PROJECT REPORT ON

GOSSNER COLLEGE RANCHI

TRAINING PROJECT REPORT

SUBMITTED IN THE PARTIAL FULFILLMENT OF THE

POST GRADUATE DIPLOMA IN MANAGEMENT

UNDER THE GUIDANCE OF

MR UMESH SINGH

General Manager (P&IR)

INTRODUCTION

1
TYPE : - COAL SERVICE PROVIDER

AVAILABILITY : - COUNTRYWIDE

OWNER : - GOVERNMENT OF INDIA (U/T)

KEY PEOPLE : - CHAIRMAN –CUM-MANAGING

DIRECTOR- SRI GOPAL SINGH

FOUNDED : - 16TH CENTURIES INCORPORATED IN 1ST

NOV 1975

WEBSITE : - WWW.CCL.IN

WINTER TRAINING PROJECT REPORT

2
 (From 28.11.2019 to 11.01.2020)
Submitted by
CHANDRA PRAKASH
Under the guidance of

P. K. Lala

MANAGER (P)/IR-L, CCL,

RANCHI

In Partial Fulfillment for the award of the Degree

Of

POST GRADUATE DIPLOMA IN MANAGEMENT

DEPARTMENT OF HUMAN RESOURCE MANAGEMENT

GOSSNER COLLEGE RANCHI

(2017-2020)

WINTER training is the most vital part of a BBA course, both as a link between
theory and actual industrial practices as well as an opportunity for hands on
experience in corporate environment. I therefore, consider myself fortunate to
receive the training in an esteemed organization viz. CENTRAL COALFIELD

3
LIMITED. Yet the opportunity could not have been utilized without the guidance
and support of many individuals who although completion of my summer
training.

Sri P.K.Lala, Mgr(P)/IR-L, along with faizan Ullah and also thanks to all my
faculty members and my Parents and friends. However, I accept the sole
responsibility errors of omission and would be extremely grateful to readers of
this project report if they bring such mistake to my notice

CHANDRA PRAKASH

(BBA 3RD YEAR)

DECLARATION
I CHANDRA PRAKASH , student of BBA , declare that I have done the project on “ A Study of

“RECRUITMENT AND SELECTION PROCESS” at Industrial Relation-Legal Department of

Central Coalfields Limited Ranchi” under the guidance of MANAGER SRI P.K.LALA, CCL,RANCHI

alongwith, Faizan Ullah in fulfillment of BBA Program- during academic year-2018-20. All the data

represented in this project is true & correct to the best of my knowledge & belief. I also declare that this

project report is my own preparation and not copied from anywhere else. I take this opportunity to express

my deep sense of gratitude, thanks and regards towards all of those who have directly or indirectly helped

me in the successful completion of this project.

4
I present my sincere thanks to Sri Umesh Singh, General Manager (P&IR)/IR-L, who allowed me to take

training at CCL. I would also like to thank IR-L, DEPARTMENT‘s Staffs for their wonderful€ support &

inspirable guiding. I also thank Pushpak Kumar Lala, Manager (P) IR-L. DEPARTMENT who has

sincerely supported me with the valuable insights for the completion of this project.

Date: -

Place: -

Signature

STUDENT’S DECLARATION

I hereby declare that this report, submitted in partial fulfillment of the requirement for
the award for the BBA HR , to GOSSNER COLLEGE RANCHI is my original
work and not used anywhere for award of any degree.

Place: Ranchi

Date: __________________ ___________________

Sign
ature

Name: CHANDRA PRAKASH

Class: BBA HR 3rd YEAR

5
BBA HR Project Reports Acknowledgement
“It is not possible to prepare a project report without the assistance & encouragement

of other people. This one is certainly no exception.”On the very outset of this report, I

would like to extend my sincere & heartfelt obligation towards all the personages who

have helped me in this endeavor. Without their active guidance, help, cooperation &

encouragement, I would not have made headway in the project. I am ineffably indebted

to CHANDRA PRAKASH for conscientious guidance and encouragement to

accomplish this assignment. I am extremely thankful and pay my gratitude to my

faculty FAIZAN ULLAH for her/his valuable guidance and support on completion of

this project in it’s presently. I extend my gratitude to GOSSNER COLLEGE for giving

me this opportunity. I also acknowledge with a deep sense of reverence, my gratitude

towards my parents and member of my family, who has always supported me morally

as well as economically. At last but not least gratitude goes to all of my friends who

directly or indirectly helped me to complete this project report. Any omission in this

brief acknowledgement does not mean lack of gratitude.

