PROJECT REPORT

ON
RECRUITMENT & SELECTION PROCESS

WE BUILT THE PROJECT. WE BUILT THE NATION.

IN

BOKARO STEEL PLANT

 PROJECT REPORT
ON

RECRUITMENT & SELECTION PROCESS

IN

BOKARO STEEL PLANT, SAIL

By

UNDER THE GUIDENCE OF

DR.NANDA PRIYADARSHINI
Manager , Bokaro Steel Plant, SAIL
(Personnel & Rectt.)
Submitted to :-

In Partial fulfilment of the requirement for the

award of the degree of
Bachlor in Business Administration
(BBA)

Through
Boston college for professional studies
Jiwaji University
GWALIOR
 CERTIFICATE

This is to certify that Project work done on Recruitment and

Selection process in Bokaro Steel Plant SAIL from 21.10.2013 to

30.11.2013 submitted to_SAIL,BSL by him in partial fulfilment of

the Requirement for the BBA degree is a bonafide work carried out

by him under my supervision and guidance. He has been regular and

his conduct has been impressive all through the training period.

DR.NANDA PRIYADARSHINI

Manager , (Personnel & Rectt.)

 ACKNOWLEDGEMENT
At the outset, I would like to express sincere and deep felt thanks to the

Management of Personnel Department (HRD) SAIL, Bokaro Steel Plant for

providing me an opportunity to undergo six weeks of industrial training at

SAIL, Bokaro Steel Plant.

I acknowledge my gratefulness to Dr. Nanda Priyadarshini

(Pers. & Rectt) under whose expert guidance and immense cooperation it

could be possible to study and submit a project report on Recruitment and

Selection process at Bokaro Steel Plant (SAIL).

I take opportunity to express my heartiest gratitude to my

respective faulty lecturers, parents and friends who have been constantly

helping me either directly or indirectly is successful completion of the project.

 HUMAN RESOURCE DEVELOPMENT
Human Resource Development is the process of helping people to

acquire competencies. In an organization context HRD is a process by which

the employees of an organization are helped in a continuous and planned

manner to.

Acquire or sharpen capabilities require to perform various function

associated with their present/expected future role.

Develop their general capabilities as individuals and discover. And

exploit their inner potential for their own as well as organizational

development purposes.

Develop an organization culture in which superior sub-ordinates

relationship, framework and collaboration among sub unit strong and

contribute to the professional well-being, motivation and pride of

employees.

Thus, the essence of HRD is to bring out the best in man by

raising their productive potential.

 EXECUTIVE SUMMARY

HUMAN RESOURCE PLANNING

Importance of HR men power or human resource may be thought of as total

knowledge skill, creative abilities, talent & aptitude of an organization work force as well
as the values, attitude & benefit of an individual involved. It is the some total of inherent
abilities, accrued knowledge and skills represented by the talent & aptitudes of the
employed persons of all the AIMS. In management Ms is the management of materials,
machines methods, money, motive, power the most important is AIM for men & Human
Resource. It is the most valuable asset of an organization & not the money of physical
equipment (such as machines). It is in fact an important economic resources covering all
human resource organized or un organized or unemployed, king of all levels-supervisors,
executive govt, employees, blue & white colour workers, managerial, scientific
engineering, technical, skilled or unskilled persons who are employed in creating,
designing, developing, managing & operating productive & service enterprises and other
economic activities.

Human Resource or Man Power Planning the process by which a management

determine how an organization should more from its current man power position to its
desired man power position. Through planning a management strives to how the right
number & the right kinds of people at right places at the time to time to the things which
result in both the organization and the individual receiving the maximum long range
benefits.

According to Wick Strom Human Resource Planning consist of a service of

activities, i.e.-

1. Forecasting future man power requirements.

2. Making an inventory of present manpower resources & accessing the extent to

which these resources are employed optimally.
3. At anticipating man power problems by projecting present resources into the future
& comparing them within the forecast pre-requirement to determine there adequacy
both quantitatively both quantitatively & qualitatively.

4. Planning is the necessary Programme of requirement selection, training

development , utilization transfer, promotion , motivation, competition to ensure
that future manpower requirement properly net.
 OBJECTIVE OF RECRIUTMENT
SELECTION

1. Developing and implementing an on-going recruitment.

2. Providing maximum employment security.

3. To hire the top-quality personal required for the company.

4. To improve the quality of life of employee need.

5. To know the kind of people that we are looking for by analyzing the

company goal and using the job description prospective that match your

need.

