CHAPTER I

RECRUITMENT: -

Recruitment is a linking activity bringing together who offer job and who seeking
for job. The purpose of recruitment is to locate source of manpower to meet job
requirement and job specification.
Recruitment is regarded as the most important function of personal
administration, because unless the right type of people or hired even the best
plans, organization charts and control system would fail.
Recruitment is the process of searching the candidate and stimulates them for
employment.

OBJECTIVES OF RECTRUITMENT: -

 To attract people with multi skills and experience that suits the present
and future organizational strategies.
 To infuse fresh blood at all level of organization.
 To develop an organizational culture that attracts competent people to
the company.
 To search out for talent globally and not just with in the company.
 FACTORS AFFECTING RECRUITMENT:-
All organization whether small or big does engage in secreting activity. It depends
upon: -

 The size of the organization.

 The employment condition is community where organization is
located.
 The effect of past recruiting efforts.
 Rate or growth of organization.
 Culture, economic and legal factors.
SELECTION

After identifying the sources of human resources, searching for prospective

employees and stimulating them to apply for jobs in an organization, the
management has to perform the function of selecting the right employees at the
right time. The objective of the selection decision is to choose the individual who
can most successfully perform the job from the pool of qualified candidates. The
selection procedure is the system of functions and devices adopted in a given
company to ascertain whether the candidate’s specifications are matched with the
job specifications and requirements or not.

ESSENTIAL OF SELECTION PROCESS:-

The selection process can be successful if the following requirements are
satisfied:

 Some one should have the authority to select. This authority comes
from the employment requisition.

 There must be some standard of personnel with which a prospective

employee may be compared i.e. a comprehensive job description and job
specification should be available beforehand.

 There must be a sufficient number of applicants from whom the

required number of employees may be selected.
There is a no standard selection process that can be followed by all the companies
in all the areas. Companies may follow different selection techniques or methods
depending upon the size of the company, nature of the business, kind and number
of persons to be employed, government regulations to 0be followed etc. Thus,
each company may follow any one or the possible combinations of methods of
selection in the order convenient or suitable to it. Following are the selection
methods generally followed by the company.
Selection procedure employs several methods of
collecting information about the candidate’s qualifications, experience, physical
and mental ability, nature and behavior, knowledge, aptitude and the like for
judging whether a given applicant is or is not suitable for the job. Therefore, the
selection procedure is not a single act but is essentially a series of methods or
stages by which different types of information can be secured through various
selection techniques. At each step, facts may come to light, which are useful for
comparison with the job requirements an employee specification.
STEPS IN SELECTION PROCESS:-
 Job Analysis:- Job analysis is the basis for selecting the right
candidate. Every organization should finalize the job analysis, job description, job
specification and employee specifications before proceeding to the next step of
selection.
 Recruitment:- Recruitment refers to the process of searching for
prospective employees and stimulating them to apply for jobs in an organization.
It is the basis for the remaining techniques of the selection and the latter varies
depending upon the former.

 Application Form:- Application form is also known as application

blank. The technique of application blank is traditional and widely accepted for
securing information from the prospective candidates. It can also be used as a
device to screen the candidates at eh preliminary level. Many companies
formulate their own style of application forms depending upon the requirements
of information based on the size of the company, nature of business activities,
type and level of the job etc. Information is generally required on the following
items in the application forms:
 Personal background information
 Educational attainments
 Work experiences
 Salary
 Personal details
 References
  Written Examination:- The organization have to conduct written
examination for the qualified candidates after they are screened on the basis of the
application blanks as to measure the candidate’s ability in arithmetical
calculations, to know the candidates attitude towards the job, to measure the
candidates aptitude, reasoning, knowledge in various discipline.

 Preliminary Interview:- The preliminary interview is to solicit

necessary information form the prospective applicants and to assess the
applicant’s suitability to the job. Preliminary interview is useful as a process of
eliminating the undesirable and unsuitable candidates.

 Group Discussion:- The technique of group discussion is used in

order to secure further information regarding the suitability of the candidate for
the job.

 Interview:- Interview is aimed to evaluate the qualities of the

candidates by direct face-to-face discussion. Interview is an effective technique
to measure the knowledge, understanding, competence, interest in the work and
personality.

 References:- Tests can reveal partial understanding of the candidates,

but he candidate, as a whole can be understood after verifying his character and
social and personal traits. This is why, candidates are asked to furnish the names
of two responsible persons, who know tem well. These persons are contacted and
enquire regarding the character and morality of the candidate is made.
  Final Selection:- After going through aforesaid tests and formalities,
the HRD Manager makes the final selection of the candidate in consultation with
the department head.

