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CONTENTS

Prefaces
Declaration
Acknowledgement
Objective of the study
Research methodology
About RELIENCE ROSA POWER SUPPLY COMPANY
LIMITED
History of relience rosa power supply company limitedin india
Introduction of the organization
Organizational set up
Products profile of relience rosa power supply company limited
About the topic
Analysis and interpretation
Findings of the study
Suggestions
Conclusion
Bibliography
Annexure

OBJECTIVE OF THE PROJECT

The basic objective of the project undertaken will be as follows: -

To know the managerial satisfaction level about Recruitment and Selection


procedure.

To critically analyze the functioning of the recruitment and Selection procedure.

Different method adopted towards employees trained them and how it is followed.

To access the performance appraisal of RELIENCE ROSA POWER SUPPLY


COMPANY LIMITEDLTD.

What factors are required to find out the training needs.

In changing scenario, what attributes are required in an individual.

To know the training procedures.

To critically analyse the functions of training.

To identify a new areas by which workers do their work more effectively.

How company survives in competitive era with respect of competence required in


an individual.

RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure. This includes
overall research design, the sampling procedure, the data collection method, and analysis
procedure. Out of total universe 15 respondents from coca-cola have been taken for
convenience. The sample procedure chosen for this are statistical sampling method. Here
randomly employees are selected and interviewed. Information, which I collected, was
based on the questionnaires filled up by the sample employees.

Under secondary

method I took the help of various


reference books which I have mentioned in bibliography and also by way of surfing
through the company website.

Primary Data
Questionnaire: Corresponding to the nature of the study direct, structured questionnaires
with a mixture of close and open-ended questions will be administered to the relevant
respondents within the Personnel and other Departments of the organisation.

Secondary Data
Organizational literature: Any relevant literature available from the organisation on the
Company profile, recruitment & selection procedures, Job specifications, departmentwise break up of manpower strength and the organisational structure. Other Sources:

Appropriate journals, magazines such as Human Capital, relevant newspaper articles,


company brochures and articles on www sites will also be used to substantiate the
identified objectives.

Sampling Plan and Design


A questionnaire will be used for the purpose of research: Questionnaire: To test the
validity and effectiveness of the recruitment and selection procedures within the
organisation and to test th validity and effectiveness of the policies and procedures within
the organisation. The basic rationale of Questionnaire is to ascertain the perception of the
non-HR departments in terms of the validity and effectiveness of the policies and
procedures used by the organisation. It is also in line with the assessment of any
suggestions/recommendations that the respondents from
these Departments might have in terms of the use of an alternative source/device of
recruitment and selection, than what already forms the current practice of the HR
Department. Questionnaire would be administered to 15 respondents, holding a senior
designation within the Personnel
Department of the organisation. It will also be administered to at least 15 respondents
belonging to typical Departments within the organisation and holding senior designations
within their respective Departments. Sampling Element For the purpose of administering
the Questionnaire, the respondents would comprise of personnel holding senior
designations within the Personnel Department of the organisation. The respondents for
the Questionnaire will also be preferably being panel members of the Recruitment &

Selection Board of the organisation. The respondents would comprise of personnel


holding senior designations within certain typical Departments
identified within the organisation, namely:
Stores
Finance Operations

COMPANY
PROFILE

Reliance Power Limited is a part of the Reliance Group, one of Indias


largest business houses. The group operates across multiple sectors,including
telecommunications,

financial

services,

media

and

entertainment,

infrastructure and energy. The energy sector companies include Reliance


Infrastructure and Reliance Power .
Reliance Power has been established to develop, construct and operate
power projects both in India as well as internationally. The Company on its
own and through its subsidiaries has a large portfolio of power generation
capacity, both in operation as well as capacity under development.
The power projects are going to be diverse in terms of geographic location,
fuel type, fuel source and off-take, and each project is planned to be
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strategically located near an available fuel supply or load centre. The


company has close to 6000 MW of operational power generation assets. The
projects under development include three coal-fired projects to be fueled by
reserves from captive mines and supplies from India and elsewhere; one gasfired projects; and twelve hydroelectric projects, six of them in Arunachal
Pradesh, five in Himachal Pradesh and one in Uttarakhand.
Reliance Power's project portfolio also includes 3,960 MW Sasan Ultra
Mega Power Project (Madhya Pradesh). UMPPs are a significant part of the
Indian government's

initiative to

collaborate

with

power

generation

companies to set up 4,000 MW projects to ease the countrys power deficit


situation.
Reliance Power has also registered projects with the Clean Development
Mechanism executive board for issuance of Certified Emission Reduction
(CER) certificates.

Corporate Social Responsibility


Reliance power believes in integrating with the local community and
promotes inclusive growth.

Organisations, like individuals, can only survive, sustain and grow


with the support and goodwill of the local communities
Shri. Dhirubhai H Ambani, Our Founder Chairman.

What are we intending to achieve


At Reliance, we firmly believe in our commitment to all our stakeholders.
We are aware of our commitment to local communities for ensuring
sustainable development. Therefore, we lay high emphasis on understanding
the requirements of the local community and embark on initiatives,
expending considerable resources, which create long-term societal benefits.

We take utmost care in the selection of community interventions we initiate.


