consisting oI representatives Irom the
Department(s concerned, Personnel and other departments as deemed Iit may
be constituted by the Competent Authority. Changes suggested by the
Committee with regard to the existing Job speciIications will be subject to the
approval oI the Competent Authority.

REQUISITIONS
1. All requisitions/proposals Ior recruitment oI personnel will be sent by the
concerned Head oI the Department to the Manpower Planning Cell (MPC oI
Personnel Department.

1
. MPC will scrutinize each proposal received Irom the Indenting Department
keeping in view the approved manpower strength and the need to Iill up the
posts and obtain the approval oI the competent authority and Iorward the same
to the Recruitment Section Ior initiating Iurther action, as required.

RESERVATION OF POSTS
1. Reservation oI posts Ior OBCs, Scheduled Castes and Scheduled Tribes shall
be provided in accordance with the Presidential Directives issued on the subject
Irom time to time.

. Reservation oI posts Ior other categories such as Ex-serviceman, Physically
Handicapped persons etc. will be provided as per rules.

RESPONSIBILITY
All activities pertaining to recruitment will be centrally coordinated and
managed by Recruitment Section oI Personnel Department at Headquarters. However,
representative(s oI other departments(s, as deemed necessary may be associated at
various stages oI recruitment and/or selection oI candidates. The services oI
specialized agencies may be taken, iI required, Ior conducting written tests/job
tests/group tasks/group discussions, etc as also Ior short listing oI suitable candidates
Ior selection.

SCREENING OF APPLICATIONS
Applications received in response to the vacancies
circulated/notiIied/advertised etc. will be screened by the Recruitment section
keeping in view the job speciIication prescribed Ior the post(s in question and
the candidates short listed Ior interview. As and when necessary, the indenting
department may be consulted Ior screening and short listing oI candidates.


II suitable candidates with the required job speciIications are not available, or iI
candidates are otherwise exceptionally qualiIied or experienced, but require
relaxation in speciIications like age, qualiIications etc competent authority may
relax the speciIications prescribed as a one time measure in order to Iacilitate
Iilling up oI such post(s in time, provided such provision Ior relaxation has
been stipulated in notiIication/advertisement Ior the post. Any subsequent
recruitment against such posts(s will, however, is made strictly on the basis oI
the standard job speciIications prescribed.

MODE OF SELECTION
1. Selection oI candidates Ior appointment in the Company will be made on the
basis oI their merit and suitability as assessed through selection test(s. the
selection test(s will comprise oI:
I. ritten test/job test/trade test or any combination thereoI; and/or
II. Group task/Group discussion/interview or both; and/or
III. Any other test(s as may be prescribed or as decided by the Competent
Authority.

. herever selection is made on the basis oI a combination oI a written test/trade
test etc. and interview/group discussion etc. weightage oI diIIerent segments
administered, will be assigned as Iollows;

ritten test/ job test/trade test or any
Other test as may be prescribed: 8

Group task/Group discussion/interview or
A combination 1


. A candidate is required to secure minimum qualiIying marks oI in each
segment or such percentage as may be prescribed by the competent authority
Irom time to time. Relaxation in respect oI SC/ST/OBC, iI any, will be
provided as per Presidential Directives in each selection segment to qualiIy.
Relaxation in qualiIying marks will also be provided to DPs as per the existing
policy.

. here the selection is solely based on interview, the weightage Ior interview
will be 1.

SELECTION COMMITTEE
1. In order to assess the suitability oI the candidates Ior the post(s in question,
Selection committee(s will be constituted by the competent authority.

. As and when required, experts Irom outside the organization may also be
included in the selection committee(s to ensure proper evaluation oI
candidates.

FINAL SELECTION OF CANDIDATES
1. The selection committee will assess the comparative merit oI each candidate in
terms oI his/her qualiIications, experience, iI any, and on the basis oI
perIormance in the selection test(s and interview as per criteria laid down and
come to a conclusion as to whether or not the candidate would measure up to
the requirements oI the job he/she is expected to perIorm. However, wherever
marks are assigned, committee members will be required to give marks on the
basis oI criteria prescribed depending upon the relative perIormance oI each
candidate in the test/interview and keeping in view his/her suitability Ior the job
in question.

. Candidates Iound suitable will be empanelled in order oI merit on the basis oI
Iollowing:
a herever marks are assigned, merit list oI candidates who have secured
minimum qualiIying marks as at Para 1. will be prepared on the basis
oI aggregate marks secured by the candidates in the selection/test(s; and
wherever selection is made Ior more than one discipline/stream, merit
lists would be prepared discipline/stream wise.
b herever selection is made only on the basis oI evaluation oI the
selection committee without assigning marks, merit lists oI the
candidates will be drawn up as recommended by the selection
committee.