 Physical Test:- The employee must be physically sound for the

efficient and effective accomplishment of the work; therefore, the prospective
candidate must be examined physically before his appointment. An employee of
unsound health will prove to be a liability for the organization and dangerous to
his colleagues.

 Orientation or Induction of employees:- The new employee is

oriented to the enterprise. It may be termed a socializing process by which the
employee is made familiar and friendly to environment of the business. Rules,
regulations and special feature of the business are communicated to him.
 INDUCTION

Introducing the new employee who is designated as a probationer to the job, job
location, surroundings, organization, organizations surroundings, and various
employees is the final step of employment process. Some of the companies do
not company do not lay emphasis on this function as they view that the colleagues
of the new employees will automatically perform this function. This processes
gains more significance as the rate of turnover is high among new employees
compared to that among senior employees. This is mainly because of the
problem of adjustment and adaptability to the new surroundings and environment.
Further induction is essential as the newcomer may feel insecure, shy,
nervousness and disturbing. This situation leads to instability. Hence, induction
plays pivotal role in acquainting the new employee environment, company rules
and regulations.

employee when he first joins a company and giving him the basic
information he needs to settle down quickly and happily and start work.

Lecture, handbook, film, group seminar are used to impart the information to
new employees about the environment of the job and the organization in
order to make the new employee acquaint himself with the following heads:
-

 About the Company

 About the Department
 About The Superiors, Subordinates etc.
CHAPTER II

INDUSTRY PROFILE:-

BOARD OF DIRECTOR:

Chairperson Smt. Savitri Jindal

Vice Chairman & Managing DirectorSh. Ratan Jindal
Director Sh. Naveen Jindal
Director Sh. T.R. Sridharan
Joint Managing Director & Chief
Sh. R.G. Garg
Operating Officer
Directors Dr. L.K. Singhal
Directors Sh. Suman Jyoti
Khaitan
Executive Director Sh. N.P. Jayaswal
Sh. Rajinder
Executive Director
Parkash
Director Sh. B.D. Gupta
Director - Corporate Affairs Sh. N.C. Mathur
At the time independent India’s first
industrialists were redrawing the blueprint of
commerce and industry, a farmer's son was
hard at work redrawing the blueprint of his
small business in Nalwa, a village in present-
day Haryana. The enterprising young man was
O.P. Jindal , Jindal Organization’s “Man of Destiny”.

Lacking the expertise to start a manufacturing unit, O.P. Jindal did the
next best thing; he started trading in steel pipes. The early years were
tough; and what saw him through was his vision and the
determination to realize it.

By 1952, he was proficient and experienced enough to set up the

group’s first factory at Liluah, near Calcutta for the manufacturing of
steel pipes, bends and sockets. Soon thereafter, a similar
manufacturing unit was set up at Hisar.

This period also saw the emergence of a professional culture. Jindal -

the proprietorship was transformed into Jindal - the organization. In
the early 60’s, Jindal R & D showed promise by developing India’s
first 100% indigenous pipe mill, again at Hisar. This was a
breakthrough, the first of many in the years to come. Jindal built up a
reputation for ingenuity of product
and product integrity.

In 1970 , he established Jindal Strips Limited and a mini steel plant

set up at Hisar to manufacture coils and plates through the electric
and furnace route.

The management of the company is now looked after by the four able
sons of O.P. Jindal- P.R. Jindal, Sajjan Jindal, Ratan Jindal &
Naveen Jindal and his grand daughter Sminu Jindal.
Since its inception in 1970, when the Jindal
Plant was set up in Hisar, the Jindal
Organization has come a long way. Starting
out by being the first private sector steel plant
with technology developed by its R&D
division, today the Jindal conglomerate is a
name to reckon with in the Indian industry. This US$ 4.0 billion multi-
locational industrial giant is equipped with world class technology to
manufacture products matching international standards.

A HISTORY CHECKED WITH DISTINCTIONS

In these 29 years the Jindal Organization has emerged as the largest

producer of stainless steel in the country. The company has the
distinction of being the largest sheet galvaniser and cold rolled coil
producer in the private sector.

The Organization’s history is indeed checkered with many such

distinctions like being the sole producer of U-O-E SAW pipes in Asia
(except Japan), and the only Indian company to use the acclaimed
Corex steel technology, the third in the world to do so.

THE TECHNOLOGICAL EDGE

The hallmark of the organization's achievements and growth has

been its ability to develop, adapt and adopt the latest technology, to
match the demands of a dynamic and burgeoning Indian industry.

