PROJECT REPORT

On

"Recruitment and selection"

National Fertilizers Limited (Nangal Unit)

IN PARTIAL FULFILLMENT FOR THE AWARD OF DEGREE OF BACHELOR

OF BUSINESS ADMINISTRATION

SUBMITTED TO
HIMACHAL PRADESH UNIVERSITY, SHIMLA

Guided By: Submitted By:

Mr. Parvinder Kumar Shivalika Sharma
(Faculty of BBA) Roll no. 5160610009

SIDHARTH GOVT.COLLEGE NADAUN

DIST. HAMIRPUR (H.P)
 PREFACE
BBA is the starting point to the management career and to develop good managers, it is
necessary that the theoretical knowledge must be supplemented with the exposure to the real
environment.
Theoretical knowledge just provides the basic and it’s not sufficient to produce a good manager
that’s why the practical knowledge is needed.
Therefor the research project is an essential requirement for the student of BBA this research
project is not only helps the student to utilize their skill properly and learn field realities but also
provide a chance to the organization to find out talent among the bidding manager in the very
beginning.
In accordance with the requirements of BBA course I have done my summer project on the topic
“RECRUITMENT AND SELECTION” at NATIONAL FERTILIZERS LIMITED (NAYA
NANGAL)
 ACKNOWLEDEMENT
“It is not possible to prepare a project report without the assistance & encouragement of other
people. This one is certainly no exception.”
I am deeply pleased to place my project of BBA on RECRUITMENT AND SELECTION in
NATIONAL FERTILIZERS LIMITED in time. It is possible due to the proper guidance of
lecturer of management department Mr. Parvinder Kumar in Sidharth Govt. College
Nadaun.
It is well said” TEACHER IS A FRIEND, PHILOSPHER AND GUIDE TO THIS STUDENT”.
I would like to thank NFL for providing me with an opportunity to undertake industrial training,
which has been a learning experience for me. My special thanks to my Project Prof. Vaneeta
Dhanotia (Co-ordinator BBA) who guided me a lot.

My project would not have been completed without the guidance of staff members of the NFL’s,
Human Resource Development Department. A lot of individuals have contributed in the
preparation of this project. I am thankful to all of them for their timely help encouragement,
support, valuable comments, suggestions and many innovative ideas in carrying out this project.
It is my proud privilege and pleasure to express deep sense of gratitude to these people.
 DECLARATION
I am SHIVALIKA SHARMA student of BBA of SIDHARTH GOVT.COLLEGE NADAUN
affiliated to Himachal Pradesh University, Shimla does hereby declare that the summer training
report titled " RECRUITMENT AND SELECTION" is a genuine research work undertaken by
the information, facts and finding furnished in this report is result of my hard-work and are
original in nature and it's has not been published anywhere earlier.

SHIVALIKA SHARMA

Roll. No 5160610009
Class: - BBA 6TH SEM
 Guide Certificate

This is certify that the project report titled “recruitment and selection” carried out by Miss
Shivalika D/o Sh.Surender Kumar has been accomplished under my guidance and supervision as
a duly registered BBA student of the department of SIDHARTH GOVT. COLLAGE NADAUN
(H.P). This project fulfillment of the award of the BBA from Sidharth Govt. College Nadaun.

Her dissertation represents her original work and is worthy of consideration for the award of
degree of BACHELOR OF BUSINESS ADMINISTRATION.

Signature of the guide

 TABLE OF CONTENTS

Content Page No

Introduction

Objectives

Research Methodology

Data analysis & interpretation

Finding Suggestions & conclusion

Bibliography

Questionaires
 Introduction
INTRODUCTION TO NFL

Indian economy is an
agriculturist economy.
Agriculture production
plays a very important role
in the prosperity of the
country. As the limited and
the production in increasing at a tremendous rate, it is very necessary to increase production and
only way to increase to production is to do intensive cultivation with the use of chemical
fertilizers.
The development of the fertilizer industry is of great importance to our National economy as; the
primary occupation of 70% of the countrymen is agriculture. And for a good yield fertilizer play,
an important role. The increase in the fertilizer industry shall lead to development of agriculture
which will further lead to rise in per capital income of the people due to increased yield and high
quality. The efficiency of this industry would help the country to earn more of foreign exchange
by exporting more and high quality of grains and other agricultural products.
Fertilizer industry on our country has expanded significance to fulfill nation’s hopes and
aspirations for self –efficiency in food grains. The fertilizer industry has played a key role in
rushing an era of plenty of food grain by translating into realty “Green Revolution” in the
country from an utterly unsatisfactory situation prevailing on the food grain font Indian
continues to be the third largest producer and consumer in the world.
NFL National Fertilizer Ltd.
RCF Rashtriya Chemicals Fertilizer Ltd.
IFFCOIndian Farmer Fertilizer Co-Op. Ltd.
KRIBHCO Krishak Bharati Co-Op.Ltd.
GNVFCGujarat Narmada Valley Fertilizer Company Ltd.
IGFCC Info Gulf Fertilizer & Chemical Ltd.
CFCLChambal Fertilizer & Chemical Ltd.
TCLTata Chemical Ltd.