. The select list so prepared will be subject to the approval oI the competent
authority and will remain valid Ior a period oI one year Irom the date oI such
approval, which can be extended at the discretion oI the competent authority.


ISSUE OF OFFERS
1. Appointment oIIers will be issued to the required number oI candidates Irom
the panel/merit list in order oI merit in each discipline/stream with the
approval oI the competent authority.

. All appointment oIIers will be centrally issued by the Recruitment Section oI
Personnel Department. The in-charge oI Recruitment Section is authorized to
issue oIIers oI appointment Ior and on behalI oI the Competent Authority.




MEDICAL EXAMINATION
1. All appointments in the company will be subject to the selected candidates
being Iound medically Iir by the Company`s medical oIIicer/board Ior the
post(s Ior which they have been selected. here there is no company hospital,
medical examination will be conducted by an approval Government
Hospital/Medical Board.

. Medical standards will be laid down Ior each category oI job(s/post(s, both
executive as well as non-executive, keeping in view oI the job requirements.

. Medical standards prescribed Ior diIIerent jobs/posts will be subject to review
Irom time to time depending on organizational needs. As and when necessary,
the competent authority may constitute a committee oI experts to review and
suggest suitable changes in existing medical standards. Such changes will,
however, be subject to approval oI the competent authority.

DEPUTATIONISTS
Not withstanding anything contained in this policy and in exceptional cases,
employees oI other PSUs or Government may be appointed in the company on
deputation basis Ior such periods as may be decided by the competent authority. Such
deputations may be absorbed in suitable posts in the company, as may be decided by
the competent authority.

INDUCTION/ORIENTATION
All newly appointed employees in the company will undergo suitable
induction/orientation programs to be organized by the Training Department. Induction


6
program will, among other things, aim at systematically introducing the new
employees to the company, its philosophy, its major policies, technology, existing
status, Iuture plans etc. the induction program should clearly spell out the mutual
expectations with emphasis on company`s objectives and goals.

POST SELECTION FOLLOW UP
The selected candidates on joining the company will be under probation Ior a
period oI twelve months or such other period as may be speciIied. The period oI
probation may be extended in suitable cases as provided in the Service Rules.

RULES AND PROCEDURES
The Chairman-cum-Managing Director, RINL/VSP, is authorized to Irame and
issue the rules, procedures, guidelines, instructions etc. under the policy, designate
competent authorities to exercise powers under the policy and rules and give
clariIications on issues arising out oI the policy.

TENURE
1. Policies and rules Iramed hereunder will come into Iorce Irom the date notiIied
by Chairman-cum-Managing Director, RINL/VSP, and will remain in Iorce Ior
a period as decided by him.

. The company, however, reserves the right to amend, modiIy, cancel or
withdraw the policy or any part thereoI at any time without notice.






7





CHAPTER-VI
Questionnaires

















8
A QUESTIONNAIRE ON
RECRUITMENT AND SELECTION
IN
VISAKA STEEL PLANT, VISAKAPATNAM.
PERSONAL PROFILE
Name:
Designation:
Age:
QualiIication:
1. hat is the source oI Recruitment?
a Internal b External c Both d None
. ill the Company permit you to leave the job better opportunities outside?
a Yes b No c In some cases
. VISAKA STEEL PLANT whether the recruitment oI vacancies done every year?
a Yes b No c None
. By which technique you approached the VISAKA STEEL PLANT Ior
employment?
a Employment exchange notiIication in news media
b Educational Institutions c All the above
. VISAKA STEEL PLANT oIIers which type oI recruitment Ior its employees?
a Temporarily basis employment b Permanent basis employment
c Both
6. Are you satisIied with presents or you need any Iresh recruitment?
a Yes b No
7. Is Recruitment is necessary Ior VISAKA STEEL PLANT?
a Yes b No
8. as training will be given to the employees aIter they are recruited?
a Yes b No
. as recruitment will be done when the vacancies are recruited?
a Yes b No
1.Do you Ieel that recruitment plays an important role in VISAKA STEEL PLANT?

a Yes b No
11.ould you believe that aIter recruitment the employee should be given correct
placement?
a Yes b No
1.Give me your opinion iI the placement is not good in an organization, it leads to
less productivity or not?
a Yes b No
1.In VISAKA STEEL PLANT which type persons were recruited?
a Technical b Non-Technical c Both (a & (b
1.Does VISAKA STEEL PLANT needs Managers Ior the departments like HR,
Finance, and Marketing?
a Yes b No
1.In VISAKA STEEL PLANT, are there any reserved posts Ior SC/ST/PHC?
a Yes b No
16.In VISAKA STEEL PLANT, what is the process oI recruiting the persons in to the
organization?
a ritten test b Interview c Technical test d All the above
17.hich persons will be recruited in VISAKA STEEL PLANT regarding their
experience?
a Experience Candidates b Fresher c Both
18.hich types oI tests are conducted at the time oI recruitment process in VISAKA
STEEL PLANT?
a Physical test b ritten test c Mental ability test d Oral test
e All
1. Do you thing inductions necessary Ior newly appointed employee in VISAKA
STEEL PLANT?
a Yes b No
.hat is your overall opinion about personal recruitment, Selection in VISAKA
STEEL PLANT?
a Excellent b Good c Average d Poor
1