6. Encouraging employee with continuing development of talent and

skills.
 INTRODUCTION
SAIL, is a large organization Elements of a large organization have been ascribed. The steel
authority of India limited (SAIL), manufacturing various product of iron and steel the
company owns and operates five integrated steel plant at Bhilai, Durgapur, Rourkela,
Bokaro and Burnpur and three special steel plants at Salem, Durgapur and Bhadravati along
with captive mines for iron ore, limestone, dolomite and coal and has a subsidiary, MEL, at
Chandrapura. We also have an extensive marketing network spread across the length and
breath of the country.
SAIL, reaffirms its commitment to contributing towards a clean and sustainable
environment and continually enhancing its environmental performance as an integral part
of its business philosophy and valves.
Towards this commitment, we shall.
Integrate sound environmental management practices in all our activities.
Conduct our operations in an environmentally responsible manner to compile with
applicable legal and other requirements related to its environmental aspects and
strive to go beyond.
Progressively adopt cleaner and energy efficient technologies.
Minimized waste generation and promote recovery, recycle and reuse.
Increase greenery in and around our plants and mines.
Strive for continual improvement in our environmental performance by setting
targets, measuring progress, taking corrective action and communicating
environmental information to all concerned.
Enhance environmental awareness amongst employee working for and on behalf of
us and the general populace around plants and mines.
Encourage our business associate to adopt similar approach for environmental
protection.
The company has the distinction of being Indias largest producer of iron ore, owing
Indias second largest mines network provides SAIL a competitive edge in terms of
capacity of availability of iron network provides SAILs R&D centre for iron & steel at
Ranchi , equipped with the largest diagnostic facilities, is considered as being the best of its
kind in Asia.
 .

ABOUT THE COMPANY

BOKARO STEEL PLANT AN OUTLINE

Bokaro Steel Plant was originally incorporated as a limited company on 26th

January 1964 but after the formation of SAIL in 1974 it became a wholly owned subsidiary
of SAIL. Thus Bokaro Steel Plant is a unit of SAIL, under the ministry of Steel and Mines.
It is christened to be Indias largest steel complex employing about 46,964 people with a
capital cost of Rs. 981 crores at 1 st Stage and Rs. 2194 crores at 2nd stage to produce flat
products. BSL is the symbol of countrys efforts towards augmentation of steel production
and indigenization. It has a distinction of being a truly Swadeshi plant with only 14%
imported components in Capital equipment as in case of 77% in case of Bhilai, Bokaro was
in a very large measure of indigenous origin. BSL along is involved in production of about
4.5MT steel in various forms like steel coil, ingot steel, corrugated sheets etc. BSP is the
largest plant of its kind in Asia and their products are of the national and international
importance.

LOCATION OF COMPANY

Bokaro Steel Plant located in the district of Bokaro in the Jharkhand state
(formerly Bihar State) has during a short span of about two decades come to be
christened the largest steel complex of its kind in Asia. It is located on the site
where formerly a village by the name of Marphari existed. It was connected to a
railway station also known as Maraphari on the Muri-Chandrapura line on the south
eastern railway with the coming of the steel plant the railway station was renamed
as Bokaro Steel City as recommended on January 25, 1969 to distinguish it from
Bokaro Thermal in Eastern Railways.
 FINANCIAL SOURCES OF COMPANY

The financial sources of BSL are classified under following three categories:
a) Government Grants Loans or share participation
- An interest bearing and repayable loans.
- An interest bearing but not repayable loans.
- No interest bearing but repayable loans.
- An outright grant when required.
b) Loans from banks and financial instructions
c) Ploughed back profit

ADMINISTRATIVE STRUCTURE OF BSL

a) Works Division
b) Construction Division
c) Services Division
d) Materials Division
Works division has various operation and maintenance departments list of the main
departments of work are given below:
a) Raw material and material handling plant
b) Refectory Material Plant.
c) Coke Oven and By product plant
d) Sintering plant
e) Blast furnace
f) Thermal Power Plant and turbo boiler station
g) Steel Melting Shop
h) Slabbing Mills
 g) Hot Strip Mill

RECRUTTMENT POLICY OF SAIL

Steel Authority of India LTD. is a continuous industry with complex technology. To

operate this industry, SAIL highly needs skilled personnel and competent managers
and administrators. In order to meet the present and future manpower needs in diverse
disciplines multiple skills and different work areas, SAIL is committed to a system
that ensures induction of the best and the most competent personnel to take up
challenging assignment in the company. The selection system seeks to emphasize
evaluation of individual capabilities in terms of their potential for fulfilment of
companys objective.
 OBJECTIVE OF RECRUITMENT
POLCY
a) The meet manpower requirement of the company in terms of the approved Human
resourced Plan.
b) To fulfil requirement of competent personnel in terms of requisite capabilities,
skills, qualifications, aptitude, merit, and suitability with a view to fulfil
companys objectives.
c) To attract, select and retain the best talent available keeping in view the changing
needs of the organization.
d) To ensure an objective and reliable system of selection.
e) To provide suitable induction points for intake and thereby achieve the desirable
level of qualification, skill and age mix as required to strengthen the human
resource of the company.
 SCOPE OF RECRUITMENT POLICY
The policy shall cover all recruitment of personnel made in the Company at any
level/grade (except appointment made by the Government) and shall apply to all
plants, units of SAIL and its Subsidiaries.
DELEGATION OF POWER
a) Chairman, SAIL is the competent authority for recruitment and/or appointment to
all posts for which actions is require to be taken centrally as SAIL corporate
office. Except those , Director (personnel) will be the competent Authority for all
cases processed at Corporate Office.
b) MD will be the competent authority for recruitment and appointment to all the
posts both is executive and non-executive for which recruitment is done at low
level.
c) The above delegation is object is subject to fulfilment of normal process of
recruitment being adhered to. Whenever there is any variation from the
set-standard, such cases will be put to MD for approval.
 RECRUITMENT PLAN