HISTORY OF THE COMPANY

In 1954 the Govt. of India appointed a committee called “The fertilizer production committee”
under the chairmanship of Sh. B .C MUKHRJEE (FCI Ex. Chairman & Managing Director) to
suggest ways for further expansion of fertilizer production in India. The Govt. however
simultaneously issued a directive to the committee that one of the proposed fertilizer unit should
be located near the Bhakra Dam. The main consideration for setting up a plant Nangal
(PUNJAB) was that there would not be enough demand of electricity from Bhakra Dam. Heavy
water a by-product in this process could be produced for the use in these atomic reactors as
moderator.
On February 17, 1956 the proposed Nangal factory was incorporated under the name of Nangal
fertilizer & Chemical Ltd. (NFCL) with its registered at Nangal having an authorized capital of
Rs.31 cores. In July 15, 1959, the name of (NFCL) was changed to “Hindustan Fertilizer &
Chemicals Ltd.”(HFCL)
The FCL Ltd. was incorporated on Jan 1 st 1961 by proclamation of the fertilizer & chemicals
companies ‘amalgamation order 1960, having aauthorized capital of 75 cores. with the re-
organization fertilizers co-operation of India with effect from 1st April 1978, The Nangal unit of
Fertilizer Corporation of India came under the NFL fold. The company expanded its installed
capacity in 1984 by installing and commissioning of its vaijaipur gas based plant in Madhya
Pradesh.
 COMPANY PROFILE

Company was incorporated on 23rd August 1974 for setting up two Fuel Oil / LSHS based Urea
plants at Panipat & Bathinda with annual capacity of 5.11 LMT each which commenced
production in the year 1979. Nangal plant of Fertilizer Corporation of India was also merged
with NFL in 1978 (with present annual installed capacity of 4.785 LMT of Urea) after
organization of FCI group of plants. Subsequently first inland gas based plant on HBJ gas pipe

line was set up by the company at Vijaipur in district Guna (Madhya Pradesh) with re-assessed
annual capacity of 8.65 LMT which commenced commercial production in July 1988 and
thereafter the capacity of this plant was doubled by commissioning of its expansion plant in the
year 1997. In line with the directives of GoI, the company revamped its three Fuel Oil plants at
Panipat, Bathinda & Nangal for changeover of its feedstock from Fuel Oil to eco-friendly fuel
i.e. natural gas with a total investment of Rs. 4066 core during the year 2013 which not only
reduced the energy consumption / carbon footprints but also helped in reducing the subsidy
burden on GoI. The company also revamped its both the plants at Vijaipur in the year 2012 for
capacity augmentation and energy saving which has enabled the company to produce Urea
beyond re-assessed capacity of the plants to improve the profitability of the company. The
present annual installed capacity of the company is 35.68 LMT of Urea.

NFL is the 2nd largest producer of Urea in the country with a total share of 15.5% and largest
Urea producer amongst public sector Urea producing companies.

NFL has an authorized capital of Rs 1000 crore and a paid up capital of Rs. 490.58 crore out of
which Government of India holds 89.71% shares and 10.29% shares are held by financial
institutions & others.

NFL is engaged in producing and marketing of Neem Coated Urea, Bio-Fertilizers (solid &
liquid) and other allied Industrial products like Ammonia, Nitric Acid, Ammonium Nitrate,
Sodium Nitrite and Sodium Nitrate. NFL, during 2015-16 has also commenced multiplication
program for production of quality seeds for wheat, soybean, paddy etc. for sale in NFL’s own
brand.

The Company also has a Bio-Fertilizer plant at Vijaipur with an annual capacity of 100 tons of
solid (lignite based) and 125 KL of liquid Bio-Fertilizers where three strains of Bio-Fertilizers
(Solid & liquid) viz. PSB, Rhizobium and Azotobacter are produced. These Bio-Fertilizers are
sold in various states of the country.

Registered office:- Scope Complex, Core-111, 7 – Institutional Area, Lodhi Road. New Delhi
-110003
Corporate officeA-11, Sector -24, District Gautam Budh Nagar,Noida (U.P) 20130

NFL, Corporate Office, Noida

LOCATION OF NFL PLANTS
PRODUCTION PERFORMANCE

NATONAL FERTILIZERS LIMITED (NFL) has recorded its best ever operational by
producing 38.10 lakh urea with an overall capacity utilization of 118% during 2016-17. The
previous best production of 37.99 lakh achieved during 2015-16. The company has also made
record production and sale of industrial product including nitric acids & ammonium nitrate wroth
around Rs.169 core.

In addition to urea, NFL also important and sold DAPS &Bentonite Sulphur to farmers during
2016-17 with the objective of providing all agriculture input to farmers under a roof. With a
P ro d u c ti o n p e rfo rm an c e in L A K H M T (U re a)

record urea sale of over 37.50 lakh joined by 2, 14, 000of DAP.

PRODUCTION PERFORMANCE
39
38
37
36
35
34
37.99 38.1 38.1
33 36.36 36.39
32
33.3 33.8 34.01
31
32.11
30
29
2009-10 2010-11 2011-12 2012-13 2013-14 2014-15 2015-16 2016-17 2017-18

YEARS
 PRODUCT

KISAN UREA
Kisan Urea is a highly concentrated, solid, nitrogenous fertilizer, containing 46.0% Nitrogen. It
is completely soluble in water hence Nitrogen is easily available to crops.

It contains Nitrogen in a milder form which changes to ammoniacal forms and is retrieved by
soil colloids for longer duration. Urea is available in granular form and can be applied by drill
and broadcasting.

Kisan Urea is ideally suitable for all types of crops and for foliar spray which instantly removes
nitrogen deficiency. Kisan Urea also has a strong and long lasting effect on crop resulting in
bumper crops Carbonic acid present in Kisan Urea helps in absorption of other nutrients like
phosphate and Potash by roots of crop.