Our prime endeavor is to remain focused on creating long-term wealth
creation for all local community members irrespective of their gender, ethnic
and religious backgrounds.
Being a conglomerate with diverse business interests, across various
segments of economy, we are in a position to integrate our services, let that
be communication, financial services, entertainment and others. We explore
to amalgamate potential benefits one segment of the business may offer to
the others so that a holistic solution addressing the needs and concerns of
local community is found.
Our Guiding Principles
We strive to impact local community in a positive and vibrant manner. Our
social development policies are based on the following guiding principles:
1. Honor spirit of law and be a responsible corporate citizen.
2. Pursue growth through harmony with global community via
innovative management.
3. Adopt an approach aiming to achieve greater balance between social
& economic development.

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4. Respect culture and customs of every project / plant location.


5. Work towards elimination of societal barriers such as poverty, social
class, disability and others.
6. Develop practices aimed at inclusive growth.
7. Foster a corporate culture that enhances both individual creativity and
value of teamwork.
8. Aim to provide clean electricity and thrust on Energy
Conservation and Environment Protection.
Our greatest strength is that we look at our community interventions as part
of our business, not post-profit philanthropy.
Our Focus Areas
Based on the annual plans approved, we participate in multiple community
interventions. Although, our community interventions depend on the
requirements of local community, our thrust is towards education,
healthcare, sanitation, sustainable livelihoods, community infrastructure
development, etc.

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Implementing Partners
We partner with government bodies, district authorities, non-governmental
organizations, village panchayats, women self-help groups and end
beneficiaries, who are mostly villagers in neighbourhood areas. For some
specific interventions, we partner with external agencies which have domain
expertise in respective fields transforming the landscapes.
Some of our Involvements:
Education

Construction & renovation of school buildings.

Formal and non-formal education.

Child labour schools.

Girl child education.

Digital literacy through computer education.

Remedial centers.

Merit-cum-means scholarships to students.

Free supply of note books and text books.

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Healthcare

Free medical camps (general and multi-specialty with specialist


doctors).

Mobile clinics with doctors and paramedical staff.

Free ambulance services.

Awareness programmes for women and adolescent girls.

Blood donation camps.


Sanitation

Construction of household toilets.

Construction of toilets for children in the schools.

Awareness campaigns.

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Sustainable Livelihood

Women empowerment.

Women and Farmer Self Help Groups for Micro-enterprise


development.

Skill development and Vocational training.

Integrated livestock & agriculture development.

Introduction of high yield agricultural crops.

Vermi-composting.

Micro-irrigation.

Renewable Micro off-grids.

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Community Infrastructure Development

Safe drinking water to communities.

Water storage structures.

Construction of community centers.

Construction of Roads.

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COMPANY STRUCTURE

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Companies of Reliance Group


Reliance Communications Limited
Reliance Communications Limited is India's largest private sector
information and communications company.RCOM has a subscriber base
of more than 100 million. The company is the culmination of the late
Dhirubhai Ambani's dream of bringing about a digital revolution that would
provide every Indian with affordable means of communication and a ready
access to information. Reliance Communications started operations in 1999
and has well over a 100 million subscribers today. It has established a panIndia, high-capacity, integrated (wireless and wireline), convergent (voice,
data and video) digital network, to offer services spanning the entire
infocomm value chain.
Reliance Capital
Reliance Capital is one of India's leading and most valuable private
sector financial services companies,with interests in asset management and
mutual funds; life and general insurance; commercial finance; stock broking;
investment banking; wealth management services; distribution of financial
products; exchanges; private equity; asset reconstruction; proprietary
investments and other financial services activities.Reliance Mutual Fund is
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India's largest mutual fund with over seven million investor folios. Reliance
Life Insurance and Reliance General Insurance are among the country's
leading insurers in their space.Reliance Securities is one of Indias leading
broking houses while Reliance Money is among the country's top
distributors of financial products and services.
Reliance Power Limited
Reliance Power Limited currently has a generating capacity of 5285 MW. It
has power stations located in Maharashtra, Madhya Pradesh, Andhra
Pradesh, and Jharkhand. Reliance Power is currently pursuing a number of
gas, coal, wind and hydro-based power generation projects in several States.
Reliance Infrastructure
Reliance Infrastructure Limited operates in various segments and is actively
engaged in transmission and distribution of electrical power at various
locations. It distributes over eight billion units to 2.73 million
consumers.Segments includes trading of electricity, engineering,
procurement, construction (EPC) and contracts that render value-added
services in construction, erection and commissioning. Other operations
include businesses such as operation and maintenance of toll roads, metro

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rail transit system and real estate projects, including special economic
zones.
Reliance Media and Entertainment
Reliance Media and Entertainment has interest in films, music, sports,
gaming, internet & mobile portals, digital cinema, IPTV, DTH and
Mobile TV. In 2005, Reliance ADA Group acquired Adlabs Films, one of
the largest entertainment companies in India with interests in film
processing, production, exhibition and digital cinema. Reliance
Entertainment is also in the FM Radio business with BIG 92.7 FM.
Reliance Health
Reliance Health aims at providing integrated health services through one of
the finest hospitals in Asia Kokilaben Dhirubhai Ambani Hospital at
Andheri, Mumbai. It also plans to venture into diversified fields like
insurance administration, health care delivery and integrated health, health
informatics and information management and consumer health.