Thanking You
(CHANDRA PRAKASH)

ACKNOWLEDGMENT

6
The Project Report on various types of case studies and company’s work, Rules

offered a great learning experience during the tenure of this project I was

fortunate to have interacted with people who in their own capacities have

encouraged and have guided me.

It is an exhilarating experience to do my training at IR-L, department of Central

Coalfield Limited. I express my deep sense of gratitude to CCL for the same.

I owe my regards to Sri S.K.SINGH, GM, HRD and HR Dept of CCL Ranchi for

providing me this opportunity to undergo my training at such a reputed

organization.

BOARD OF ORGANIZATIONAL SETUP

PERSON DESIGNATION

Sri Gopal Singh CMD, CCL, Ranchi

7
Sri. V.K.SRIVASTAVA Director (T)(Operation)

Sri. N.K.AGARWAL Director (Finance)

Sri.BHOLA SINGH Director (T)(P&P)

CERTIFICATE
THIS IS TO CERTIFY THAT PROJECT ON “RECRUITMENT AND
SELECTION PROCESS ” IN CCL, RANCHI HAS BEEN CARRIED OUT BY

CHANDRA PRAKASH FROM 28.11.2019 TO 11.01.2020 UNDER MY

SUPERVISION IN PARTIAL FULFILLMENT OF HER BBA (H.R) COURSE
AT GOSSNER COLLEGE, RANCHI.

I AM SATISFIED WITH HER SINCERE PERFORMANCE AND STUDY

CONDUCTED BY HER AT CCL.

8
UMESH SINGH P.K. LALA
G. M (P&IR) MANAGER (P)IR-L
CCL, RANCHI CCL, RANCHI

9
10
11
CONTENT
Chapter Title

1.INTRODUCTION

a) Types of coal
b) Production of coal in other parts of world
c) Objective
d) Gradation of coal

2.REVIEW OF LITERATURE

 RECRUITMENT
 FEATURES OF RECRUITMENT
 RECRUITMENT PROCESS
 RECRUITMENT SOURCES
 INTERNAL
 EXTERNAL
 SELECTION PROCESS
 DIFFERENCE BETWEEN RERUITMENT AND SELECTION
 RECRUITMENT POLICY OF CCL
 RECRUITMENT IN CCL
 RECRUITMENT FOR MANAGERIAL POSITION IN CCL
 TYPES OF EMPLOYEEMENT INTERVIEW
 RESEARCH OBJECTIVE
 RESEARCH METHODOLOGY
 DATA COLLECTION SOURCE
 PRIMARY DATA
 SECONDARY DATA

3. RESEACH METHODOLOGY

 OBJECTIVE OF THE STUDY

 NEED OF THE STUDY
 RESEARCH PLAN
 DATA COLLECTION
 SAMPLE PLAN
 IMPLICATION OF THE STUDY
 LIMITATION OF THE STUDY

4. DATA ANALYSIS
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5. FINDING, SUGGESTION & CONCLUSION

BIBLIOGRAPHY

APPENDIX

EXECUTIVE SUMMARY
INDUSTRY OVERVIEW

There are 21 coking coal washers in production both in private and public sectors.
Production of clean coal in these wateriest during 1989-90 was 12 million tons and it is
expected to go up to 14 million, tone during 1990-91. There are 2 wateriest under
construction now and these are expected to be completed by 1995.

Present wateriest face problems in optimum production more on quality aspects than on
quantity and it appears that trend of using imported coking coal of low ash to blend with
indigenous high ash coal for steel sector requirement, may continue for some time to come
on considerations of optimized steel production. Besides the above coking coal washeries.

Future prospects of wateriest for non- coking coal beneficiation, appear to be bright as, in
view of sharp rise in demand for coal, there is increasing trend in mechanized mining of
inferior seams resulting in deterioration in quality and consequent reluctance by consumers
to accept the same.