NEEM-COATED UREA

National Fertilizers Limited (NFL) is the first fertilizer manufacturer in the country which has
developed Neem- Coated Urea, which on demonstration has improved the crop yield by 4-5%.
N.F.L. has made strides in developing a process for manufacture of Neem-Coated Urea on
commercial scale. The company is focusing its thrust to widen the marketing operations of
Neem-Coated Urea.
NFL has made efforts to harness unique properties of Neem is regulating release of Nitrogen to
crops when mixed into soil and making available to farmers a more efficient Nitrogenous
fertilizer in the form of its Neem-coated Urea primarily based upon research work conducted by
scientists of Indian Agriculture Research Institute, New Delhi.
 BIO FERTILIZER

NFL manufactures and markets three types of Bio-Fertilizers, Rhizobium, Phosphate,

Solubilishing Bacteria (PSB) and Azetobactor. Starting with a mere 23 MT production in 1995-
96, the production has risen to 173 MTs in 2002-03. The Company presently markets its bio-
fertilizers in Madhya Pradesh, Maharashtra, Orissa, and Rajasthan & Punjab.
Bio-Fertilizers are used to supplement chemical fertilizers as also to maintain soil fertility;
besides the following -

1. Bio- fertilizers are supplement to Chemical fertilizers.

2. Bio-fertilizers are cheap and can reduce the cost of cultivation.
3. Fix Biological Nitrogen in the soil, which is readily available to the plant.
4. Increase crop yield by 4-5% on an average.
5. Improve soil properties and sustain soil fertility.
6. Provides plant nutrient at low cost and useful for the consecutive crops.

Vision

To be a leading Indian company in fertilizers and beyond, with commitment to all stakeholders.

Mission

A dynamic organization committed to serve the farming community and other customers to their
satisfaction through timely supply of fertilizers and other products & services; continually
striving to achieve the highest standards in quality, safety, ethics, professionalism, energy,
conservation with a concern for ecology and maximizing returns to stakeholders".
 ISO CERTIFICATIONS

NFL is known in the industry for its work culture; value added human resources, safety,
environment, concern for ecology and its commitment to social up liftment. All NFL plants have
been certified for ISO-9002 for conforming to international quality standards and international
environmental standard i.e. ISO-14001. With the certification of Corporate Office/Marketing
operations under ISO-9001: 2000, NFL has become the first Fertilizer Company in the country to
have its total business covered under ISO-9001 Certification.

National Fertilizers Limited

Shri. Manoj Mishra

C&MD

Sh. D S AHUJA SH. RAJIV K CHANDIOK SH. D K TEWATIA, IFS

DIRECTOR(TECH DIRECTOR (FINANCE) CVO

SH. A K ASIJA SH. R K GOGIA SH. M K

EX DIRECTOR (MKTG) G M (IA&LAW, MS) AGARWAL
SH. N S VERMA G M G M (H R)
Central Marketing
(F&A)
Officer
SH. S M VASHISHT GM
Sh. N K Sharma GM SH. RAJ KUMAR
(IT)
(MKTG) COMPANY SECRETARY
SH. ASHUTOSH ARORA
Sh. Y P Bhola GM GM (F&A) SH. SANJAY DWIVEDY
(F&A) DGM
Sh. Sohan lal GM SH. J P SACHDEVA G M
(MTLS)
(MKTG)

Sh. R K Aggarwal GM SH. ANIL GOEL

(COORD) G M (TECH)

SH. A K JAIN
G M (PROJ)
HUMAN RESOURCE

MANAGEMENT
 HUMAN RESOURCE

The Corner stone of NFL's meritorious track record is its human resource. At NFL, we firmly
believe that our employees are our most valued resources.

NFL has always been a forerunner in the fertilizer sector and this has been made possible
through the company's thrust on human resources development.

NFL offers a host of exciting career/opportunity to dynamic/young/qualified individuals in

Production/Maintenance/Marketing/Finance and Human Relations. NFL has three induction
levels Management Trainees/Technicians & Operator Apprentices & Commercial Apprentices.
Developmental and functional programs based on training needs, as judged in the area of
technical supervisory and managerial skills alongwith specialized requirements from time to
time.

The services which have been developed in the area of Training and Development within the
organization are readily available to other organizations within the laid policies and procedures
of the Company.

The Company's concern for its employees is reflected through its efforts in the area of health,
safety and welfare of its employees. NFL not only meets the statutory obligations, but has
undertaken numerous voluntary measures beyond the statutory requirements. The Company has
well equipped hospitals, canteens recreation clubs, housing facilities, schools and safe working
environment. The onus of NFL's high production levels lays on harmonious and cordial
industrial relations at all its manufacturing Units. The Company has not lost even a single
Monday on this account.

To cater to the needs of training and development, NFL has a well-defined and well-designed
training plan. Major activities undertaken by HRD are:

Recruitment and Training of Trainees at various levels viz. officers, supervisors and workers.

Organizing of developmental and functional programs based on training needs, as judged in the
area of technical, supervisory and managerial skills longwith specialized requirements from time
to time.

Imparting of training to people from other organizations within India and abroad.

Formulate policies regarding manpower deployment on hire to other organizations within India
and abroad.