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ROSA THERMAL POWER PLANT


Rosa Power Plant is a 1,200 MW of coal based generation capacity at Rosa
village in Shahjahanpur, Uttar Pradesh. The power plant is being developed
in two stages, with the first stage (Rosa Phase I) already having become
commercially operational on 12 March 2010. It is also the first project of the
company to become operational.
Rosa Power Supply Company Limited (RPSCL), the holding company of
Rosa Power Plant, was incorporated on September 1, 1994 as a subsidiary of
Aditya Birla Power Company. It was later transferred to Reliance Power on
November 1, 2006 and is now a fully owned subsidiary of Reliance Power.
It is a project that has received a considerable support from the Uttar Pradesh
government with it being designated a 'priority project'. The entire power
generated will be sold to Uttar Pradesh Power Corporation Limited
(UPPCL). The tariff for the power generated by the plant will be determined
in accordance with the guidelines for tariff as set by Uttar Pradesh
Electricity Regulatory Commission.
The construction for the Phase I of the project began in June 2007 and by
December 2009 the first unit of the project had started generating power.

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The Boiler, Turbine and Generator (BTG) which are the main equipments
for the plant were supplied by Shanghai Electric Corporation, China.
The project uses coal as the primary fuel. The coal for the project would be
supplied from the Ashoka Coal mines of Central Coalfields Limited, a
subsidiary of Coal India Limited. The coal mines are located in Jharkhand
and the coal will be transported by Railways over a distance of 870 km.
The power generated from the plant will be evacuated using the UP states
transmission network.
The water required for the power plant is sourced from Garrah river located
a kilometer from the project
The Phase I of the project entailed an investment of almost Rs. 3,000 Crore
which was funded with a debt equity ratio of 70:30.
The entire 600 MW plant is being run and managed by employee strength of
100 led by management.

Operations
There are four functioning units, all of which are coal-fired thermal power
stations. The machinery for all the units are from Shanghai Electric
Corporation. The last unit of 300 MW was commissioned in April 2012.
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Capacity
Rosa Thermal Power Station has a capacity of 1200 MW (4x300 MW).

Stage

Capacity (MW)

Date of Commissioning

Status

300

2009, December

Running

300

2010 March

Running

300

2011 December

Running

300

2012 March

Running

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Recruitment and
selection process

RECRUITMENT

All organizations are basically human organizations. They need people to carry out the
organizational mission, goals and objectives. Every organization needs to recruit

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people .The recruitment policy should, therefore, address itself to the key question; what
are the personnel/human resource requirement of the organization in terms of number,
skills, levels etc to meet present and future needs of production and technical and other
changes planned or anticipated in the next years.
Recruitment is the process of searching for prospective employees and
stimulating them to apply for jobs in the organization .To recruit means to enlist,
replenish or reinforce. It refers to the process of bringing together prospective employees
and employer with a view to stimulate and encourage the former to apply for a job with
the latter. The primary purpose of recruitment and selection is to achieve one desired aim
i.e. picking the right person for the right jobs.
The recruitment process begins when an employee is to be transferred or promoted
to another post, notice of resignation or dismissal is given or retirement is planned. The
five keyways to develop top quality people:
Recruitment-getting the right people in the right job
Developing people-through training & development.
Monitoring-to ensures long-term development and performance.
Developing Managers-ensuring that these key people are delivering what the
organization requires.
Managing for performance- techniques that ensure top quality performance.

Factors Affecting Recruitment: -

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In recruiting new employees management must consider the nature of labor market, what
sort of potential labor are available and how do look for works.
The factor affecting can be summed up under the following heads:

Labor Market Boundaries:- The knowledge of the boundaries help management


in estimating the available supply of qualified personnel form, which it might
recruit. A labor market consists of a geographical area in which the forces of
demand and supply interact and thus affect the price of labor.

Available Skills:- Companies must locate the areas where they can find
employees who fit the jobs according to their skills.

Economic

Condition:

Economic

conditions

also

affect

recruitment.

Unemployment worker may swamp a new plan located in a depressed labor


market whereas a firm trying to establish it or to expand in an area where a few
qualified workers are out of wok has quite a different recruitment problem.

Attractiveness of the Company: The attractiveness of the company in terms of


higher wages, clean work, better fringe benefits and rapid promotions serves as
influencing factor in recruitment.

PROCESS OF RECRUITMENTS

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SCOUTING

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Recruitment begins by specifying the human resource recruitment, initiating activities


and action to identify the possible sources form where they can be met, communicating
the information about the jobs, terms and conditions and prospects they offer, and enthuse
the people who meet the recruitment to respond to the invitation by applying for jobs.
Thereafter the selection process begins. The process is as follows:

a) Decide on how many people you really need:


If everything is being done to improve performance and still there is a gap between
what the current performance is and the goals set, then the best way is to recruit more
people.

b) Analyzing the job:


Analyzing the job is the process of assembling and studying information relating to
all aspects of a particular post. Analysis is done to find possible details about:
Purpose: Identify the aims and objectives of job and what the employee is
expected to achieve within department and company.
Position: The job title, its position in the hierarchy and for whom it is responsible
ought to be recorded. A sample organization chart may be useful for this purpose.
Main Duties: A list of key tasks may be written out; standards that need to be
reached and maintained must also be maintained. Methods of recording, assessing
and recording the key tasks must be determined.
The work Environment: Study the physical and social environment in which the
work is out because the work environment influences the quantity and quality of
work.
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c) Drafting a job description:


After job analysis is done, job description is made. Job description describes the job.
The job description decides upon the exact knowledge, skill and experience needed
to do the job.
Job description must be drafted around these heading:
Job title
Responsible to
Responsible for
Purpose of job
Duties
Responsibility
Signature and date
d) Drawing of employee specification:
Employee specification is also known as job, person or personnel specification. It lists
the skills; knowledge and experiences required doing the job successfully. Studying
the description makes it. An employee specification will help in deciding where to
advertise what to include in job advertisement to attach the right person. It is based
upon:

Physical make-up

Attainment

Specific aptitude

Interest

Disposition
SELECTING
QUALIFIED
PERSONNEL

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Circumstances

e) Evaluation future needs


For Evaluation future needs manpower is drafting. A manpower plan evolves studying
the make-up of present work force, assessing forthcoming changes and calculating
future workforce, which is required. Manpower planning helps in devising long-term
recruitment plans.

f) Finding sources of recruitment:


The human resource requirement can be met from internal or external sources.

HUMAN RESOURCE
PLANNING

RECRUITTING
REQUIRED
PERSONNEL

PLACING
SELECTED
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PERSONNEL
ON JOBS

SEARCH FOR PROSPECTIVE


FINDING AND
EMPLOYEES:
EVALUATING
DEVELOIPING SOURCES OF
a). DEVELOPING
EFFECTIVENESS
SOURCES OF RECRUITMENT
POTENTIAL
TECHNIQUES
OF
EMPLOYEES
b). ATTRACTING
RECRUITING
CANDIDATES

Internal Sources
INTERNAL SOURCES

TRANSFERING TO
NEW JOBS

PERSONNEL
RESARCH

These refer to persons already employed in the organization. Promoting persons from lower
levels may fill up vacancies at
higher
levels. Shortage of manpower in one
branch \ factory
JOB
POSTING
UPGRADING
IN may
SAME POSITION

be met by transferring surplus staff from another branch \ factory. Promotion means shifting of

EXTERNAL
SOURCESto higher post caring
an employee
greater salary, status and responsibility. On the other hand
EXPERIENCE
PROMOTING TO HIGHER JOBS

transfer refer to the shifting an employee with salary, status and responsibility. Some time exemployee of the organization
may be REFERALS
re-employed.
EMPLOYEE

PROVIDING INFORMATION
ADVERTISING

Advantages of Internal Sources:

CLARIFYING
DOUBTS

1. Filling vacancies for higher job by promoting employees from with in the organization
helps to motivate and improved the morale of the employees. This induces loyalty among
them.
2. Internal requirement has to minimize labor turnover and absenteeism. People wait for
promotion and the work force is more satisfied.
3. Candidates working in organization do not require induction training. They are already
familiar with organization and with the people working in it.

Disadvantages of Internal Sources:


1. There may be inbreeding, as fresh talent from outside is not obtained. Internal candidates
may not be given a new outlook and fresh ideas to business.
2. Unsuitable candidates may not be promoted to positions of higher responsibility because
the choice is limited.
3. The employees may become lethargic if they are sure of time bound promotion. There
may be infighting among those who aspires for promotion with in the organization.
4. Internal recruitment cannot be complete method in itself. The enterprise has to resort to
external recruitment at some stage because all vacancies cannot be filled from with in
organization.

External Sources
It refers to recruitment of employees from outside the organization. External sources provide
wide choice of the required number of the employees having the desired qualification. It also
provides the people with new ideas and specialized skills required to cope with new challenge
and to ensure growth of the organization. Internal competitors have to compete with the
outsiders. However, existing employees resent the policy of filling higher-level vacancies from
outsiders. Moreover it is time consuming and expensive to recruit peoples from outside.
Recruitment from the outside may create frustration among the existing employees that aspires
for promotions. There is no guarantee that the organizations will attract sufficient number of
suitable candidates.

Advantages of External Sources:

1. The entry of fresh talent in to the organization is encouraged. New employees bring
new ideas to the organization.
2. External sources provide wider sources of personnel to choose from.
3. Requisite type of personnel having the required qualifications, training and skill are
available from the external sources.
Disadvantages of External Sources:
1. The enterprise can make the best selection since selection is made from among a large
number of applicants.
2. There is a greater decoration in employer- employee relationship, resulting in industrial
strikes, unrest, and lockouts.
3. The personnels selected from outside may suffer from the danger of adjustment to the
new work environment.