Planning Commission has taken the decision that non-coking coal meant for Thermal
Power Plants situated far away from feeding coalfield, should be beneficiated. The benefits
of low ash coal burning in boilers are realized but reimbursement of extra cost of
beneficiation for washed non-coking coal needs to be considered.

The highlights of the outcomes from this study are:

o The major role CIL is the price fixation of the coal according to their grade to
achieve business results.
o A number of pricing challenges were found, These include Government rules and
international market competition.
Major consumers of coal are public sector undertakings like
 Thermal power station
 Bricks industries

13
  Agriculture
 Steel industries
 Cement
 power

ABSTRACT
The project work entitled “A STUDY ON RECRUITMENT & SELECTION PROCESS” with
special reference to the CENTRAL COALFIELDS LIMITED, RANCHI, JHARKHAND the
various factors that are concerned towards the attitude of the employees.

The analysis has been made mainly based on the primary data that is by the employees’
opinion survey method. The researcher has taken a sample size of 180 and has used the
stratified random sampling method to select the samples from the total population.

The study gives the opinion of employees about all the H.R. functions of CENTRAL
COALFIELDS LIMITED, employment conditions, wages and incentives, interpersonal
relationship, working conditions, management practices, etc.

The researcher has used percentage analysis and CHI-Square test, and the study reveals
that there is no relationship between JOB ENRICHMENT educational Qualification of the
respondents, and there is no relationship between length of service of the respondents, and
welfare facilities, and there is no relationship between the salary of the respondents and
welfare facilities. The study has also revealed that most of the respondents have a positive
attitude towards the welfare facilities, management practices and employment conditions,
WELFARE FACILITIES, INTER PERSONAL RELATIONSHIP, WORKING CONDITION the
researcher has given suggestions for its improvement which includes suggestion schemes
which may be transparent and promotions which may be made both based on seniority
and performance to a certain level in the organizational hierarchy.

OBJECTIVES OF THE STUDY

 To analyze the process of recruitment & selection.

 To present conceptual frame work relating to recruitment & selection.

 To find out the various recruitment sources use by the industries.

14
  To study employee satisfaction level with the existing recruitment policy.

 To suggest appropriate measures for improving recruitment & selection process.

INTRODUCTION

INTRODUCTION OF COAL
Coal from the Old English term “coal”, which has meant "mineral of fossilized carbon" since
the 13th century is a combustible black or brownish-black sedimentary rock usually
occurring in rock strata in layers or veins called coal beds or coal seams. The harder forms,
such as anthracite coal, can be regarded as metamorphic rock because of later exposure to
elevated temperature and pressure. Coal is composed primarily of carbon along with
variable quantities of other elements, chiefly hydrogen, sulfur, oxygen, and nitrogen.

Coal is a combustible sedimentary rock composed mostly of carbon and hydrocarbons. It is

the most abundant fossil fuel produced in the United States, but it is a nonrenewable
resource. The energy in coal comes from the energy stored by plants that lived hundreds of
millions of years ago in swampy forests. Over time, layers of dead plants at the bottom of
the swamps were covered by layers of water and dirt, trapping the energy of the dead
plants. The heat and pressure from the top layers turned the plant remains into coal.

FORMATION OF COAL

At various times in the geologic past, the Earth had dense forests in low-lying
wetland areas. Due to natural processes such as flooding, these forests were buried
underneath soil. As more and more soil deposited over them, they were compressed.
The temperature also rose as they sank deeper and deeper. As the process
continued the plant matter was protected from biodegradation and oxidation, usually
by mud or acidic water.

This trapped the carbon in immense peat bogs that were eventually covered and
deeply buried by sediments. Under high pressure and high temperature, dead

15
vegetation was slowly converted to coal. As coal contains mainly carbon, the
conversion of dead vegetation into coal is called carbonization.

The wide, shallow seas of the Carboniferous Period provided ideal conditions for
coal formation, although coal is known from most geological periods. The exception
is the coal gap in the Permian–Triassic extinction event, where coal is rare. Coal is
known from Precambrian strata, which predate land plants — this coal is presumed
to have originated from residues of algae.