The services which have been developed in the area of Training and Development within the
organization are readily available to other organizations within the laid policies and procedures
of the Company.
 Manpower status is as on 30.04.2018

UNIT NAME NO. OF EXECUTIVE NON-

EMPLOYEE EXECUTIVE

NANGAL 1122 329 793

BATHINDA
568 261 307

PANIPAT
559 265 294

VIJAYPUR
717 403 314

CMO
364 251 113

CO
71 149 22

TOTAL
1658 1843
3501
 NAYA NANGAL UNIT
(NATIONAL FERTILIZER LIMITED)

ABOUT CITY

Naya Nangal is situated at a distance of 100 KMS from Chandigarh –

The joint capital of Punjab and Haryana. It has a township at a stone’s throw from a fertilizer
unit often referred to as Nangal unit of national fertilizer limited. Place of religious important
like Shri Anandpur sahib, Mata Naina Devi shrina, Shri Barbour Sahib lie within 20 KMS radius
of Naya Nangal. Place of tourist attraction like Manali and Dharamshala in Himachal Pradesh
can also be visited en-electrified track with two daily trains to national capital Delhi.
Soon after independence of our country the need to develop the infrastructure in the country was
hard felt. As a result of the motivation by the policy maker of the
Of the nation at that time. Sites and location were shortlisted on priority basic for hydro project,
core sector industry, research and development, definition establishments etc. In an endeavor
towards this, a small village nestled in the midst of shivalik hills on the banks of the river Sutlej
was considered to be an ideal location for a hydro power project. This idea mooted by a foreigner
and proposed to then prime minister gave birth to BHAKRA DAM- often referred to as one of
“the temple of modern India “the artificial lake created up stream of the dam christened
“GOBIND SAGAR” is still considered as the biggest man-made lake in the world. Within
the coming up Bhakra dam and surplus power available from the hydra project, govt. Of India
decided to set up fertilizer factory at Naya Nanga, which went on stream in 1961.
CORPORATIVE OBJECTIVE

 NFL is an instrument to the society to achieve the NFL must.

 Selected capable people and improve their knowledge and skill on organized basic.
 Motivation and enthuse the employees to achieve higher productivity with team spirit.
 Lay down integrated objected, defined individual goal and maintain an atmosphere
conductive to achieve, these goals.

MICRO OBJECTIVE

 TO ACHIEVE HIGHER PRODUCATIVITY.

 TO INCREASE PROFITABILITY.
 TO INCREASE MARKETING AND CUSTOMER SERVICE.
 TO MAINTAIN DEVELOP PROPER ORGANIZATION ENVIRONMENT.
 TO WOK OUT DIVERSIFICATION.
 TO POMOTE DEVELOPMENT OF ANCILLARY INDUSTRY.
INTRODUCTION

OF

TOPIC
RECRUITMENT

INTRODUCTION

`The aim of personnel planning is to determine the need for persons both n term of number and
type. For deciding about the number both present and future requirements should be taken into
account. If there are expansion plans in near future, then these requirements should also be
considered. Besides number, the type of person needed is also important. This will be decided by
studying the job requirements, etc.
In today competitive environment, choice of the right employees has far reaching implication for
an organization functioning. Employees well selected with right kind of skills, knowledge and
potentials would contribute a lot to the efficient running of the organization. With wrong
recruitment, the organization pays heavily in term of lower productivity. And wrong placement.

MEANING

“Recruitment is the process of searching for prospective employees and stimulating and
encouraging them to apply for job in an organization”

Function:-
We have already defined HRM. The definition of HRM is based on what managers do. The
function performance by manager is common to all organization.
 Managerial function:

Planning
Planning is think in advance. Planning is a predetermined course of action. It is a process of
determined the organization goal and formulation of policies and programmers for achieving
them.

Organizing

Organizing in management refers to the relationship between people, work and resource used to
achieve the common objectives (goal).

Staffing

It is the process of determining and assigning the right personnel with the right qualifications to
the job in a right time to accomplish the purposes of the Organization

Directing

Directing is a function of management performed by top level management in order to achieve

organizational goal. It is very important and necessary function of management.
Directing is the process of guiding and supervising employee, often one-on-one, while they
work.

Controlling

Controlling is the process of comparing expected result (objective) with actual performance.

Recruitment needs are of three types:

Planned: The needs are arising from changing in organization.

Anticipated: Anticipated needs are those movements in personnel, which an organization can
predict by studying in internal and external environment.

Unexpected: Resignation, death, accident, etc.

Purpose and important of recruitment

 Attract and encourage more and more candidates to apply in the organization.
 Create a talent pool of candidates to enable the selection of best candidate for the
organization.
 Determined present and future requirement of the organization
 Recruitment is the process which links the employers with the employee.
 Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants

Process of Recruitment:

Recruitment refer to the process of identifying and attracting job seekers o as to build a pool of
qualified job applicant. The process comprises five interrelated stages.
 Planning
 Strategy development
 Searching
 Screening
 Evaluation and control

Selection

Selection is defined as the process of differentiation between applicants in order to identify (and
hire) those with a greater likelihood of success in a job.
Selection is basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job.
The appointment of suitable persons on various jobs is very essential. The selection of a wrong
candidate will mean loss of time and money which have been incurred on this process. It also
leads to absenteeism and retrenchment.

Meaning

“According to dale Yoder, “selection is the process in which candidate for employment are
divided into two classes those who are to be offered employment and those who are not”

Selection process

Selection procedure consists of a series of step. Each step must be successfully cleared before the
applicant proceeds to the next. The selection process is a series of successive hurdles or barriers
which an applicant must cross. These hurdles are designed to eliminate, an unqualified candidate
at any point in the selection process. Thus, this technique is called “successive hurdles
technique”. In practice, the process differs among organisation and between two different jobs
within the same organisation. Selection procedure for the senior manager will be long drawn and
rigorous, but it is simple and short while hiring lower level employees

 STEP1:- PRELIMINARY INTERVIEW:-

The applicant received from jobs seekers would be subject to scrutiny so as to eliminate
unqualified applicants. This is usually following by a preliminary interview the purpose of which
is more or less the same as scrutiny enable the HR specialists to eliminate of unqualified
jobseekers based on the information supplied in their application forms. Preliminary interview,
on the other hand, help reject misfits for reason, which did not appear in the application forms.