METHODS OF RECRUITMENT

All methods of recruitment can be put into three categories:


a) Direct method
b) Indirect method
c) Third-party method

a) Direct Method:
These include the campus interview and keeping a live register of job seekers. Usually under
this method, information about jobs and profile of persons available for jobs is exchanged
and preliminary screening is done. The short listed candidates are then subjected to the
remainder of the selection process. Some organization maintains live registers or record of
applicants and refers to them as and when the need arises.

b) Indirect Method:
They cover advertising in newspapers, on the radio, in trade and professional journals,
technical journals and brochures.
When qualified and experienced persons are not available through other sources, advertising
in newspapers and professional and technical journals in made. Whereas all types of
advertisements can be made in newspapers and magazines, only particular types of posts
should be advertised in the professional and technical journals.
A well thought-out and planned advertisement for appointments reduces the possibility of
unqualified people applying. If the advertisement is clear and to the point, candidates can

assess their abilities and suitability for the position and only those who possess the requisite
qualifications will apply.
c) Third Party Method:
Various agencies are used for recruitment under these methods. These include
commercial and private employment agencies, state agencies, and placement offices of schools,
colleges and professional associations, recruiting firms, management consulting firms,
indoctrination seminars for college professors, friends and relatives.

Employment Agencies:
They are specializing in specific occupation like general office help, salesman, technical
workers, accountants, computer staff, engineers and executives and suitable persons available
for a job. Because of their specialization, they can interpret the needs of their clients and seek
out particular types of persons.

State or Public Employment Agencies:


They also knew as Employment or Labor Exchanges, are the main agencies for public
employment. They also provide a wide range of services, like counseling, assistance in
getting jobs, information about the labor market, labor and wage rates, etc.

Executive Research Agencies:

They maintain a complete information records about employed executives and recommend
persons of high caliber for managerial, marketing and production engineers posts. These
agencies are looked upon as head hunters, raiders, and pirates.

Trade Unions:
The employers to supply whatever additional employees may be needed often call on Trade
Unions. Unions may be asked for recommendations largely as a matter of courtesy and an
evidence of goodwill and cooperation.

Professional Societies:
They may provide leads and clues in providing promising candidates for engineering,
technical and management positions. Some of these maintain mail order placement services.

SELECTION

Selection is the process of carefully screening the candidates to choose the most suitable person
for the job vacancies to be filled. Under it qualifications, training, experience, and background of
applicant are evaluated in the light of job requirement. It divides the candidates into two
categories namely,
a) Those who are employed
b) Those who are to be rejected.

A formal definition of selection is as following:


It is the process of differentiating between applicants in order to identify (and hire) those with a
greater likelihood of success in a job.
Selection process assumes and rightly so, that there are more number of candidate
actually selected candidates are made available through recruitment process.

BARRIERS TO EFFECTIVE SELECTION

The main objectives of selection are to hire people having competence and commitment.
This objective is often defeated because of certain barriers. The impediments, which check
effectiveness of selection, are perception, fairness, validity, reliability and pressure.

Fairness: Fairness is selection requires that no individual should be discriminated against on the
basis of religion, region, race or gender. But the low numbers of women and other less-privileged
sections of the society in middle and senior management positions and open discrimination on
the basis of age in job advertisements and in the selection process would suggest that all the
efforts to minimize inequity have not been very effective.

Reliability: A reliable method is one that will produce consistent results when repeated in similar
situations. Like a validated test, a reliable test may fail to predict job performance with precision.

Pressure: Pressure is brought on the selectors by politicians, bureaucrats, relatives, friends and
peers to select particular candidates. Candidates selected because of compulsions are obviously
not the rights ones. Appointments to public sector undertakings generally take place under such
pressures.

SELECTION PROCEDEURE

The selection procedure is concerned with securing relevant information about an applicant. This
information is secured in a number of steps and stages. The objective of selection process is to
determine whether an applicant needs the qualification for a specific job and to choose the
applicant who is most likely to perform in that job.
The hiring procedures not a single acts but it is essentially a series of methods or steps or
stages by which additional information is secured about the applicant. At each stage, facts may
come to light, which lead to the rejection of the applicant. A procedure may be considered to a
series of successive hurdles or barriers, which an applicant must cross.
These are indented as screens and they are designed to eliminate an unqualified applicant at
any point in this process. That technique is known as the successive hurdle technique. Not all
selection process includes all these hurdles. The complexity of process usually increases with the
level and responsibility of the position to be fulfilled.
A well-organized selection procedure should be designed to select sustainable candidates
for various jobs. Each step in the selection process should help in getting more and more
information about the candidate. There is no idle selection procedure appropriate for all cases.

Steps in the selection process:


Preliminary Screening
Application Blank
Employment Tests
Selection Interview
Medical or Physical Examination

Checking Reference
Final Approval

Preliminary Screening:
This is essentially to check whether the candidate fulfills the minimum qualification. The
preliminary interview is generally quite brief. Its aim is to eliminate the unsuitable candidate.
The job seekers are received at the reception counter of the company. The receptionists or other
official interviews the candidates to determine whether he is worthwhile or the candidate to fill
up the application blank. Candidates processing the minimum qualification and having some
chances of being selected are given the prescribed application form known as application blank.

Application Blank:
The candidates are required to give full information about their age, qualification, experience,
family background, aptitude and interests act in the application blank. The application blank
provides a written record about the candidate. The application form should be designed to obtain
all relevant information about the candidates. All applications received from the candidates are
carefully scrutinized. After the scrutiny more suitable candidates among the applicants are shortlisted for written tests and others are rejected.