a) Annual recruitment plan will be based on the approval human resource plan of
BOKARO STEEL CITY. The recruitment plan clearly states the skill/grade wise
manpower recruitment plan for various division of Bokaro Steel Plant.
b) All requisition/proposals for recruitment of personnel either through internal or
external source will be sent by the concerned zonal personnel head (DGM).
c) For post requiring action at corporate Office. MPS will process the demands. If
justified after obtaining MDs approval MPS will also prepare a plan for
recruitment of Management.
d) MPS will scrutinize each, proposal received from the indenting departments
keeping in view the approval Human Resource Plan, likely separations during the
year or coming years job criticalities, redeployment possibilities etc and specify
the mode of filling up the post.

e) Taking into account the Recruitment plan as indicated in the approval Human
resource plan. MPS will work out the number of persons to be recruited as ACT
and other categories financial year.
f) Approval of MD and clearance from Corporate Office will be obtained before
giving release for such posts to recruitment section.

SOURCES OF RECRUITMENT

The recruitment shall be done through following sources:-

- Through internal source
- Through external source is employment exchange, press advertisement, campus
selection or through direct negotiation.
 DIVISION OF LABOUR

Executive Non Executive

E1-E8 S1-S8

1. Unskilled S1 & S2
Cluster A

2. Semi-Skilled S2, S4, S5)

Cluster B
3. Skilled S6, S7, S8
Master

LEVELS FOR RECRUITMENT

Generally recruitment shall be done for the following grade codes/

1. EXECUTIVE
The recruitment of executive in various grade is centralised with SAIL corporate
office yet recruitment from open market shall be done for medical office-ME1 grade
by Recruitment Section fro BSL Direct recruits will be inducted in various discipline
or work areas from time to time depending on the requirements in the following
grades.
Management Trainee in E-1 grade
Junior manager in E-2 grade
Medical office in E-1/ME-1
Senior specials (medical) in E-3/ME-3 grade.
 NON EXECUTIVE

Recruitment to non executive posts will be normally done through employment

exchange. However if suitable candidate are not available with the employment
exchange the posts in questions will be filled up through open adjustment in the press
after following the prescribed procedure.
Semi skilled personnel in S-1 grade
Skilled personnel in S-3 grade
Highly skilled personnel in S-6 grade
Medical personnel in SL-1/S-3 grade.
 CENTRALISED RECRUITMENT

Direct recruitment to the following posts will be centralized and done on all INDIA
basis at the corporate office for the entire company including its plant/units.

All executive posts in the GRADE of E-6 & above

Management trainees (technical) in E-1 GRADE.
Management trainees (ADMINISTRATION) in E-1 GRADE
Junior manager (F&A) in E-1 GRADE.
Junior manager (Administrations) in E-1 GRADE.
PROCESS OF RECRUITMENT :

1. INITIAL OF REQUISITION :
The department shall initiate a requisition for recruitment incorporating
sanctioned strength (SG), Men in Position (MIP), vacancy to be filled-in
reasons for filling of the vacancy etc. and forward the same to Recruitment
Section of Personnel Department with due approval of the DRC to MD
concerned.

2 VERIFICATION OF VACANCY POSITION

The Recruitment Section shall get the vacancy position certified by the
concerned Establishment Section of the Personnel Department. The views of
ISD/O&N shall be taken with regard to filling-up of the posts.

3. RECRUITMENT THROUGH INTERNAL SOURCES

Following procedure shall be followed for recruitment through internal
sources:

a. APPROVAL FOR INTERNAL CIRCULAR

After verification of vacancy position, the proposal for issuing Internal
Circular shall be forwarded to CPM for approval.

b. INVITATION OF APPLICATION
The Recruitment Section shall issue Internal Circular within the department
incorporating the follows:-
- Name of the Post
- Scale of pay
 - Job Specification for the post
- Department for which post (s) required
- Eligibility (only those candidate who have completed at least
3 years service in the next below grade on the last date of receipt of
application shall be eligible to apply).
- Last date of receipt of application
- Performa of application.

c. SCRUTINY OF APPLICATIONS
Applications received shall be scrutinised by the Recruitment Section with
respect to the job specification and other conditions laid down in the Internal
Circular.

d. SELECTION TEST

The eligible candidates in the ration of 1:7 shall be called for selection test.
The WT and Literacy Test shall be conducted for recruitment of the post in
L3/L2 respectively by a Committee consisting of a representative each of
personnel, Training, Department concerned and a nominee of SC/ST.