 STEP2:-SELECTION TEST: -
Job seekers who pass the screening and the preliminary interview are called for tests. Different
type of tests may be administered, depending on the job and the company. Generally, tests are
used to determine the applicant’s ability, aptitude and personality.

The following are the type of tests taken:

1) Ability tests:-

Assist in determine how well an individual can perform task related to the job. An excellent
illustration of the is the typing test given to a prospective employer to secretarial job. Also called
as,” ACHIVEMENT TESTS”. It is concerned with what one has accomplished. When applicant
claim to know something, an achievement tests is taken to measure how well they know it.
Trades tests are the most common type of achievement test given. Questions have been prepared
and tested for such trades as asbestos worker, punch-press operators, electricians and machinists.
There are, of course, many unstandardized achievement test given in industries, such as typing or
dictation tests for an applicant for a stenographic position.

2) Aptitude test:-

Aptitude test measure heather an individual has the capacity or latent ability to learn a given job
if given adequate training. The use of aptitude test is advisable when an applicant has had little or
no experience along the line of the job opening. Aptitude test help determine a person potential
to learn in a given area. An example of such test is the general management aptitude tests
(GMAT), which many business students take prior to gaining admission to a graduate business
school programs.
Aptitude test indicates the ability or fitness of an individual to engage successfully in any
number of specialized activities. They cover such area clerical aptitude, numerical aptitude,
mechanical aptitude, motor co-ordination, finger dexterity and manual dexterity. These tests help
to detect positive negative points in a person’s sensory or intellectual ability. They focus
attention on a particular type of talent such as learning or reasoning in respect of a particular
field of work.
From of aptitude test:

Mental or intelligent tests:

They measure the overall intellectual ability of a person and enable to know whether the person
has the mental ability to deal with certain problem.

Mechanical aptitude tests:

They measure the ability of a person to learn a particular type of mechanical work. These tests
helps to measure specialized technical knowledge and problem solving abilities if the candidate.
They are useful in selection of mechanics, maintenance workers, etc.
Psychomotor or skill tests:
They are those, which measure a person ability to do a specific job. Such tests are conducted in
respect of semi-skilled and repetitive jobs as packing, testing and inspection, etc.

Intelligence tests:
This test helps to evaluate traits of intelligence. Mental ability, presence of mind (alertness),
numerical ability, memory and such other aspects can be measured.
The intelligence is probably the most widely administered standardized test in industry. It is
taken to judge numerical, skills, reasoning, memory and such other abilities.

Interest test:
This is conducted to find out likes and dislikes of candidates towards occupations, hobbies, etc.
such tests indicate which occupations are more in line with a person interest. Such test also
enables the company to provide vocational guidance to the selection candidate and even to the
existing employees.
These tests are used to measure an individual activity preference. These tests are particularly
useful for students considering many careers or employees deciding upon career change.

Personality tests:
The importance of personality to job success is undeniable. Often an individual who possesses
the intelligence, aptitude and experience for certain has failed because of inability to get along
with and motivation other people.
It is conducted to judge maturity, social or interpersonal skill, behavior under stress and strain,
etc. this test is very much essential plays an important role.
Personality tests re similar to interest test in that they, also, involve a serious problem of
obtaining an honest answer.

Projective test:
This test requires interpretation of problem or situations. For example, a photograph or a picture
can be shown to the candidates and they are asked to give their views, and opinions about the
picture.

General knowledge test:

Now G.K tests are very common to find general awareness of the candidate in the field of
sports, politics, world affair, current affair.

Perception test:
At time perception tests can be conducted to find out beliefs, attitudes, and mental sharpness etc.

Graphology test:
It is designed to analysis the handwriting of individual. It has been said that an individual
handwriting can suggest the degree of energy, inhibition and spontaneity, as well as disclose the
idiosyncrasies and elements of balance and control.

Medical tests:
It reveals physical fitness of a candidate. The developments of technology, medical tests have
become diversified. Medical servicing helps measure and monitor a candidate physical resilience
upon exposure to hazardous chemical.

 STEP3:- INTERVIEW:-

The next step in the selection process is an interview. Interview is formal, in-depth conversation
conducted to evaluate the applicant’s acceptability. It is considered to be excellent selection
device. It is face-to-face exchange of view, ideas and opinion between the candidate and
interviewers, basically, interview is nothing but and oral examination of candidate. Interview can
be adapted to unskilled, skilled, managerial and profession employees.
Type of interview:-
Interview can be of different type. There interviews employed by the companies.
Following are the various types of interviews.

Informal interview
An informal interview is an oral interview and may be take place anywhere. The employee or the
manager or the personnel manager may ask a few almost inconsequential questions like name,
place of birth, name of relatives etc.

Formal interviews:-
Formal interviews may be held in the employment office by the employment office in a more
formal atmosphere, with the help of well-structured question, the time and place of the interview
will be stipulated by the employment office.

Non-directive interview: -
Non- directive interview or unstructured interview is designed to let the interviewee speak his
mind freely. The interviewer has no formal or directive question, but his all attention is to the
candidate. He encourages the candidate to talk by a little prodding whenever he is silent e. g.
–“Mr. Ray, please tell us about yourself after your graduation from high school.”

Depth interview:-
It is designed to intensely examine the candidate background and thinking and to go into
considerable details on particular subject of an important nature and of special interest to the
candidate. For example; - the candidate says that he is interested in tennis, a series of question
may be asked to test the depth of understanding and interest of the candidate. These probing
questions must be asked with tact and through exhaustive analysis: it is possible to get a good
picture if the candidate.

Group interview:-
It is designed to save busy executive’s time and to see how the candidate may be brought
together in the employment office and they may be interviewed.