Employment Tests:
Candidates are asked to appear for written or other tests. Tests have become popular
screening devices. These tests are based on the assumption that human traits and work
behaviors can be predicted by sampling, however tests are not fully reliable and they also

involve time and money. Test is more useful in identifying and eliminating unsuitable
candidates therefore should be used only as supplements rather than an independent
technique of selection. The main types of tests are
Intelligence tests
Aptitude Test
Interest Test
Personality Test
Dexterity Test

Selection Interview:
It involves a face-to-face conversation between the employer and the candidate; the selector asks
a job related and general questions. The way in which a candidate responds to the question is
evaluated. The objectives of the interview are as following:
To find out the candidates overall suitability for the job.
To cross-check the information obtained through application blank and tests, and
To give an accurate picture of the job and the company.

Interview is the most widely used step in employee selection. However, interview suffers from
several drawbacks:
Firstly, it is a time consuming and expensive device. Secondly, it can test only the personality of
the candidate and not his skill for the job. Thirdly, the interviewer may not be an expert and may
fill to extract all relevant information from the candidate. Fourthly, the personal judgment or bias
of the interviewer may make the result of the interviews inaccurate.

Interview should be properly conducted in a proper physical environment. The interview room
should be free from noise and interruptions. The environment should be confident and quite.
People generally talk freely and frankly when there is privacy and comfort. Therefore, candidates
should be put at ease. The interviewer should pay full attention to what the candidates have to
say.

Medical or Physical Examination:


Candidates who are found suitable after interview are called for physical examination. A Panel
of doctors to insure that they are healthy and physically fit for the job does a medical check-up of
such candidates. A proper medical examination will also ensure that the candidates selected do
not suffer from any serious desirous which may create problems in future.

Checking Reference:
Generally, every candidate if required to state in the application form, the name and address of at
least two responsible persons who know him. The reference may not give their Frank opinion
unless promises made that in all information will be kept strictly confidential. Moreover the
information given by them may be biased in the form of candidate.

Final Approval:
The candidates who are found suitable after the medical check-up and background investigation
are formally appointed by issuing appointment letter to them. They are asked to join duty by the
specified date. No selection procedure is foolproof and the best way judge a person is by
observing him working on the job. Candidate who gives satisfactory during the probationary
period are made permanent.

SUCCESSIVE HURDLES IN THE SELECTION PROCESS

Suggested Selection Criteria for Students

It is imperative to not only recruit those students who do well academically but also those who
possess a winning attitude but may not have done as well academically. The following selection
criteria can be used as a guide:

a. Academics Focus on students who have consistently done exceptionally well


b. Extra and Co curricular activities Focus on Leadership, Initiative
c. Personality and Attitude Focus on Communication, Presentation and Teamwork

At the end of the selection process, the Campus Recruitment Team will compile a list of selected
candidates and handover the same to the Placement Officer. An announcement can also be made
to inform students at the same time.

Offer Letters:
Offer Letters will be sent to the selected candidates within 7 days of the selection process at the
Campus. Candidates have to indicate his/her acceptance by signing and returning the copy of the
letter to HR not more than15 days after receipt of the letter. Where required blank offer letters
will be carried to the Campus and given at the time of placement itself.

A. Trainee Scheme (A)


Once selected, all trainees will be provided with an HR brochure that lists the details of the
trainee scheme as outlined below:
Travel: Management Trainees will be provided with AC class Train Fare from home to the
company. Conveyance expenses such as travel (taxi) from the Railway station to the place of
posting etc. will be provided.
Accommodation:

Trainees

will

be

provided

with

shared

accommodation

(for

bachelors/spinsters). Guest House (twin sharing) will be provided for one month for outstation
candidates. Any accommodation required after this period will be deducted from the trainees
stipend.

TYPICAL REASONS FOR EMPLOYEE TRAINING AND


DEVELOPMENT

Training and development can be initiated for a variety of reasons for an employee or group of
employees, e.g.

1.) When a performance appraisal indicates performance improvement is needed

2) To "benchmark" the status of improvement so far in a performance improvement effort

3) As part of an overall professional development program

4) As part of succession planning to help an employee be eligible for a


planned change in role in the organization

5) To "pilot", or test, the operation of a new performance management system

6) To train about a specific topic (see below)

TYPICAL TOPICS OF EMPLOYEE TRAINING

1. Communications: The increasing diversity of today's workforce brings a wide variety of


languages and customs.
2. Computer skills: Computer skills are becoming a necessity for conducting administrative and
office tasks.
3. Customer service: Increased competition in today's global marketplace makes it critical that
employees understand and meet the needs of customers.
4. Diversity: Diversity training usually includes explanation about how people have different
perspectives and views, and includes techniques to value diversity.
5. Ethics: Today's society has increasing expectations about corporate social responsibility.
Also, today's diverse workforce brings a wide variety of values and morals to the workplace.
6. Human relations: The increased stresses of today's workplace can include misunderstandings
and conflict. Training can people to get along in the workplace.
7. Quality initiatives: Initiatives such as Total Quality Management, Quality Circles,
benchmarking, etc., require basic training about quality concepts, guidelines and standards for
quality, etc.
8. Safety: Safety training is critical where working with heavy equipment , hazardous chemicals,
repetitive activities, etc., but can also be useful with practical advice for avoiding assaults, etc.
9. Sexual harassment: Sexual harassment training usually includes careful description of the
organization's policies about sexual harassment, especially about what are inappropriate
behaviors.