e. CONSTITUTION OF SELECTIOIN COMMITTEE

Recruitment Section shall initiate a proposal to be approved by

DGM/GM(P&A) for constituting a Selection Committee consisting of a
representative each from the departments/agency.

f. WRITTEN TEST

The question paper for Written Test shall be objective type and generated
through Computer. Question Banks shall be developed to suit the testing of
different levels/cadres. The question shall have five alternatives; one of them
shall be NONE OF THESE.
g. TRADE TEST & INTERVIEW

The qualifying marks for Written Test shall be 35% of the total. Depending
upon the vacancy position, candidates shall be called fro trade Test/Interview
in order of merit in the ration of 1:2. The trade test result shall be recorded.
The candidates securing 52% or more shall be declared qualified and the
result shall be declared on the same day. Where trade test is not applicable,
based on Written Test results, qualified candidates shall be called for interview
in the ration of 1:2. The qualifying marks for interview shall be 50% of the
total and the result shall be declared on the same day. Recruitment for certain
categories involve physical Fitness Test which shall be carried out as per the
stipulated standard.

h. PANEL OF SELECTION

Merit list shall be prepared by Selection Committee by taking 100% of the

Written Test and 100% of Trade Test and Interview marks. Where trade test is
not applicable, 50% of the interview marks shall be reckoned, for preparing
the merit list.

i. ISSUE OF OFFER LETTER

ii.
The Recruitment Section shall issue offer letter based on vacancy. The
candidates shall be given 15 days time to report to the Establishment Section
of Personnel Department attached to the new department of posting.
In case a candidate does not join his new duty within stipulated joining time,
the offer letter shall be issued to the next person in the panel.
4. RECRUITMENT FROM OUTSIDE

The proposal for recruitment from outside shall be submitted by Recruitment

Section to MD for approval.

a. NOTIFICATION TO EMPLOYMENT EXCHANGE

In case it is not possible to get the vacancy filled-in through internal candidate
in non-executive category, notification to Employment Exchange shall be sent

incorporating Designation of vacant, post, pay scale, no. of vacancy to be

filled-in job specification (keeping in view multi-trade concept), age limit,
reservation for SC/ST/Ex-Serviceman, relaxation of age for such categories
etc. The Employment Exchange shall be advised to forward names in the
ration not less than 1:7 within 15 days of the receipt of notification.

b. PRECRIED FEE
The prescribed fee in the form of Postal Order for posts advertised shall be
indicated in the advertisement where applicable for both General and SC/ST
candidates.

c. RECEIPT & SCRUTINY OF APPLICATON

The names sponsored/application received shall be scrutinised by Recruitment
Section and the list of eligible candidates to be called for WT/TT/Physical
Test shall be got approved from DGM/GM (P&A).
d. WRITTEN TEST/TRADE TEST
On receipt of approval, the candidates shall be called for WT/TT/Interview.
The forms of interview particulars and Admit card shall also be enclosed
along with the Interview Letter.

e. PANNEL OF SELECTION & ISSUE OF OFFER LETTER

After the WT/TT & Interview, the step outlined at shall be followed excepting
that Selection Note shall be got approved from MD and particulars of
candidates shall not be sent to Vigilance Department. The selected candidates
based on vacancy to be filled-in shall be advised to appear for the medical
through a letter. Those found medically fit shall be issued Offer Letter along
with 3 sets of Attestation From.
A list of candidates selected and offer issued shall be endorsed to
Employment Exchange in case the candidate was sponsored by them.
f. JOINING OF DUTY

As soon as a candidate comes to join duty, the dealing Assistant shall

scrutinise the offer of appointment and check-up the following points:
i) The department for which the candidate is meant.
ii) Last date of joining mentioned in the offer of appointment.
iii) The vacancies cleared for filling-up.
iv) Whether the medical examination report has declared the candidate
medically fit.
v) Whether the candidate has brought release order from the orgn. in
which he was previously working.
vi) Whether the candidate has furnished the Attestation From duly
countersigned by the Gazetted Officer.
vii) Certificate.

A candidate shall also be required to fill-up the following forms:

i) Joining Report Form.
ii) Marriage Declaration Form.
iii) Personal Data Form.
iv) Movable/Immovable Property Return Form.
v) Application Form for allotment of residential accommodation.
vi) Attestation Form.
The candidates shall them be advised to report to the concerned department.