USES OF COAL
Coal is the most important & abundant fossil fuel in India and accounts for 55% of India's
energy need. India's industrial heritage was built upon indigenous coal, largely mined in the
eastern and the central regions of the country. India is, however, poorly endowed with oil
assets and has to depend on crude imports to meet a major share of its needs (around 70
percent).

A large population of India in the rural areas depends on traditional sources of energy such
as firewood, animal dung and biomass. The usage of such sources of energy is estimated
at around 155 mtoe per annum or approximately 47 percent of total primary energy
use.Coal has been recognized as the most important source of energy for electricity
generation in India. About 75% of the coal in India is consumed in the power sector. In
addition, other industries like steel, cement, fertilizers, chemicals, paper and thousands of
medium and small-scale industries are also dependent on coal for their process and energy
requirements.

In the transport sector, though direct consumption of coal by the Railways is almost
negligible on account of phasing out of steam locomotives, the energy requirement for
electric traction is still dependent on coal converted into electric power.

The coal reserves of India up to the depth of 1200 m have been estimated by the
Geological Survey of India at 247.85 billion tonnes as on January 1, 2005 of which 92 billion
tonnes are proven. Hard coal deposits spread over 27 major coalfields, are mainly confined
to eastern and south central parts of India.

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 COAL INDIA LIMITED

Coal India Limited (CIL) is an Indian state-controlled coal mining company

headquartered in Kolkata, West Bengal, India. It is the largest coal producer
company in the world and contributes around 81% of the coal production in India. It
produced 452 million tonnes of coal during FY 2012–13 and earned a revenue of INR
882.81 billion from sale of coal in the same financial year. As on 30 January
2015,Union Government of India owns 89.65% of the shares in CIL and controls the
operations of CIL through Ministry of Coal. In April 2011, CIL was conferred the
Maharatna status by the Union Government of India. On 31 March 2013, its market
capitalisation was INR 1.952 trillion (US $35.9 billion) making it India's 5th most
valuable company by market value.
History and formation
With dawn of the Indian independence a greater need for coal production was felt in the
First Five Year Plan. In 1951 the Working Party for the coal Industry was set up which
included representatives of coal industry, labour unions and government which suggested
the amalgamation of small and fragmented producing units. Thus the idea for a nationalized
unified coal sector was born. Integrated overall planning in coal mining is a post-
independence phenomenon. National Coal Development Corporation was formed with 11
collieries with the task of exploring new coalfields and expediting development of new coal
mines.
Formation of Coal India Limited
With the Government's national energy policy the near total national control of coal mines in
India took place in two stages in 1970s. The Coking Coal Mines (Emergency Provisions)
Act 1971 was promulgated by Government on 16 October 1971 under which except the
captive mines of IISCO, TISCO, and DVC, the Government of India took over the
management of all 226 coking coal mines and nationalized them on 1 May, 1972. Bharat
Coking Coal Limited was thus born. Further by promulgation of Coal Mines (Taking over of
Management) Ordinance 1973 on 31 January 1973 the Central Government took over the
management of all 711 non-coking coal mines. In the next phase of nationalization these
mines were nationalized with effect from 1 May 1973 and a public sector company named
Coal Mines Authority Limited (CMAL) was formed to manage these non coking mines.

17
A formal holding company in the form of Coal India Limited was formed in November 1975
to manage both the companies.

CIL having fulfilled the financial and other prerequisites was granted the Maharani
recognition in April 2011. It is a privileged status conferred by Government of India to select
state owned enterprises in order to empower them to expand their operations and emerge
as global giants. So far, the select club has only five members out of 217 Central Public
Sector Enterprises in the country.
Unmatched Strategic Relevance:-

1. Produces around 81.1% of India's overall coal production

2. In India where approximately 52% of primary commercial energy is coal dependent, CIL
alone meets to the tune of 40% of primary commercial energy requirement

3. Commands nearly 74% of the Indian coal market

4. Feeds 82 out of 86 coal based thermal power plants in India

5. Accounts for 76% of total thermal power generating capacity of the Utility sector

6. Supplies coal at prices discounted to international prices

7. Insulates Indian coal consumers against price volatility

8. Makes the end user industry globally competitive

Thus, plays a key role in "India Growth Story" and making India incorporate globally
competitive.