GENERAL BENEFITS FROM EMPLOYEE TRAINING AND


DEVELPOMENT

There are numerous sources of on-line information about training and development. Several of
these sites (they're listed later on in this library) suggest reasons for supervisors to conduct
training among employees. These reasons include:
1. Increased job satisfaction and morale among employees
2. Increased employee motivation
3. Increased efficiencies in processes, resulting in financial gain
4. Increased capacity to adopt new technologies and methods
5. Increased innovation in strategies and products
6. Reduced employee turnover
7. Enhanced company image, e.g., conducting ethics training (not a good reason for ethics
training!)
8. Risk management, e.g., training about sexual harassment, diversity training
Every time I see a recruitment ad or manual that makes a reference to "on the job training," I
cringe. Would this be one of those situations where there is effectively "no training?" Designing
a program for employee training and development is not a trivial process that can be left to
chance. It is not enough to "hope" that employees will get trained "on the job."
But, before I make a case for effective employee training and development, let us examine the
reasons for developing employees.

You will be perceived as a premium employer as employees' skill sets will be enhanced
while they are with you.

Superior employee training and development will ensure that serious succession related
issues do not creep up.

The organization will be able to constantly adapt to changes in technology, regulation,


and the business environment in general.

The list can go on and on. But, since I have made an effective case for organizations to take
interest in employee training and development, let us look at some of the don't dos:

Employee training and employee development are not goals in themselves. There is the
risk of the HR function developing a divergent set of objectives from the objective set of
the organization.

Budgeting for employee training and development is a very tricky process. On the one
hand, I have noticed enthusiastic organizations which, in a fit, allocate as much as 40% of
personnel budgets on training. On the other, I have seen employee training and
development budgets being the first victim of budget cuts. The ideal situation would be to
budget moderately, making sure that the development program can be sustained.

Gee-whiz and buzz word training can be fun (especially for the trainer), but does not
result in employee development. Care must be taken to ensure that the trainer and the
training program designer are the best that money / time / effort can buy.

Keeping some of these ideas in mind, the human resource manager can help senior management
chart out the organizational strategy for personnel planning.
Management training programs can be very beneficial for your business and your employees.

Ongoing education is a key ingredient to any firm's ability to grow, both as a business and in
terms of a competitive advantage.
If the employees are nurtured and provided with opportunities once on-board, it will not only
lead to a greater retention rate, but also growth potential in your industry.

AREAS OF TRAINING

Areas of training can be classified into the following categories:


1. Training in company policies and procedures (induction training)
2. Training in particular skills
3. Training in human relations
4. Training in problem solving
5. Managerial and supervisory training
6. Apprentice training

HYPOTHESIS

This survey is conducted under the presumption of the functioning of the Recruitment and
Selection Procedure in RELIENCE ROSA POWER SUPPLY COMPANY LIMITED.
In testing the above hypothesis the following aspects will be considered: -

Manpower Planning
Recruitment Policy
Sources of Recruitment
Latest Techniques of Recruitment
Recruitment of Summer/In-plant Trainees
Selection Policy
Feedback of Recruitment and Selection Procedure

QUESTIONNAIREManpower Planning
1. Does your company make forecast of future manpower planning requirement?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

30

100%

2.

No

0%

Manpower Forcasting
0%
Yes
No
100%

100% people said that the company makes forecast of future manpower forecasting.

2. If yes, then please specify the time period(s) for which the estimates are made?
S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.
2.

0-2years
2-3years

30%

20%

3.

3-4years

30%

4.

4&above years

20%

Time Period for Estimate

20%

30%

0-2years
2-3years
3-4years

30%

20%

4&above years

20% people said that the company specify 0-2 year for making estimation of forecasting.
30% people said that the company specifies 2-3 years for making estimation.
30% people said that the company specifies 3-4 years for making the estimation of forecasting.
20% people said that the company specifies 4 & above time period for making forecasting.

3. What do you suggest should be the basis of forecasting?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Total cost of the

20%

project
2.

Past experience

12

40%

3.

Different phases of the

30%

10%

project
4.

All of the above

Basic Forcasting

10%

20%

30%
40%

Total cost of the


project
Past experience
Different phases of
the project
All of the above

20% people said that their company forecast on the bases of Total cost of the project.
40% people said that the company forecast on the bases of past experiences.
30% people said that the company forecast on the bases of the Different phases of the project.
10% people said that the company forecast on the bases on of the above.
4. Does your organization plan the recruitment policy?

S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Yes

30

100%

2.

No

0%

Written Recriutment Policy


0%
Yes
No
100%

100% people said that the plan the requirement policy.

5. Do you think the present recruitment policy is helpful in achieving the goals of the
company?

S.NO
.

OPINION

NO. OF
RESPONDENT

PERCENTAGE

1.

Yes

15

50%

2.

No

20%

3.

To some extent

30%

Recruitment Policy

30%

Yes
No

50%

To some extent

20%

50% people said that the companys recruitment policy is helpful in achieving the goals.
20% people said that the companys recruitment policy is not helpful in achieving the goals.
30% people said that the companys recruitment policy is helpful to some extent in achieving the
goals.

6. Does the companys recruitment policy enable to identify the following areas?
S.NO.

OPINION

NO. OF

PERCENTAGE

RESPONDENT
1.

Recruitment needs of the


organization

20%

2.