5. RECRUITMENT OF TRAINEES
Following steps shall be followed in respect of recruitment of trainees
Sr/Jr. Trainees, Students Nurse, DCPO (Trainee), Fireman (Probationers).
a. INITIATIONOF REQUISITION

The department desirous of filling-up the vacant posts shall initiate a requisition
incorporating the no. of posts to be filled-up and forward the same to
DGM/GM(P&A) through the concerned Divisional Head.

b. VERIFICATION OF VACANCY
The requisition shall be passed on to Recruitment Section for verification of
vacancy etc. The views of IED/O&M shall be taken wherever required.

c. APPROVAL FOR NOTIFICATION

Recruitment Section shall then process the case further through
CPMDGM/GM(P&A) for obtaining approval of MD.

d. NOTIFICATION TO EMPLOYMENT EXCHANGE

On receipt of approval of MD. the Employment Exchange shall be notified to
send the names of eligible candidates in the ratio of 1:7.

f. SCRUTINY OF NAMES & CALLING CANDIDTES FOR WRITTEN

TEST
The names of candidates forwarded shall be scrutinised by Recruitment
Section. The list of eligible candidates shall then be processed further for
obtaining CPMs approval for calling candidates for Written Test.

g. WRITTEN TEST
The Written Test shall be conducted jointly be Recruitment Section and
Training Department. The verification of documents shall be done for those
who qualify in Written Test.
h. INTERVIEW CALL
Candidates securing minimum 35% marks shall be called for interview. The
form in respect of Interview particulars and Admit Card shall also be enclosed
with Interview Letter. Simultaneously, a proposal shall be initiated for
constituting the Selection Committee consisting a representative each of:
i) Personnel
ii) Department concerned
iii) Training
iv) SC/ST,
v) Dy. Chief (Factories), Govt. of Bihar
and the list shall be got approved from CPM/DGM/GM (P&S)

g. PANEL OF SELECTION & ISUE OFOFFER LETTER

The panel of Selection shall be based on vacancy the selected candidates shall
be issued Medical Examination papers in or of merit. Those found medically
fit shall be issued offer Letter.

h. JOINING
All selected candidates shall be advised to report to Training Department on a
particular date.

6. RECRUITMENT OF EXECUTIVES
As in the case of non-executives, recruitment through the market is resorted to
in exceptional case and for certain specialised cadres which are not available
internally.
a. RECRUITMENT OF EXECUTIVES FROM INTERNAL SOURCES
Following steps shall be followed for recruitment of executives through
internal sources:

i) INITIATION OF REQUISITION
The deptt. concerned shall initiate a note giving detailed justification
for filling-up the vacancies through internal sources and put-up to
MD through the divisional Head concerned for issue of internal
circular.

ii) Verification of Vacancy & Issue of I.C

The O.D Section of Personnel Department shall verify the vacancy
position and issue internal circular giving all relevant details.

iii) Scrutiny of Application

The applications received against I.C. shall be forwarded to
department concerned for security. O.D. Section shall also scrutinise
the applications eliminate scope of commission/commission.
iv) Interview call letters
The eligible candidates shall be issued call letters for attending
interview. A Selection committee consisting of a representative each
of Personnel, Deptt. concerned and a representative of SC/ST shall
be constituted with the approval of MD.

v) Approval of Selection Note

The Selection committee shall then prepare a Selection Note and
obtain approval of MD through DGM/GM/(P&A).

vi) Issue of offer Letter

Offer letter shall then be issued to the selected candidate in order of
merit. The Presidential Directives in respect of reservation of SC/ST
candidates or any other requirement shall be kept in view wherever
applicable.

vii) Joining of Duty

The candidate shall be asked to report to O. D. Section of Personnel
Department for joining who in turn will direct him to the HoD
concerned along with a copy of the Joining Report.
b. RECRUITMENT OF EXECUTIVES FROM EXTERNAL SOURCES
c.
Following steps shall be followed for recruitment of executives from open
market:
i) Initiation of Requisition
The department concerned shall initiate a requisition for filling-up of
vacant post indicating sanctioned Strength, Men in Position and no.
of posts to be filled-up etc. and forward to GM/DGM(P&A) through
the concerned Divisional Head. The view of IED/D&M shall also be
obtained.

ii) Verification of vacancy

The Recruitment Section of Personnel Department shall get the
vacancy position verified by the O. D. Section of Personnel
Department. Once the vacancy position is available, the Recruitment
Section shall process the cause through DGM/GM(P&A) for
obtaining MDs approval for adverting the post.

iii. Press Advertisement

Public Relations Deptt. shall then be intimated to advertise the post

in the leading newspapers. The request shall incorporate following
information:
1. Name of the post
2. Scale of pay
3. Department for which it is meant
4. Job specification i.e. Qualification and Experience.
5. Eligibility
6. Age Limit
7. Last date of receipt - generally one month time
of application. shall be given for receipt
of application.
8. Special conditions, if any,
 such as reservation of posts
for SC/ST
9. Performa of application
.
iv) Scrutiny of Application
All the applications received within the stipulated time shall be
forwarded to concern department for scrutiny. The applications shall
also be scrutinised by Recruitment Section with regard to job
specification, age etc. to eliminate any scope of
commission/commission. The application received beyond the
stipulated time shall not be accepted.