Panel interview:-
A panel or interviewing board or selection committee may interview the candidate, usually in the
case of supervisory and managerial positions. This type of interview pools the collective
judgment and wisdom of the panel in the assessment of the candidate and also in questioning the
faculties of the candidate.

Sequential interview:-
This interview takes the one-to-one a step further and involved a series of interview, usually
utilizing the strength and knowledgebase of each interviewer, so that each interviewer can ask
question in relation to his or her subject area of each candidate, as the candidate moves from
room to room.

Structure interview:-
In a structure interview, the interviewer uses preset standardized question which are put to all the
interviewees. This interview is also called as “guided” or “patterned” interview. It is useful for
valid result, especially when dealing with the large number of applicants.

Unstructured interview:-
It is also known as “unpattern” interview, the interview is largely unplanned and the interviewee
does most of the talking unguided interview is advantageous in as much as it a friendly
conversation between the interviewer and the interviewee and in the process, the later reveals
more of his or her desire and problem. But this UN patterned interview lacks uniformity and
worse, this approach may overlook key areas of the applicant’s skills or background. It is useful
when the interviewer tries to probe personal details of the candidate it analysis why they are not
right for the job.

 STEP4: - REFERANCE CHICK: -

Many employers request names, addresses, and telephone number of reference for the purpose of
verification information and perhaps, gaining additional background information on an
application. Although listed on the application from, reference is not usually checked until an
application has successfully reached the fourth stage of a sequential selection process. When the
labour market is very tight, organisation sometime hire applicants before checking reference.
Previous employers, known as public figures, university professors, neighbors’ or friends can act
as references. Previous employers are preferable because they are already aware of the
applicant’s performance. But, the problem with this reference performance just to get rid of the
person.
Organisation normally seeks letters of reference or telephones. The latter is advantages because
of its accuracy and low cost. The telephone reference also has the advantages of soliciting from
hesitations and inflection in speech.
 STEP5:- SELECTION DECISION:-

After obtaining information through the preceding step, selection decision-the most critical of all
the step-must be made. The other stages in the selection process have been used to narrow the
number of the candidate. The final decision has to be made the pool of individual who pass the
tests, interviews and reference checks.

 STEP 6: -PHYSICAL EXAMINATION:-

After selection decision and before the job offer is made, the candidate is required to undergo a
physical fitness tests. A job offer is, often, contingent upon the candidate being declared fit after
the physical examination. The results of the medical fitness test are recorded in a statement and
are preserved in the personal records. There are several objectives behind a physical test.
Obviously, one reason for physical test is to detect if the individual carries any infectious
disease. Secondly, the test assists in determining whether an applicant is physically fit to perform
the work. Thirdly, the physical examination information can be used to determine if there are
certain physical capabilities, which differentiate successful and less successful employees.

 STEP 7:- JOB OFFER:-

The next step of selection process is job offer to those applicants who have crossed all previous
hurdles. Job offer is made through a letter of applicant. Such a letter generally contains a date by
which the applicant must report on duty. The appointed must be given reasonable time for
reporting. Those are particularly necessary when he or she is already in employment from the
previous employer. Again, a new job requires movement to another city, which means
considerable preparation, and movement of property.
The company may also want the individual to delay the date of reporting on duty. If the new
employee’s first job upon joining the company is to go on company until perhaps a week before
such training begins. Naturally, this practice cannot be abused, especially if the individual is
unemployed and does not have sufficient finances.
 STEP8:- CONTRACT OF EMPLOYMENT:-

There is also nee for preparing a contract of employment. The basic information that should be
included in a written contract of employment will very according to the level of the job, but the
following checking sets out the typical heading.
Job title
Duties, including a parse such as “the employee will perform such duties and will be responsible
to such a person, as the company may from time to time direct”. Date when continuous
employment starts and the basic for calculating service.
Rate of pay, allowance, overtime and shift rate, method of payments. Hours of work including
lunch break and overtime and shift arrangements.
Holiday

Arrangements” paid
Holiday as per year.
Public holiday.
Length of notice due o and from employee.
 Grievances procedure (or reference to it)
 Disciplinary procedure (or any reference to it)
 Work rule (or any reference to them),
 Arrangement for terminating employment).
 Arrangement for union membership (if applicable).
Special terms relating to rights to patent and designs, confidential information and restraints on
trade after termination of employment.
Employer’s right to very terms of the contract subject to proper notification being given.

 STEP 9:-CONCLUDING THE SELECTION PROCESS:-

Contrary to popular perception, the selection process will not end with executing the
employment contract. There is another step-amore sensitive one reassuring that candidate who
have not selected, not because of any serious deficiencies in their personality, but because their
profile did not match the requirement of the organisation. They must be told that those who were
selected were done purely on relative merit.
 STEP10:-EVALUATION OF SELECTION PROCESS:-

The broad test of the effectiveness of the selection process is the quality of the personnel hired.
An organisation must have competent and committed personnel.The selection process, if
properly done, will ensure availability of such employees. How to effectiveness of a selection
program? A periodic audit is the answer.
OBJECTIVE

OF

THE STUDY
 OBJECTIVE OF THE STUDY

The main objectives for undertaking this project are:

 To study that the company present manpower.

 To study that the internal recruitment process in organization.
 To study that the company timely action for new recruiting policy.
 To study that the company provide adequate pool to selected best candidate
 To study about the improvement of rate of interview process.
 To study out better performance of HR department in whole process.
 To study about the recruiting process is selecting process.
 To study out employee are aware it recruiting policy.
 To study that people are aware in roster chart in selected process list in NFL.
RESEARCH

DESIGN
 RESEARCH METHODOLOGY

“Research is a common parlance refers to search for a new knowledge”.