Seeing doors where others see walls

At Jindal, research is a self-imposed discipline; a challenge it has

pursued with a pioneer’s zeal. Exploring new ideas and attempting
breakthrough products and processes.

For instance, tracking and adopting the latest in world technology,

anticipating customer needs with cost-efficient , reliable solutions,
and promoting engineering skill and manpower caliber. Jindal’s R&D
investment, together with its R&D capability has given it a headstart
over others.

Quality control not only in the machines, but in the mind

first.

Perfection does not begin at the manufacturing plant. It begins in the

mind. It is a challenge that Jindal has overcome through diligence
and discipline and by encouraging its employees to develop a sense
of pride in their jobs.

TRUNOVER

The people are the pillars of strength in any organization.

New Delhi, April 30th 2008

Quarter Ended Year Ended

31ST March (In
31st March (In Crore)
Particulars Crore)
Growth 2007 Growth
2008 2007 2008
(%) (Audited) (%)
GROSS
1,642.11,544.86.3% 5,704.15,267.8 8.3%
TURNOVER
EBIDTA 245.1 234.1 4.7% 804.7 844.2 - 4.7%
CASH
198.9 221.4 -10.2% 651.9 773.8 -15.8%
PROFIT
PAT from
Ordinary 89.2 92.1 - 3.1% 264.3 353.0 -25.1%
Activities

Jindal Stainless Ltd. (JSL) today announced the unaudited financial

results for the quarter and year ended 31st March 2008, taken on
record by the Board of Directors in its meeting held in New Delhi.

The global stainless Steel industry during last year experienced

volatile spurts in raw material prices, resulting in fluctuating margins
for stainless steel manufacturer worldwide. During the year the sales
and sales realizations grew by around 8%, however, higher pressure
on input prices resulted in negative EBIDTA growth of around 5%.

The major value addition has come from the growth in company’s
ferro alloys operations where
the realizations have grown by 46% over last year. To increase the
thrust in the global stainless steel market, the company made its
presence felt by focusing to newer markets, especially European
markets, where the exports of the company grew to around 17% as
compared to around 3% in the last financial year.

Jindal Stainless has maintained its focus towards achieving its growth
path and is poised to take on newer leadership roles, ensuring
sustainable value creation through its strategies of end ‐to ‐end
integration, cost leadership & product innovations.
So the task of employee welfare has been taken up with commitment
and imagination at the Jindal Organization.

Jindal were amongst the first to introduce free housing,

subsidized meals, free transport, medical benefits and
recreational and other facilities for workers in the Hisar
industrial belt.

Such trend-setting efforts, however, have not been

confined to its factories. Jindal has also worked for the
welfare of the community at large.

Wherever Jindal sets up base, it makes true the aspirations of the

towns it owns. This is especially true in the areas of education, health
and infrastructural facilities. N C Jindal Public School, New Delhi; the
500-bed N C Jindal Hospital, Hisar; Vidya Devi Jindal School, Hisar;
Jindal High School, Vasind are some examples. Another milestone in
the field of community development was accomplished when, on 19th
December 1998, Adult Education classes were started in Berhana
village near the SAW Pipes Ltd. (Kosi Kalan).

www.jindalsteel.com
COMPANY PROFILE:-

JINDAL STAINLESS- ARCHETECTURAL DIVISION:-

ARC - The Architecture Division of JSSL., a stainless steel major of India is

an ISO: 9001-2000, ISO: 14000 certified.
The Architectural Division launched by JSSL, endeavors to provide
architectural solutions on the usage of stainless steel. It has taken the initiative
to establish and address practical issues of design and fabrication related to
Stainless Steel products, offering technology and solutions catering to the
emerging market of Stainless Steel for Architecture, Building and
Construction (ABC) Industry in India.
Quality Policy

We are committed to be a leader in providing world class innovatively

designed stainless steel product mainly for the architecture, building and
construction sector with a focus on providing complete solutions from
design and fabrication, up to installation.

.we shall strive for customer delight by continually improving our

performance through a well implemented quality management system.

Quality Objective

* Achieve sales turnover of Rs48+15crore in year 2007-08 for project and

retail division. The corresponding sales turnover target for next two year are
Rs80+36crore in the year 2008-09 and Rs125+47crore in year 2009-10.

* Development of complete range of retail products with focus on modular

kitchen and stainless steel furniture and establishing a franchisee network
covering major cities in India to achieve the targeted sales for retail product.

* To enter the business of putting up bus Q shelters on BOT basis.

* To become the leading supplier for stainless steel solution to companies

who are awarded contract for new airports as well as modernization of old
airports in country.