v) Constitution of Selecton Committee

A list of eligible candidates along with a proposal for constituting
Selection Committee shall be put-up to MD through
DGM/GM(P&A)
for approval. The Selection Committee shall generally consist of the
following:
a) For the level of E3/E4 For ME2/ME4
DGM/GM(P&A) DGM/GM(P&A)
HoD Concerned Sr. Splst I/C concerned
Divnl. Head concerned DMS
SC/ST representative SC/ST representative

b) For the level of E1/E2 For ME1/ME2

Divnl. Head concern DMS
Addl. CPM Addl. CPM
HoD concerned Sr. Splst I/C concerned
SC/ST representative SC/ST representative

vi) Written Test & Interview

The candidates so screened shall be asked to appear for Written Test
through a letter placed at along with Application form
and Admit Card.
The selected candidates who qualify in Written Test shall then be
asked to appear before the Selection committee.
vii) Issue of Offer Letter

The recommendations of Selection Committee shall be forwarded to

MD through DGM/GM(P&A) for approval. Based on vacancy to be
filled in offer Letter with Attestation Form
and Medical Examination Form shall be sent to the
selected candidate in order of merit.

viii) Joining Report

Those found medically fit shall report to Organisation Development

Section of Personnel Department. The dealing officer shall verify
that following:-
i) The deptt. for which the candidate is meant.
ii) Last date of joining mentioned in the offer of appointment.
iii) The vacancies cleared for filling-up.
iv) Whether the medical examination report has declared the
candidate medically fit.
v) Whether the candidate has brought release order form the
organisation in which he was previously working.
vi) Whether the candidate has furnished the Attestation Form
duly countersigned by the Gazetted Office.
vii) Certificate.
The candidate shall also be asked to fill-up the following forms:
i) Joining Report Form.
ii) Marriage Declaration Form.
iii) Personal Date Form.
iv) Movable/Immovable Property Return Form.
v) Application Form for allotment of residential
accommodation.
vi) Attestation Form.
 On completion of the above formalities, the candidate will be advised to report
to the HoD/Divisional Head concerned.

THE SIGNIFICANCE OF THE

STUDY

RECRUITMENT
Internal External
i.e. from within the company i.e. from open market

Employment Exchange

Advertisement in the press

Campus selection

Direct negotiation

SAIL , Website
EXTERNAL : For education status except Doctors
[corporate office, New Delhi]
Eg. MTTs
MTAs

Three Levels
i) S1 ii) S3 iii) S6

Non-Executives S1 TO S8
Executive Cadre E1 TO E8

In some cases of medical category we take super specialist/specialist in E3/E4.

INTERNAL : Own employee to grow in all grades of technical discipline of plant.
E.g. Junior Operator/Technical trainee S3
Senior Operator/Trainee S6
INTERNAL CIRCULATION OF POSTS :
Recruitment to posts from within the company will be done through internal
circulation as under:
i) Internal circulation of executive post (s) in the grade of E5 and above is
done on inter-plant/unit basis.
ii) Executive posts up to and including E4. A grade will be circulated.
internally within the plant/unit concerned. However, if suitable candidates
are not available, the same will be circulated on inter plant/unit basis.
iii) Non-executives posts will be normally circulated within the concerned
plant/units.
Circulars on inter-Plant/Units basis for post (s) in the grade of E6 and above
will be centrally issued, coordinated and processed by the corporate office.
Internal circulation of all other post (s) will, however, be dealt at the
respective Plant/Unit level.
RECRUITMENT FROM EXTERNAL SOURCES
Recruitment from external sources will be resorted to for injection of fresh blood at
induction of direct recruits from external sources at other level(s)/grade(s) will be
made if suitable candidates from internal sources are not available.

At least 50% of the vacancies accruing during a year at induction levels/grades will
be filled up through direct recruitment from external sources.

However , the company may, if required, induct direct recruitment from external
sources at other level(s)/grade(s) also, not withstanding anything stated above for
optimum utilization of its assets and/or infusion of modern system, skill and
techniques of operation etc. necessary for technology up graduation and
modernization.
Recruitment of executives from external sources will be made, generally through
open advertisement in the press. However campus recruitment from premier
institutes of repute as approved from time to time and/or recruitment through direct
negotiation with individual (s)/organization (s), may also be resorted to as per rules
framed here under with the prior approval of the competent authority.

Recruitment to non-executive posts will be normally done through employment

exchange. However if suitable candidates are not available with the employment
exchange the posts in question will be filled up through open advertisement in the
press after following the prescribed procedure.

i) Semi-skilled personnel in S-1 grade

ii) Skilled personnel in S-3 grades
iii) Highly-skilled personnel in S-6 grade
iv) Ministerial personnel in SL-1/S-3 grade
NON-EXECUTIVES
In the non-executive cadre induction of direct recruits from external sources will be
resorted to in the following grades:
SAMPLE RECRUITMENT FORM
Application Blank Format
Non of the Post
Advertisement No.