Major Coal Producing States in India

Majority of the coal producing states are found in the eastern part of India comprising part
of Jharkhand, Orissa, Chhattisgarh and West Bengal. Jharkhand is the largest coal
producing state in the country followed by Orissa, Chhattisgarh, West Bengal, Madhya
Pradesh, Andhra Pradesh and Maharashtra.

18
1. Jharkhand: 38% of the total reserves of India are found in this state. Darla is the most
important and most productive coal field in India. The field accounts for 100% of the
country’s prime coking coal production. Other significant coal producing regions of this state
are Bokaro, North Karanpura, South Karanpura, Girded, Ramgarh, Daltonganj and
Rajmahal.

2.Orissa (Odisha): Orissa account for around 13.4% of the country’s total production.
Talcher and RanapurHimgir are the two important coal fields. Talker accounts for nearly
3/4th of the total coal reserve of the state.

3. Chhattisgarh and Madhya Pradesh: Major coal fields are Korba, Umaria, Singrauli,
Chirmiri and Sohagpur. Other coal fields include PenchKanhan, Mohpani, Sonhat, Jhilimili,
Bisrampur, Raigarh and Tatapani – Ramkola.

4. Andhra Pradesh: The major coal producing districts are Adilabad, Karimnagar,

Warangal, Khammam, East Godavari and West Godavari. Major coal fields are Tandur,
Singareni, Kothagudem and Ramagundam.

5. Maharashtra: The major coal fields are found in Nagpur-Wareham region. The important
mining areas are – Wardha, Ballarpur, Chanda and Kamahi.

6. West Bengal:Raniganj is the largest coal field of West Bengal and the second biggest in
India in terms of total reserve. The coal fields of Asansol are also famous. Recently a large
coal field has been discovered in Mejia in the Bankura district.

Vision

To emerge as a global 1player in the primary energy sector committed to provide energy
security to the country by attaining environmentally & socially sustainable growth through
best practices from mine to market.

Mission

To produce and market the planned quantity of coal and coal products efficiently and
economically in an eco-friendly manner with due regard to safety, conservation and quality.

19
Subsidiary CompaniesOf Coal India Limited

Coal India is a holding company with seven wholly owned coal producing subsidiary
companies and one mine planning &consultancy company. It encompasses the whole
gamut of identification of coal reserves, detailed exploration followed by design and
implementation and optimizing operations for coal extraction in its mines. The producing
companies are:

1. Eastern Coalfields Limited (ECL), Sanatoria, West Bengal

2. Bharat Coking Coal Limited (BCCL), Dhanbad, Jharkhand

3. Central Coalfields Limited (CCL), Ranchi, Jharkhand

4. South Eastern Coalfields Limited (SECL), Bilaspur, Chattisgarh

5. Western Coalfields Limited (WCL), Nagpur, Maharashtra

6. Northern Coalfields Limited (NCL), Singrauli, Madhya Pradesh

7. Mahanadi Coalfields Limtied (MCL), Sambalpur, Orissa

8. Coal India Africana Limitad, Mozambique

9. The consultancy company is Central Mine Planning and Design Institute Limited

(CMPDIL), Ranchi, Jharkhand.

North Eastern Coalfields (NEC) a small coal producing unit operating in Margherita, Assam
is under direct operational control of CIL.

Coal India's major consumers are Power and Steel sectors. Others include Cement,
Fertiliser, Brick Kilns, and small scale industries.

20
CORPORATE STRUCTURE

21
 Central Coalfields Limited

Central Coalfields Limited (CCL) is a subsidiary of Coal India Limited (CIL), an undertaking
of the Government of India. CCL manages the nationalized coal mines of the Coal Mines
Authority, Central division. The registered and corporate office is at Darbhanga House,
Ranchi, Jharkhand.

It presently has 62 mines (22 underground, 40open cast) in the Coal belt of East Bokaro,
West Bokaro, North Karnpura, South Karnpura, Ramgarh and Giridih. Their facilities include
seven coal preparation plants, three for non-coking coal and four for medium coking coal.
They earned their Mini Ratna status in 2007.The majority of coal field is in Khalaricommonly
two branches are Piparwar-area and Asoka coal field.