CHAPTER-VII
FINDINGS & SUGGESTIONS












11

7. 1 FINDINGS

. employees are satisIied with their jobs in the present organization.
1. employees are working more than years and above.
oI the employees are satisIied with their job proIile
.66 oI the employees are very satisIied with the organization Ior providing
good development programs and career Iocus.
and above employees are satisIied with their organization Ior providing good
PA and Ior providing good environment


7. 2 SUGGESTIONS

PerIect manpower consultants is lacking some basic inIrastructure like proper
internet connection, manpower etc The organization should have minimum two
systems connected to internet and one system should be used exclusively to
down load the data Irom the Job Portal and the second one can be used Ior
other purposes (like sending terms & conditions, receiving and sending mails
etc. One system should be used Ior maintaining the database and records.

PerIect manpower consultants should avoid dealing with low proIile
requirements (like recruiting oIIice assistants, Iront oIIice executives or were
the salary package is less than Rs 8. Because time and energy (work Iorce
used to IulIill the low proIile requirement can be used in a better else were to
generate more revenues.



1


Though consultancy has already owned a good reputation, but it always need
some type oI publicity as a reminder to the young stars approaching to the jobs.
This might help in accumulating good data base.


7. 3 CONCLUSION

By the above study I would like to conclude that:
The recruitment process in VSP is done through mailing services, newspaper
ads and reIerences.
The selection process in VSP is depends on the job proIile oI their requirement
The selection procedures had an impact on job satisIaction oI employees.
The study also says that the satisIaction level oI employees are diIIerent Ior
each employee and mostly this satisIaction levels are depends on good
appraisal, oIIicial as well as personal beneIits and career growth












1
APPENDIX
Name : Designation :
QualiIication: Company :

1. How satisIied are you with your current job?
a Very SatisIied
b SatisIied
c Neutral
d DissatisIied
. How long have you been with the company?
a Below 6 months
b Above 6 months
c Above 1 year
d Above years
. How satisIied are you with the Iollowing? (Very SatisIied, SatisIied ,
DissatisIied
a Job proIile
b Development
c Career Iocus
. How satisIied are you with the Iollowing? (Very SatisIied, SatisIied ,
DissatisIied
a Appropriate recognition to your contribution
b ith your overall job security
c ith a company as a place to work
. How do you enhance the job satisIaction?
a Coordination
b Technology
c Good recognition
1








BIBLIOGRAPHY


TEXT BOOKS

O P. Subba Rao, 'Essentials oI HUMAN RESOURCE AND MANAGEMENT
RELATIONS, Himalaya Publications, Second edition and Revised print 7.
O David A. Decenzo, 'PERSONNEL /HUMAN RESOURCE MANAGEMENT
O Tina Agrell, 'RECRUITMENT TECHNIQUES FOR MODERN
MANAGERS










1






WEBSITES

O www.google.com
O www.answers.com
O http://en.wikipedia.org/wiki/
O http://en.wikipedia.org/wiki/VizagSteelPlant
O http://www.vizagsteel.com/code/tenders/jobdocs/68web-ad.pdI
O www.jsb.ac.in/library/projects/htm
O www.citehr.com















16
GLOSSARY

Human Resource Management is a Iunction perIormed in the organization that
Iacilitates the most eIIective use oI people (employee to achieve organizational as
well as individual goals.

1ob Descriptive Index (JDI is a speciIic questionnaire oI job satisIaction that has
been widely used. It measures one`s satisIaction in Iive Iacets: pay, promotions and
promotion opportunities, coworkers, supervision, and the work itselI.

1ob Satisfaction is a pleasurable emotional state resulting Irom the appraisal oI one`s
job.

Performance Appraisal is an on going process oI evaluation and managing both the
behavior and outcomes oI employees in the work place.
Recruitment reIers to the process oI seeking and attracting a pool oI people Irom
which qualiIied candidates Ior job vacancies can be chosen.
Selection is a process oI ascertaining the qualiIications, experience, skill, knowledge,
etc oI an applicant with the purpose oI determining his suitability the job.
Training is the systematic development oI knowledge, skill and attitudes required by
an individual to perIorm adequately a given task or job.