Preferred sources of

30%

30%

20%

recruitment
3.

Appropriate criteria for


selection

4.

Identification of the cost


of recruitment

Recruitment Policy

20%

20%

Recruitment needs of
the organization
Preferred sources of
recruitment

30%

30%

Appropriate criteria for


selection
Identification of the cost
of recruitment

20% people said that the companys recruitment policy enables to identify the recruitment needs
of the company.
30% people said that the companys recruitment policy enables to identify the preferred sources
of recruitment.
30% people said that the companys recruitment policy enables to identify the appropriate
criteria for selection.
20% people said that the companys recruitment policy enables to identify the identification of
cost of recruitment.

ANALYSIS AND FINDINGS

The analysis of the various sources of recruitment and selection devices is presented on the
following pages. The response entailed from the HR Department (as analysed from
Questionnaire) represents current practice within the organisation in terms of the sources of
recruitment and selection devices used. The analysis of the response entailed from all the other
departments (as analysed from Questionnaire) forming the sample, represents the perception of
the respondents from these Departments in terms of the validity and effectiveness of the various

sources/devices of recruitment/selection (specific to these Departments) The analysis further


entails any suggestions/recommendations given by these non-HR Departments (forming the
sample for administering Questionnaire), in terms of any recruitment source and/or selection
device

that

should

be

deployed

by

the

organisation

International

Journal

of

Innovation,Management and Technology, Vol. 1, No. 4, October 2010

RECOMMENDATIONS FOR THE


IMPROVEMENTOF THE
RECRUITMENT AND SELECTION PROCEDURE

Based on the survey analysis and suggestion from the respondents, the following are the
proposed recommendation to improve the existing system and practices of recruitment and
selection procedures:

Recruitment Policy
Apart from the director of the company, the operational head should have the authority
for sanctioning the vacancy of a right to recruit the candidates as per the decisions.

Recruitment of summer/in-plant trainees


There should be a provision for the recruitment of summer/in-plant trainees in the
organization.

Internet Recruitment
Advertisement of jobs on Internet should be an accessible to maximum job seekers.
Service portal like monster.com, jobsahead.com, naukri.com etc should be used.

Sources of recruitment
Company must recruit the individuals through valuable sources of recruitment.

Selection Policy
Test developed by the company for the purpose of selection of the candidates should not
be of complex nature.
There must be proper communication between the interviewer and interviewee at the time
of interview.
The reference procedure if adopting, should be analyzed properly before recruitment
them.

Selection Process
During the selection process not only the experienced candidates but also the fresh
candidate should be selected so as to avail the innovation and enthusiasm of new
candidates. These candidates should be kept on the job for some time period; if suitable they
should be recruited. During the selection process, the candidates should be made relaxed
and at ease.

Summer/In plant Management Trainees


In the organization where summer/in-plant/management training facility prevailing then
such kind of practices must be adopted so that the student can learn and again from their
practical views.

Steps of Recruitment and Selection


Company should follow all the steps of recruitment and selection for the selection of the
candidates. Selection process should be less time consuming.

Interview
The interview should not be boring, monotonous. It should be made interesting. There must
be proper communication between the Interviewer and the Interviewee any the time of
interview.

Evaluation and Control


Evaluation and control of recruitment and selection should be done fair judgment.

Methods
Methods used for selection of candidates should be done carefully and systematically.

Fair Selection
The attainment of goals and objective of any organization depend on the type and quality
of its manpower. To have right type of men at right job and at right time, the recruitment
and selection procedure should be fair and impartial.

Group Discussion for better assessment


This is indeed an important suggestion and authorities concerned should immediately look
into it and try to implement it.

The Problems and Limitations of the Study

Even though every effort has been done to minimize the variations and present a factual
picture with the help of statistical method, but still there are some limitations: -

Availability of less time in meager economical support also acted as a constraint towards
improving the quality of the report.

Due to busy schedule of the HR Officers, they were not able to give more time and
attention.

Certain important information was kept secret; this is because of the reason certain
hypothesis were taken.

The respondents may not have marked all responses honestly, being apprehensive of
adverse management reaction.

CONCLUSION
Based on the analysis through the questionnaire responses the following is the conclusion of the
study.

The organization follows the rules and regulation involved in their Recruitment and Selection
Procedure of the organization. However, there is some scope for improvement with regard to
following:

1. The managers are fully satisfied with the existing Recruitment and Selection procedure.

2. The recruitment and Selection procedure should not be lengthy.

3. To some extent a clear picture of required candidates should be made in order to search
for appropriate candidates.

4. The Recruitment and Selection procedure should be impartial.

5. In RELIENCE ROSA POWER SUPPLY COMPANY LIMITED, a proper Recruitment


and Selection procedure is followed.

BIBLIOGRAPHY
S. S. Khanka, Organisational Behaviour, Third Edition, S. Chand
& Company
C. R. Kothari, Research Methodology, Second Revised Edition,
New Age International Publishers
Fred Luthans, Organisational Behaviour, Eighth Edition, Mc
Graw Hill

Stephen p. Robbins & Seema Sanghi, organizational Behaviour,


Eleventh Edition, Pearson Education

WEB SITES:

www.google.com
www.managementparadise.com
www.naukri.com

www.citehr.com
www.wikipedia.com
www.hr.com