Central Coalfields Limited is a Category-I Mini-Ratna Company since October 2007. During
2009-10, coal production of the company reached its highest-ever figure of 47.08 million
tones, with net worth amounting to Rs. 2644 core against a paid-up capital of Rs. 940 crore.

Formed on 1st November 1975, CCL (formerly National Coal Development Corporation Ltd)
was one of the five subsidiaries of Coal India Ltd. which was the first holding company for
coal in the country (CIL now has 8 subsidiaries).

Early History – Formation of NCDC

CCL had a proud past. As NCDC, it heralded the beginning of nationalization of coal mines
in India.

National Coal Development Corporation Ltd. (NCDC) was set up in October, 1956 as
Government-owned Company in pursuance of the Industrial Policy Resolutions of 1948 and
1956 of the Government of India. It was started with a nucleus of 11 old state collieries
(owned by the Railways) having a total annual production of 2.9 million tonnes of coal.
Until the formation of NCDC, coal mining in India was largely confined to the Raniganj coal
belt in West Bengal and the Jharia coalfields in Bihar (now in Jharkhand), besides a few
other areas in Bihar (now in Jharkhand) and a part of Madhya Pradesh (now Chattishgarh
also) and Orissa.
From its very beginning, NCDC addressed itself to the task of increasing coal production

22
and developing new coal resources in the outlying areas, besides introducing modern and
scientific techniques of coal mining.
In the Second Five Year Plan (1956-1961) NCDC was called upon to increase its
production from new collieries, to be opened mainly in areas away from the already
developed Raniganj and Jharia coalfields. Eight new collieries were opened during this
period and the production increased to 8.05 million tonnes by the end of Second Plan.
During Third Five Year Plan (1961-1966), though the Corporation had built up a much
larger production capacity, it could not be utilized due to a sluggish domestic coal market.
Production had, therefore, to be pegged down and the development of several collieries
undertaken from the early part of the Plan period, had to be suspended. By this time, the
contribution of NCDC to the nation’s coal production (67.72 million tones) increased to
around 9.6 million tonnes.

Vision of CCL

"Committed to create eco-friendly mining"

 The Mission of CCL is to produce and market the planned quantity of coal and
coal products efficiently and economically with due regard to safety,
conservation and quality.

 The main thrust of CCL in the present context is to orient its operations
towards market requirements maintaining at the same time financial viability
to meet the resource needs.

Mission of CCL

"To become a World class, Innovative, Competitive &ProfitableCoal Mining

Operation to achieve Customer Satisfactionas top priority."

Objectives OfCCL

 Coal Mining through efficiently operated mines.

 Besides fulfilling coal needs of the customer in terms of quantity, focus on
quality, value addition and beneficiation to the satisfaction of the customers.

23
ORGANISATIONAL STRUCTURE OFCENTRAL COALFIELDS LIMITED

24
Formation of CCL
The CMAL, with its three divisions continued up to 1st November 1975 when it was
renamed as Coal India Limited (CIL) following the decision of Govt. of India to restructure
the coal industry. The Central Division of CMAL came to be known as Central Coalfields
Limited and became a separate company with the status of a subsidiary of CIL, which
became the holding company.

SWOT Analysis Of Central Coalfields Limited

This is SWOT analysis for Central Coalfields Limited:-

Strengths
-High growth rate
-Barriers of market entry
-Weaknesses
-Tax structure
Opportunities
Global markets
-New markets
Threats
Rising cost of raw materials
-Government regulations
-Price Changes
-External Business Risks
-Increasing Costs
-Financial Capacity
-Growing Competition And Lower Profitability
-Increase In Labor Costs
-Global Economy

25
 RECRUITMENT
Recruitment: Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME.

Recruitment is a process of finding and attracting capable applicants for employment.

It is an important part of an organization’s human resource planning and their competitive

strength.HRP helps in determining the no. and type of people an organization needs. Job
analysis and job design specify the task and duties of jobs and the qualifications expected
from prospective jobholders.

Recruitment has been regarded as the most important function of personnel administration,
because unless the right type of people is hired, even the best plans, organization charts
and control system would not do much good.