* To initiate dialogue with Indian railways with proposals for pushing the
modernization of railway stations and railways coaches with innovatively
designed products.

* To remain one of the leading supplier for metro railways coming up in

other cities in India.
* To improve upon the present response times for bidding and the delivery,
installation against orders, by acheving100% compliances to specific target
for the same.

* Up gradation of plant and equipment to improve the productivity,

capability and the quality of manufacturing.

* Bringing in new technology for new product lines through foreign JVS/TT
agreements.

* Establish marketing and sales network outside NCR region covering

strategically important locations in the country.

QUALITY ASSURANCE

Understanding Customers requirement and ensuring to supply as per

these requirements is realized with the help of Quality Assurance and
Quality Control group at JSSL. Across the entire business chain of
supplies, operations and marketing appropriate quality assurance
systems are in place to ensure correctness at each step of the cycle.
ISO-9001-2000 Certification of the Plant is a testimony to this.
Alongside ISO14001 and OHSAS 18001 Systems certification of the
plan assure concern and protection towards environment and for
providing a safe working for the employees.

For ensuring the quality at every step well equipped Laboratories are
in place with a battery of modern equipments such as X-Ray
Analysers, Spectrometers, Leco Analysers, Metallurgical
Microscopes, Image Analyser, Universal Testing Machines etc to
name a few. Well-documented procedures ensure correctness in
testing and certification of the products. The production process are
constantly monitored and controlled to ensure the finished products
as per customer's requirements.
6S

FIRST STEP TOWARDS EXCELLENCE

SEIRI - SORTING
SEITON - ORDERLINESS
SEISO - CLEANLINESS
SEIKETSU - STANDARDISATION
SHITSUKE - SELF DISCIPLINE
SHUKAN - TO HABITUATE

1S

SEIRI - SORTING

SORTING means –you should sort and segregate necessary and unnecessary
things in your working area.

2S

SEITON - ORDERLINESS

ORDERLINESS means – you should arrange necessary things in order fix a

place for each thing and place there always.

3S

SEISO - CLEANLINESS

CLEANLINESS means- you should clean your working area daily so that
floor machines and instrument are dust and oil free.

4S
 SEIKETSU - STANDARDISATION

STANDARDISATION means- you should always keep high standard for

house keeping follow safely instruction, wear neat and clean clothes.

5S

SHITSUKE - SELF DISCIPLINE

SELF DISCIPLINE means- you should keep and follow rules and regulation
for cleanliness and safety maintain discipline in your working area.

6S

SHUKAN - TO HABITUATE

HABITUATE means-to know, to interiorize the 5S’s.To create the habit of

5S’s.

KAIZEN

KAIZEN (In Japanese:-literally continuous improvement) is word of

Japanese origin in which ‘KAI’ means, change and ‘ZEN’ means for better.

KAI + ZEN = CHANGE FOR BETTER

 “Today better than yesterday, tomorrow better than today”.

 It is always possible to do better, none day must pass without the
implementation of some improvement, even on structure of company
or on the person.

KAIZEN activity should be done by asking following question under 5W

and 1H:-WHO, WHERE, WHEN, WHY, WHAT and HOW.
WHO
  Who does it?
 Who is doing it?
 Who should be done it?
 Who else can do it?
 Who else should do it?
 Who is doing 3Mu’s?

WHAT
 What to do?
 What is being done?
 What should be done?
 What else should be done?
 What else can be done?
 What 3Mu’s are being done?

WHERE
 Where to do it?
 Where it is done?
 Where should it be done?
 Where else can it be done?
 Where else should it to be done?
 Where are 3Mu’s are being done?

WHY
 Why to do it?
 Why is it being done?
 Why else should it be done?
 Why else can it be done?
 Why do it that way?
 Why are the 3Mu’s in the way of thinking?

WHEN
  When to do it?
 When it is done?
 When should it be done?
 When other time can it be done?
 When there is presence of 3Mu’s?

HOW
 How to do it?
 How is it being done?
 How should it be done?
 How this method should be done other way?
 How there are any 3Mu’s in the method?