“Research is comprised defining and redefining problem, formulating hypothesis or suggested

solutions, collecting, organizing and evaluating data, making deductions and reaching
conclusions, and at last carefully the testing the conclusions and at last careful testing the
conclusion to determine whether they fit the formulating.

Aim of the study

The aim is to study the recruitment and selection by NATIONAL FERTILIZER LIMITED.

RESEARCH DESIGN

INTRODUCTION

“Research design is a broad framework that states the total pattern of conducting research
project. It specifies objectives, data collection and analysis methods, time, costs, responsibility,
probable outcomes, and actions.”

The word ‘design’ has various meanings. But, in relation to the subject concern, it is a pattern or
an outline of research project’s recruiting. It is the statement of essential elements of a study that
provides basic guidelines of conducting the project. It is same as the blue print of architect’s
work.

The research design is similar to broad plan or model that states how the entire research project
would be conducted. It is desirable that it must be in written form and must be simple and clearly
stated. The real project is carried out as per the research design laid down in advance.

I visited NFL, NAYA NANGAL and interacted with officers to make our knowledge explosive.
Research design is flexible enough to provide opportunity for considering different aspects of
problem under study. It helps in bringing into focus some inherent weakness in enterprise
regarding which in depth study can be conducted by management.
METHOD OF DATA COLLECTION

DATA TO BE COLLECTED
Data collection is the process of gathering and measuring information on variable of interest, in
an established systematic fashion that enable one to answer stated research questions, test
hypotheses, and evaluate outcome. In order determine the present recruitment and selection to
employees of NFL.

PRIMARY DATA

The data that is being collected for the first time or to particularly fulfill the objectives of the
project are known as primary data.
The above primary data were collected through Reponses of employees given in the
questionnaire prepared for them.

(a) DATA COLLECTION METHOD

For given project, the primary data, which needed to collect for the first time, were much
significant. This type of information gathered through survey technique,
which is the most popular and effective technique for correct data collection. The survey was
completed with the use of questionnaire.
-Questionnaire for employees.

(b) SAMPLING TECHNIQUE

Initially, a rough draft was prepared keeping in mind the objective of the research. A pilot study
was done in order to know the accuracy of the questionnaire randomsamples was used to
convince selected the respondents.

(c) SAMPLING UNIT

The respondents who were asked to fill out questionnaire are the sampling unit. These comprise
of employees of govt. employees.
(d)SAMPLING SIZE

The sampling size was restricted to only 50, comprised of mainly people from different
departments NFL.

(e) SAMPLING AREA

The area of the research was restricted to only NFL (NANGAL).

DATA ANALYSIS

AND

INTERPRETATION
 DATA ANALYSIS and INTERPRETATION

1. Does the company clearly define the objectives (position), requirements and
candidate specification in the recruitment process?
 Yes
 No

Frequency Percentage
YES 50 100%
NO 0 0%
Total 50 100%

RESPONSES
100%

90%

80%

70%

60%
Column1
50% 100%

40%

30%

20%

10%
0%
0%
yes no

 INTERPRETATION

From the above data, we can infer that 100% employees are agreeing with the objectives (position), requirements
of the candidate in the recruitment process NFL.
2. Do you agree with company present manpower planning?

Frequency Percentage
Agree 40 80%
Strongly agree 2 4%
Disagree 3 6%
Strongly disagree 5 10%
Total 50 100%

90%
RESPONSES
80%

70%

60%

50%

40% 80% Sales

30%

20%

10%
6% 10%
0% 4%
AGREE STRONGLY AGREE DIS-AGREE STRONGLY DIS-AGREE

 INTERPRETATION

From the above data, we can say that 80% employees are agree, 6% employees are Disagree, 10% are strongly
disagree and 4% employees are strongly agree present manpower planning NFL

3. Are you aware about recruitment and selection policy of NFL?

  Aware
 Not aware

Frequency Percent

Aware 50 100%

NOT aware 0 0%

Total 50 100%

RESPONSES
120%

100%

80%
Sales
60%
100%
40%

20%

0%
0%
AWARE not aware

 INTERPRETATION

From the above data, we can say that 100% employees are aware, 0% employees are NOT aware, of recruitment
and selection policy of NFL.

4. Does NFL takes timely action for recruitment and selection process?
  Agree
 Strongly agree
 Disagree
 Strongly disagree

Frequency Percent
Agree 2 4%
Strongly agree 48 96%
Disagree 0 0
Strongly disagree 0 0
Total 50 100%

RESPONSES
120%

100%

80%
Sales
60%
96%
40%

20%

4% 0% 0%
0%
AGREE STRONGLY AGREE DIS-AGREE STRONGLY DIS-AGREE

 INTERPRETATION

From the above data, we can infer that 4% employees are Agree, 0% employees are disagree, and, 0% are
strongly disagree, and 96% employees are strongly agree of recruitment and selection process of NFL.

5. Has NFL effective manpower planning?

  Agree
 Strongly agree
 Disagree
 Strongly disagree

Frequency Percent

Agree 40 80%

Strongly agree 2 4%

Disagree 3 6%

Strongly disagree 5 10%

Total 50 100%

RESPONSES
90%
80%
70%
60%
50% Sales

40% 80%
30%
20%
10%
4% 6% 2%
0%
AGREE STRONGLY AGREE DIS-AGREE STRONGLY DIS-AGREE

 INTERPRETATION

From the above data, we can say that 6% employees are agree, 4% employees are Disagree, 2% are strongly
disagree and 88% employees are strongly agree effective manpower planning NFL.