Personal Data

Full Name:- Applications Photograph

Mr./Mrs.
Date of Birth, State, Marital Status
Nationally, Whether SC/ST Vision:
Height..c.m Normal/Corrected
Weight. Kgs. Spectacle Lens Nos.
Address to which we should write: Permanent address
Telephone No. Telephone No.
Fathers/Husbands Name & Occupation
If you have any relative employed in/or on the Board of our company, please give
details.
Details of previous employment in this company or its sister concerns, with reasons
for-leaving.
Details of previous employment else where, with reasons for leaving
Languages: Speak Read Write
Mother tongue
Education

Examination School/College/ Year of Attendant Major Class,% of

university/Institute From To subjects Remarks
& ranks
Scholastie Achievements
TRAINING
Name of the Period To Position Salary
From held & p.m. Basic
nature of Total
work
WORK EXPERIENCE
 Employer Period To Position Salary
From held & p.m. Basic
nature of Total
work

EMPLOYMENT ON COMPASSIONATE GROUND

1) Accidents on duty causing

a) Death
b) Total permanent disablement

A) Death

At the work place

Going home or on the way to the workplace within 1 hour

to the shortest possible distance.

B) Total permanent disablement

In Course of and out of employment.

Both (A) & (B) are injury on works. Here, the employment is given to the
dependent of the employee as per his/her qualification.

2. Dreaded disease i.e. suffering from terminally ill disease like

A. Cancer B. AIDS
C. Paralysis D. Both kidney failure
Here, the employment is given to dependent irrespective of his qualification. Here,
separate medical boards are their for separate diseases.
3. Displaced person
They are those persons whose land has been taken by SAIL.
A. Monetary compensation
B. One person family is given employment

Here, the employment is given irrespective of his qualification.

Employment to dependents of Employees suffering from dreaded terminal diseases
OBJECTIVE:
Such employees family who is suffering from dreaded diseases like Kidney ailment,
Paralysis, cancer or AIDS (acquired Immuno deficiency syndrome) suffers dual misfortune:
One of losing the lone bread earner and second of having to see a family member undergo a
prolonged treatment and suffer from a painful illness which ultimately culminates in
DEATH.
It is for mitigating the suffering of such a family that employment is given to the dependent
of such an employee.
PROCEDURE:
An employee suffering from any of the dreaded disease applies for Substitution of
Employment.
The application is forwarded by his department and sent to the SPE
The SPE fills in the details of the diseased employee.
The SPE forwards the application by means of a note sheet to Personnel
Recruitment.
Personnel Recruitment then sends the application to Dir (M&HS) after entering the
details of the employee.
The application is sent to the respective Medical Boards, namely:
The Medical Board for substitution due to renal impairment
(Kidney diseases).
The Medical Board for substitution due to Malignancy (Cancer)
The Medical Board for substitution due to Paralysis (As yet no case of AIDS
has been reported for substitution of employment due to Terminal Diseases.
The Medical Boards for substitution in their sittings take up-8 to 9 cases on an
average.
The list of employees whose cases will be taken up for examination is sent to
PersonnelRecruitment section in advance.
Personnel/R section, informs the concerned. SPE regarding the candidates whose
cases are to be taken up thru an IOC and the concerned SPE inform the employee
concerned to attend the interview Board.
 In case of Death of the diseased employee prior to the Medical Board, anyone from
his family can present his case papers before the Medical Board.
The report of the Medical Board is sent to Personnel Recruitment section.
Thereafter the approval of competent authority is sought in principle for
employment of the son of the diseased employee, whose case has been
recommended by the Medical Board concerned.
On receipt of the in principle approval, an IOC is sent to the SPE seeking the
separation order of those diseased employee who were on rolls.
On receipt of the separation order a letter is sent to the candidate nominated for
substitution, asking him to come to Pers/Rectt section.
Thereafter a few necessary undertakings are taken by the candidate and the
employee/his spouse (in case of his death)
The Interview of the candidate is thereafter taken and his Medical examination for
determining his fitness for the post is done.
His posting is then requested from Works.
After getting the posting, Medical fitness report the final approval of the Competent
Authority is taken for posting him as per the recommendation of Works Division.
After the final approval is received the offer letter is issued to the candidates for
S-1 grade on casual basis.
Casual period and regularization
On completion of one successful year of casual period which a satisfactory performance
and an attendance of at least 310 days the casual employee are considered fit for
regularization after approval of the Competent Authority. In case of unsatisfactory
performance/attendance the casual period is extended for a period of 03 subsequent months
wherein the performance has to be satisfactory and the attendance has to be full. After
approval of the Competent Authority, the Regularization offer is issued to the concerned
employee.
Facilities given to the Casual employee who joins on Compassionate grounds.
Medical facilities for self, spouse and wards are given to the Casual employee who joins on
Compassionate grounds. However where the parents are dependent on the employee (based
on his declaration of their income being less than 1500/- per mensem), the parents and the
siblings dependent on the father (the ex-employee) are also able to enjoy free Medical
Facilities as per rules.