3MU
MUDA-WASTE
MURI-STRESS
MURA-DISCREPANCY
ORGANISATIONAL CHART
 DIRECTOR

PA TO DIRECTOR

OTHER
AVP PLANT SBU - RETAIL
DEPARTMENTS

REFER TO REFER TO REFER TO HR &

FINANCE
ANNEXURE 1 ANNEXURE 2 ANNEXURE 4 ADMINISTRATION

MANAGER
FINANCE HEAD PERSONNEL
(PLANT)

MANAGER Sr. EXECUTIVE HR

ADMINISTRATION
Dy. MANAGER
OFFICER

Sr. EXECUTIVE

OFFICER

TRAINEE
 ASSISTANT VICE
PRESIDENT

SALES &
PROJECT DESIGN PURCHASE
MARKETING

HEAD OF
Sr. MANAGER SITE DGM DESIGN
DEPARTMENT

HEAD OF CONTRACT
MANAGER PPC DEPARTMENT MANAGER
DEPARTMENT DEPARTMENT

ASSOCIATE ASSOCIATE
MANAGER ASST. MANAGER Sr. ENGINEER ENGINEER (2) Sr. MANAGER
MANAGER MANAGER

ASSOCIATE
Sr. EXECUTIVE ENGINEER Sr. EXECUTIVE
MANAGER

EXECUTIVE SITE SUPERVISOR MANAGER EXECUTIVE

MANAGEMENT
FITTER & WELDER Sr. ARCHITECT OFFICER
TRAINEE

ARCHITECT

DESIGNER

Sr. DRAUGHTSMAN

DRAUGHTSMAN

TRAINEE
 PLANT

PRODUCTION QUALITY STORES

REFER TO
Sr. MANAGER MANAGER
ANNEXURE 3

ENGINEER Sr. EXECUTIVE

QUALITY
EXECUTIVE
SUPERVISOR
 HEAD OF
DEPARTEMENT

AM RESEARCH & PRODUCT PURCHASE SALES &

DEVELOPMENT DESIGNER MANAGER MARKETING

SITE SALES MANAGER

ENGINEER (2) DESIGNER AM PPC
SUPERVISOR (3) (2)

ASSOCIATE
ENGINEER
MANAGER (2)

Sr. EXECUTIVE
MARKETING

MANAGEMENT
TRAINEE
 Vision: 2010

*To be amongst the top 10 stainless steel producers in the world.

*To gain international recognition for cost leadership, product innovation

and customer satisfaction.

*To be admired as a socially responsible corporate and a sustained value

creator for all its stakeholders.

VALUES

*We believe in simplicity by Keeping a low profile externally and having

clear, frank and effective Communication in the organization.

*We believe in teamwork with well defined Responsibilities and

accountability.

*We believe in relationships of trust amongst people through well-defined

responsibility and authority.

*We believe in according top priority to customer Focus through prompt and
appropriate response.

*We believe in respect and care for all those Associated with us by
commitments.
DIVERSIFICATION:-

Corporate Office – New Delhi Mumbai Office

JINDAL CENTRE JINDAL MANSION
12, Bhikaji Cama Place 5-A, Dr. G. Deshmukh Marg,
New Delhi- 110066, India Mumbai - 400026, India
Tel: 91-011-26188340-50 Tel: 91 - 022 - 4963000,
Fax: 91- 011- 41659169 4924470 - 74
Email : info@jindalsteel.com Fax: 91 - 022 – 4961400

Plants
Jindal Stainless Limited
Hisar Vishakhapatnam
P. O. Box No.6 O.P Jindal Marg, 58- 17-1/ 1 Sangeevaya Nagar,
Hisar - 125005 ( Haryana) Near Nad Kotha Road junction,
Tel : 91- 01662 - 222471 - 485 Vishakhapatnam- 530009, India
(15 Lines) Tel : 91- 0891- 558898
Fax: 91- 01662 - 220476, Fax : 91- 0891- 558996
220499

Indonesia
Orissa Kawasan Industry Maspion
Kalinga Nagar Industrial Maspion Unit-V
Complex Desa Sukomylyo-Manyar,
Front of MESCO Gresik 61151
Post Danagari Jawa Timur-Indonesia
Duburi - 755026 Phone: 62-31-3959565
Distt. Jajpur, Orissa Fax: 62-31-3959566
Phone: 91-672-6266001
Fax: 91-672-6266002

www.jindalsteel.com
CHAPTER III
RESEARCH METHOLOGY:-

The Research plays an important role for providing the right information about
consumer, which helps the management in making better decisions.

Research is a systematic attempt to obtain answers to meaningful questions about

phenomena or event through the application of scientific procedure in other words
Research can be defined as methodical, unbiased and competent investigation of a
subject matter to establish principles. Research has special significance in
identifying and solving various operational and business problems of business and
industry. Research is directed towards the solution of problem.

Mainly Research is of three types:-

1. Exploratory.

2. Descriptive.

3. Experimental.
 EXPLORATORY RESEARCH

Exploratory Research is necessary in order to obtain a proper definition of problem.