6. Has NFL effective recruitment process?

  Agree
 Strongly agree
 Disagree
 Strongly disagree

Frequency Percent
Agree 2 4%
Strongly agree 48 96%
Disagree 0 0%

Strongly disagree 0 0%
Total 50 100%

RESPONSES
 IN
120%
TE
RP
100%
R
80%
ET
Sales
A
60% TI
96%
O
40% N

20% From
the
0% 4% above
AGREE STRONGLY AGREE DIS-AGREE STRONGLY DIS-AGREE data, we
can say
that 4% employees are agree, 0% employees are Disagree, 0% are strongly disagree and 96% employees are
strongly agree present manpower planning NFL.

7. Are you satisfied with the interview process?

 Yes
 No
 Frequency Percentage
Yes 50 100%
No 0 0%
Total 50 100%

RESPONSES
120%

100%

80%
Sales
60%
100%
40%

20%

0%
0%
yes no

 INTERPRETATION

From the above data, we can infer that 100% employees are agreeing that interview process in NFL.
 

8: What are the sources for external recruitment are preferred?

 Campus interview
 Placement agencies
 Causal applicant
 Frequency Percent
Campus interview 30 60%
Placement agencies 15 30%
Causal applicant 5 10%
Total 50 100%

70%

60%

50%

40%

30%

20%

10%

0%
Category 1 Category 2 Category 3

Column1

 INTERPRETATION

Most of the manager campus interviews, 60% prefer to take it interview and placement
agenciesgo take it 30% other hand 10% adopts some other means of  casual applicant.

9: How do you rate the HR practices of the company?

 Very good
 Good
 Average
 Bad
 Frequency Percent
Very good 50 100%
Good 0 0%
Average 0 0%
Bad 0 0%
Total 50 100%

100%
90%
80%
70%
60%
50%
Series 3
40%
30%
20%
10%
0%
very good good average bad

 INTERPRETATION

From the above data, we can infer that 100% employees are agreeing with good rate of HR department .
 FINDING

LIMITATION

SUGGESTION

FINDING

The study is subjected to the following finding.

 According to the survey, recruitment differs from company to company for each category.
 According to the survey, the company do utilize internet site for the recruitment process and
for finding the latent candidate.
 According to survey it is observed that the companies are utilizing the job description in
order to make screening process more efficient.
 According to the survey, 100% employees are satisfied with the interview process.
 According to the survey, company have preferred the external source of recruitment: campus
interview, placement agencies.

LIMITATION OF THE STUDY

The study is subjected to the following limitation.

 Interviews are arranged for a specific period of time during which the interviewer tries to
collect as much information as possible about the candidate by asking several questions.
 In some case data is collected from the companies past records.
 Interview is a major tool of the selection process but it is not the final one.
 The study is based on the data provided by the company statement so, the limitations of the
company employees remaining are equally applicable.
 The time duration could not provide sample opportunity to study every details of the
company.
 Minimize the influence of political interface for recruitment promotion etc.

SUGGESTIONS

The study is subjected to the following suggestion.

 Time management is very essential and it should not be ignored at any level of the process.
 Recruitment policy is satisfactory in NFL
 Communication, personal and technical skill need to be tested of employees.
 The efficiency of any organisation depends considerably upon the excellence in management.
 Job analysis should be done by an expert team and they should assess the recruitment of
manpower and their related qualification.
 Conduct exist interviews from people quit the unit to find reason why people leave the unit.
 CONCLUSION

Conclusion

This study suggest that when recruitment and selection process is properly established and
implemented then organization will must grow because all the employee will be according to the
recruitment then it recruitment and selection process affects a lot on the organizational activities
regarding its growth because if the people will be according to the recruitment and skillful then
will reduce and organization must grow. All the study has proven the fact there is directly and
indirectly relationship is present between this variable and this variable effect on the recruitment
and selection process. All the independent variable are recruitment source, interviews and
recruiters are all very important in the recruitment and selection process because by the missing
of any one factor these is chance the whole recruitment and selection process will be affected by
these factors. These are no doubt others factors also effect on the recruitment on the recruitment
and selection process but these are main and require more attention. That is why I choose these
variables
 Recruitment is fair
 The recruitment should not be lengthy.
To some extent a clear picture of the requirement candidate should be made in order to search for
appropriate candidate
Questionnaire

NATIONAL FERTILIZER LIMITED

UNIT NANGAL
Survey conducted to check the view of NFL employee regarding the
Recruitment and Selection process.

QUESTIONNAIRE

Employee Detail:-

Name…………..
Age…………….
SEX…………….
Department…….
Phone no……….
Education Qualificaion………

1. Does the company clearly define the objective (position), requirement and
candidate specification in the recruitment process?
 Yes
 No

2.Do you satisfy with company present manpower planning?

 Agree
 Strongly agree
 Disagree
 Strongly disagree.

3.Are you aware about recruitment and selection policy of NFL?

 Aware
  Not aware

4.Is NFL takes timely action for recruitment and selection process?
 Agree
 Strongly agree
 Disagree
 Strongly disagree

5. Has NFL effective manpower planning?

 Agree
 Strongly agree
 Disagree
 Strongly disagree

6. Has NFL effective recruitment procedure?

 Agree
 Strongly agree
 Disagree
 Strongly disagree

7. Are you satisfied with the interview process?

  Yes
 No

8. What are the sources for external recruitment are preferred?

 Campus interview
 Placement agencies
 Causal applicant

9. How do you rate the HR practices of the company?

 Very good
 Good
 Average
 Bad
BIBLIOGRAPHY

 www.nfl.co.in
 www.google.com
 www.managementparadise.com
 http://wiki.answers.com
 www.industrialrelations.naukrihub.com/employees-.html
 www.pdf-search-engine.com/pdf.html.