Free Medical facilities: to those candidates who join as casual employees against S-1 grade
other than on compassionate grounds are limited for self only.

Quarter allotment : depending on the eligibility of the Casual employee who joins on
Compassionate grounds the quarter is allotted to the newly recruited casual employee.
However if the quarter of the ex-employee parent has not been vacated by the subject
causal employee, and falls in the eligibility list of the casual employee, the quarter may be
regularized by TA Department as per rules in vogue.

Responsibility bestowed upon the Causal employee who joins on Compassionate

grounds:
The responsibility of looking after the family of the ex-employee now lies on the
shoulders of the Casual employee who joins on Compassionate grounds. It is therefore
ensured by means of undertakings and is even scribed in the offer letter that he has to take
care of the surviving parents and their dependents and that he has been given this offer of
appointment on compassionate grounds to give economic support to the family bereft of his
sole bread earner (Annexure Relevant page of the Offer letter and undertakings).

Other Measures
The distribution of the achievement awards have also been given to casual employees like
the Shreeman-Shreemati watches and the Rs. 1000/-
Data details:
As in the month of April 2007 268 casual employees are on rolls out of which 131 have
joined due to Compassionate grounds. Out of these 124 casual employees have been given
employment on account of substitution due to the employees suffering from the terminal
diseases like Kidney, cancer and paralysis.
The distribution of such terminal cases in the last 05 years is as per the graphs at
ANNEXURE B

Rationale behind giving such employment: Since these diseases namely Canner, Paralysis,
& Kidney diseases are such terminal diseases which involve long periods of expensive
treatment, the diseased employees family suffers on two accounts: the disease of the bread
earner and the long and costly treatment involved. Considering these it had been thought
such a diseased employees case may be considered for substitution of employment.

LOW cases
In case of Accidents arising out of and in the course of appointment apart from the statutory
PAYMENT OF WORKMENS COMPENSATION (as per rules) employment is given
to the nominated dependent of the employee in case of death or total permanent
disablement of the employee who has met with an accident. In such cases Workmens
compensation is also payable to the employee in case of total permanent disablement and to
the spouse in case of death of the employee.
In such cases employment is given on regular basis and as per the qualification of the
dependent nominated.
The following criteria are adopted for qualification based employment:
Sl. Qualification Grade
1 I.A, I.com, Matric and below S-1
2. I. Sc. S-3
3. B. Sc. S-6
4. B.E/M.B.B.S/I.C.W.A/MBA S-9
5. Post Graduate Qualification in E-0
Engg/Medicine/Surgery
The procedure for processing of Employment in case of IOW cases
The procedure for processing of Employment in case of IOW cases commences with the
issue of the assurance letter for employment addressed to the spouse in case of death of an
employee in a IOW case.
The spouse of the employee is requested to either opt for Employees Family Benefit
Scheme, which is payment of Basis and DA last drawn by the employee till his notional
date of Superannuation: on deposition of the PF & Gratuity amount with BSL till the
notional date of Superannuation. The PF & Gratuity amount thus deposited is to be
returned after the notional date of Superannuation to the spouse of the employee as per
rules.
On receipt of the application requesting employment of self/dependent the
undertaking/affidavits are sworn as per rules.
Thereafter approval in principle for employment of dependent is taken. After receipt of
approval, the candidate is interviewed for the post and is thereafter medically examined for
assessing the physical fitness for the post.
After receipt of the Medical Fitness for the post, the posting of the candidate is requested.
Once the Interview, Medical Fitness report and posting is received the final approval of the
Competent Authority is sought for employment of the candidate.
On receipt of the final approval of the Competent Authority for employment of the
candidate, Offer letter is issued to the candidate. Same process is followed in case of Total
Permanent disablement due to Injury on work.

Responsibility bestowed upon the employee who joins on Compassionate grounds:

The responsibility of looking after the family of the ex-employee now lie on the shoulders
of the employee who joins on Compassionate grounds. It is therefore ensured by means of
undertakings and is even scribed in the offer letter that he has to take care of the surviving
parents and their dependents and that he been offer of appointment on compassionate
grounds to give economic support to the family bereft of its sole bread earner (Annexure
Relevant page of the Offer letter and undertakings.)
Facilities given to a regular employee wo joins on Compassionate grounds against an
IOW case
Medical facilities for self and spouse are given to the Causal employee who joins on
Compassionate grounds. However where the parents are dependent on the employee (based
on his declaration of their income being less than 1500/- per mensem), the parents and the
siblings dependent on the father (the ex-employee) are also able to enjoy fee Medical
Facilities as per rules.

Quarter allotment: depending on the eligibility of the Causal employee who joins on
Compassionate grounds the quarter is allotted to the newly recruited casual employee.
However if the quarter of the ex-employee parent has not been vacated by the subject
casual employee, and falls in the eligibility list of the casual employee, the quarter may be
regularized by TA Department as per rules in vogue.