The main purpose of such studies is that of formulating a problem for more precise
investigation. The major emphasis in such studies is on discovery of ideas and
insight. Exploratory research is generally carried out by three ways: -
1. The survey of concerning literature.

2. Experience Survey.

3. Analysis of insight –stimulating examples.

DISCRIPTIVE RESEARCH

Descriptive Research studies are those studies, which are concerned with
describing the characteristics of a particular individual or a group. A descriptive
research require a clear specification of what, who, when, where why and how
aspects of the research.

Two Methods are applied in this research are:-

1. Case Study.
2. Statistical Methods.

EXPERIMENTAL RESEARCH

Experimental Studies are those where the researcher tests the Hypotheses of
casual relationship between variables. Such studies require procedures that
will not only reduce bias and increase reliability, but will permit drawing
inferences about casualty.
 TYPES OF RESEARCH USED:-

The type of research used in this project work is Descriptive. The

Descriptive research is used to collect Data and find out the cause and effect
relationship.

SAMPLING PROCEDURE

I decided to study the candidates who applied for the post of Team Member in
different departments of “Jindal Arch. Ltd.”
I contact the candidates through personal interviews. The Personal interview
though costly but yields the most satisfactory result in Research work.

DATA COLLECTION METHOD

As we know that the data is of two types: -

1. Primary Data.
2. Secondary Data.

In Primary Data Researcher has to gather afresh data for the specific study that
undertaken by him. Primary data are gathered for a specific research project.

Primary data can be gathered by five methods: -

a. Direct Personal Interview.
b. Indirect Oral Interview.
c. Information from correspondents.
 d. Mailed Questionnaire Methods.
e. Schedules sent through Enumerators

Secondary Data can be collected by two methods: -

a. Published Sources
b. Unpublished Sources.

OBJECTIVE OF STUDY:-

1) To identify what are the major factors, which influence the Recruitment &
Selection.

2) To find out the effectiveness of the methods used for the Recruitment &
Selection.

3) To know the feedback of the Management/Employees of “JINDAL

ARCHITECHURE LIMITED” for Recruitment & Selection.

4) To get suggestions/recommendations from employees and submit them to

the management.

SCOPE OF THE STUDY:-

The scope of my study is to know how recruitment and selection helps in

providing the potential employees/candidates to the organization.

Recruitment & Selection includes information related to the way of

obtaining the potential candidates i.e. the way of elimination or rejection
procedure.
 RESEARCH INSTRUMENT:-

The Research Instrument used in this project is Observation Method.

CASE STUDY
The case study method is a very popular form of qualitative analysis and
involves a careful and complete observation of a social unit, be that unit a person, a
family, an institution, a cultural group or even the entire community. It is the
method of study in depth rather than breadth. The object of the case study method
is to locate the factors that account for the behavior pattern of the given unit as an
integrated totality.

OBSERVATION METHOD
The observation method is most commonly used method specially is that
subjective bias is eliminated, if observation is done accurately.
Secondly, The information obtained under this method relates to what
is currently happening; It is not complicated by either the past behavior or
future intentions or attitudes. Observation methods are of various types like
structured, unstructured, controlled and uncontrolled
CHAPTER IV
RECRUITMENT PROCEDURE IN JAL:-
When we talking about the recruitment and selection process in JAL, the
recruitment and selection process is very standardized.

There is one form i.e. ”Man Specification Form” which specifies

that which candidate is needed for which post with his / her essential and
desirable qualification, skills and also carries the necessary information
about the skills set of the required candidate.

With the help of this form every person can easily understand
that what is the hierarchy system of each position and what are the various
competencies are required for which level. It includes the various parameters
like, which are mentioned below:-

 Designation
 Department /Division
 Reports to
 Direct Subordinates
 Education
 Essential
 Desirable
 Experience
 Skills
 Specific Training / Specialization

Here the format of Man Specification form is given below which is used in
the company.
 MAN SPECIFICATIONS SHEET

POSITION IDENTIFICATION

Designation :

Division / Department :
ORGANIZATIONAL RELATIONSHIPS

Reports to :

Direct Subordinates :

COMPETENCY REQUIRED

Education
Essential :
Desirable :

Experience :

Skill :

Specific Training/Specialization:

OTHER INFORMATION, IF ANY

DPM (HRD) CEO

 In JAL there are three major sources of recruitment of the employees i.e.

 Recruitment through Campus Placements

 Recruitment through Consultants

 Recruitment through References.

When we talking about the recruitment the first process is the Man
Specification Sheet after that the second process is Manpower Requisition Form.
This form specifies that what are the various expected benefits (in terms of
increase revenue, productivity etc.) from the particular position to the
organization and it initiated by the Head of the Department with consultation of
the HRD department and the CEO of the company finally approves this form.

Recruitment Through Campus Placement:-

The recruited candidate as designates as per their qualification as

described below:

 Degree holder in engineering candidate is appoint as a “GET”,

  Diploma holder in engineering is appoint a “DET” and

 Management degree holder candidate is appointed as a “M.T”.

Recruitment Through consultants:-

The recruitment at all the levels except entry level is done through consultants, as
and when required company can refer to only those consultants which are
registered by the corporate office and for this company pays for the services to
the consultant.

Identification of vacancies

When any vacancies occur in any department .The departmental Head

reported to the HRD department with a requisition form. In the requisition form
there is information about the post and about the manpower. HRD department
verifies this form from CEO for recruitment.

Recruitment policy

The policy of recruitment has to be framed and dealt with carefully as it affects
human aspiration and values to a great extent. Recruitment policy of JAL is
guided by various administrative orders and directives received from the Govt.
from time to time.
Selection Procedure:-
After policy Formation Company recruit and select the right candidate for each
post .For this purpose company use different sources of recruitment. In selection
Procedure Company hold interview and medical checkup of the new joining.

Short list of the application

Every person who applies for a job may not posses necessary qualification and
experience for it .Any application, which is not suitable according the post .These
type application short-listed by the department.

Preliminary Interview

It seeks to ascertain whether the candidates are apparently able from physically
and mentally for the position applied for. This interview does not take much time.

Interview

An interview is a face-to-face observational and personal Method to evaluate a

candidate for a job. In any interview the interviewer is generally is in dominant
position.

Medical Examination

The employee must be physically sound for the efficient and effective
accomplishment of work. There fore the candidate is examined physically before
his appointment.

Final Selection
After going through tests and formalities the HRD department makes the final
selection of the candidate in consolation with departmental Head and CEO.

Training Induction Schedule In JAL:-

When the candidate joins the company, training induction schedule is

prepared for the candidate.

Through this the candidate can able to know about the organization,
can be able to know about their superior and subordinate so that it help the
candidate to work comfortably.

Introducing the new employee who is designated as a probationer to

the job, job location, surroundings, organizations, organizations surroundings, and
various employees is the final stage of employment process. Some of the
companies do not company do not lay emphasis on this function as they view that
the colleagues of the new employees will automatically perform this function.
This processes gains more significance as the rate of turnover is high among new
employees compared to that among senior employees. This is mainly because of
the problem of adjustment adaptability to the new surrounding and environment.
Further induction is essential as the new comer may feel insecure, shy,
nervousness and disturbing. This situation leads to instability. Hence, induction
plays pivotal role in acquainting the new employee environment, company rules
and regulations.
Induction is the process of receiving and welcoming an employee when he/she
first joins a company and giving him the basic information he needs to settle
down quickly and happily and start work.

Lecture, handbook, film, group seminar are used to information to new

employees about the environment of the job and the organization in order to make
the new employee acquaint himself with the following heads.

About the Company

About the Department

About the Superiors, Subordinates etc.

CHAPTER V
CONCLUSION

Conclusion is a necessary element of any project. It involves the

observations on the basis of either data collected from the relevant source or
by any other method. It is essence of the whole project. Conclusion is
wrapped here as under:

It has been observed during the training that every person who applies
for a job may not posses necessary qualification and experience for it .Any
application, which is not suitable according the post .These type application
short-listed by the department.

It has also been substantiated that preliminary interview is the initial

step adopted by the company, it seeks to ascertain whether the candidates are
apparently able from physically and mentally for the position applied for.
This interview does not take much time. There after an interview is a face-to-
face observational and personal Method to evaluate a candidate for a job. In
any interview the interviewer is generally is in dominant position.

As a traditional method, medical examination of the employee must at

the company, various variables works in this behalf.

In the final stage, after going through the preliminary tests and
necessary formalities the HRD department makes the final selection of the
candidate in collaboration with departmental Head and CEO.

It has also been observed that company adopts stereo-typed methods

recruitment. Company's recruitment system is running on traditional
methods.
 Diversity of staff was also affecting the company's recruitment
procedure either directly or indirectly. Training system provided by the
company is running efficiently.

LIMITATION:-

The study was carried out only at the Jindal Architecture Limited,
Gurgaon.PLANT-2 And it has not covered the way of Manpower planning at
other Plants of the Jindal stainless steel Limited which are based at distant
Location like Delhi, Mumbai and Chennai these could not be covered
because they are located at a very distant place and to carry out the study
over their will take many months.

Some other limitations: -

 Less availability of time and money for the research work.
 L e s s e x p e r t i s e o r s k i l l s i n t h e r e s e a r c h e r.
 Lack of Scientific training in the methodology of researcher.
 Difficulty of timely and adequate secretarial assistance.
 Difficulty of timely published data.
Suggestions:-

 JAL should go for newer techniques of the Manpower Planning.

 The company should try to celebrate the diversity to reduce the work
force diversity.

 The JAL should try to reduce the organizational challenges i.e.

competitive position, decentralization and downsizing.

 The JAL should try to reduce the environmental challenges i.e. the
internet revolution and job redefinition.
Findings:-

 The JAL is adhering all possible norms & regulations of Govt.

regarding the wages & salary.

 The company also conducts psychological tastes which provides

psychological base to the company.

 Manpower planning is structured.

 The company provides training and development programs to the

employees properly.

 The company organizes Isolation camps for the recreational activities.

BIBLIOGRAPHY
Books:-

1. Rao T.V. (2001) “Readings in HRD” Oxford & IBH Publishing Co.
Pvt. Ltd., New Delhi.
2. Gomez-Mejia L.R., Balkin D.B., Cardy R.L. (2005) “Managing
Human Resources: 3rd Edition” Pearson Education, Prentice Hall of
India
3. Dessler G. (2005) “Human Resource Management: 9th Edition”
Pearson Education.
4. Kothari C.R. (1990) “Methods & Techniques” second edition

Websites:-

www.jindalsteel.com

www.google.com

www.jindalarc.in
DECLARATION

I, NAVEEN SINGLA, do here by declare that the training report done in

“JINDAL ARCHITECTURE LIMITED” ,Gurgaon (Haryana)
submitted by me in the partial fulfillment of degree of Business Economics
from Ch. Devilal University, Sirsa is originally work conducted by me. The
data and facts provided in this report are authentic in the best of knowledge.

I have not submitted this training report to any other university for the award
or degree of any diploma.

(NAVEEN SINGLA)
 PREFACE

As a matter of fact every M.B.A (B.E.) student has to undergo

practical training in an approved business organization for appropriate
period normally during summer vacation under the guidance of active
professional manager, so as to become aware of the real life business
situation and its environment. Thus on completion of M.B.A (B.E.) program,
the student had gained experience, which proves beneficial in tackling
business situation in future.
To fulfill the laid objectives, as per the approval of the faculty of training
coordination CDLU, SIRSA I was sent to JSSL, GURGOAN

The duration of my training was enough to extract maximum benefit in the

said field. I felt the pulse of the human resource field in the organization. I
would like to give my regards to the faculty the institute for providing
basic skills needed for the completion of the present project to its current
level of excellence.
This report gives the better understanding of the HR position of the JINDAL
ARCHITECTURE LIMITED.
ACKNOWLEDGEMENT

I w o u l d l i k e t o e x p r e s s m y s i n c e r e gr a t i t u d e t o M i s s P o o j a ,
H R D M a n a g e r, J A L f or g i v i n g m e t h i s o p p or t u n i t y t o
u n d e rg o m y s u m m e r i n t e r n s h i p i n t h i s o rg a n i z a t i o n . I t w a s
due to their e ff o r t s that I was able to u n d er t a k e a
c h a l l e n g i n g pr o j e c t f or t h i s o rg a n i z a t i o n .
T h i s pr o j e c t w a s a g r e a t o p p o r t u n i t y f o r m e t o g e t a
first hand experience of Recruitment & Selection that exists
i n a n o rg a n i z a t i o n .
I a m a l s o gr a t e f u l t o M r. S u r e n d er M o r , L e c t u r e r o f
c o l l e g e f o r t h e i r c o n t r i b u t i o n a n d g u i d a n c e t o t h e s t u d y.
L a s t l y, I w o u l d l i k e t o t h a n k a l l t h o s e w h o d i r e c t l y o r
i n d i r e c t l y h a v e h e l p e d m e i n c a r r y i n g o u t t h i s p r o j e c t r e p or t .

(NAVEEN SINGLA)
TABLE OF CONTENTS

CONTENTS PA G E N O
Chapter i I n t ro d u c t i o n 1-9
Chapter ii C o m p a n y p ro f i l e 1 0- 3 0
Chapter iii Research Methodology 31-36
Chapter iv Recruitment & selection
Procedure in JAL 37-44
Chapter v Conclusions & suggestions 45-49
Bibliography 50-51