Definition:

“Recruitment is a process to discover the sources of manpower to meet the requirement of

the staffing schedule and to employ effective measures for attracting that manpower is
adequate number to facilitate”.

“Recruitment is the process of searching the candidates for employment and stimulating
them to apply for job in the organizations recruitment is the activity that links the employers
and the job”.

FEATURES OF RECRUITMENT

 It is a process or a series of activities rather than a series of activities rather than

a single act or event.
 It is a linking activity as it brings together those with jobs recruiter and those
seeking jobs prospective employee.
 IT is a positive function as it seeks to develop a pool of eligible persons from
which most suitable ones can be selected.
 It is an important function as it makes it possible to acquire the number and type
of persons necessary for continued function of the organization.
 It is a pervasive function.
 It is a two way process as recruiter chooses where to apply.
 It is a complex job as many factors affect it. Ex-image of the organization,
organizational policies etc.

26
 IMPORTANCE OF RECRUITMENT
 Attract and encourage more and more candidates to apply in the organization.

 Crate a talent pool of candidates to enable the selection of best candidate for the
organization.

 Determine present and future requirements of the organization in conjunction with

its personnel planning and job analysis activities.

 It is the process which likes the employees.

 It helps in increasing the success rate of selection process by decreasing the

number of under qualified or overqualified job applicants.

 It help in reducing the probability that job applicants once recruited and selected
will leave the organization only after a short period of time.

 Meet the organization legal and social obligations regarding the composition of its
work force.

 Identify and prepare potential job applicants who will be appropriate candidates.

 Increase organization and individual effectiveness of various recruiting techniques

and sources of all types of job applicants.

FACTORS AFFERCTING RECRUITMENT

Rearuitment is naturally subject to influence of several factors. These include internal as external
force.

INTERNAL FACTORS EXTERNAL FACTORS

(a) Recruitment Policy RECRUITMENT

(b) HRP (a) Demographic Factors
(c) Size of the firm (b) Labour laws
(d) Image of the job (c) Legal Consideration
(d) Unemployment

27
THE RECRUITMENT PROCESS:

SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment process
from two kinds of sources: internaland external sources.

The sources within the organization itself to fill a position are internal source of recruitment.

The internal sources of recruitment are:-

1. Promotion: Promotion means to give a higher position, status, salary and

responsibility to employee. So, the vacancy can be filled by promoting a suitable
candidate from the same organization.
2. Transfers: Transfer means a change in the place of employment without any
change in the position, status, salary and responsibility to employee. So, the
vacancy can be filled by transferring a suitable candidate from the same
organization.
3. Internal Advertisements: Here, the vacancy is advertised within the
organization. The existing employees are asked to apply the vacancy. So,
recruitment is done from within the organization.
4. Retired managers: Sometimes, retired managers may be recalled for a short
period. This is done when the organization cannot find a suitable candidate.
5. Recall from Long Leave: The organization may recall a manager who has gone
on a long leave. This is done when an organization faces a problem which can
only be solved by the particular manager. After he solves the problem, his leave
is extended.

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Merits of Internal Sources

The merits of using internal sources of recruitment:-

 It is time saving, economical, simple and reliable.

 There is no need of induction training because the candidate already knows
everything about the organization, the work, the employee, the rules and
regulation, etc.
 It motivates the employees of work hard in order to get higher jobs in the same
organization.
 It increases the the morale of the employees and it improves the relation in the
organization.
 It reduce executive turnover.
 It develops loyalty and a sense of responsibility.

Demerits of Internal Sources

The demerits of using internal sources of recruitment:-

 It prevents new blood from entering the organization. New blood brings
innovative ideas, fresh thinking and dynamism into the organization.
 It has limited scope because it I not possible to fill all types of vacancies from
within the organization.
 The position of the person who is promoted or transferred will be vacant.
 There may be bias or partiality in promoting or transferring persons from
within the organization.
 Those who are not promoted will be unhappy.
 The right person may be promoted or transferred only if proper confidential
reports of all employees are maintained. This involves a lot of time, money
and energy.

The external sources of recruitment are:-

1. Management Consultants: Management consultants are used for selecting higher-

level staff. They act as a representative of the employer. They make all the
necessary arrangement for recruitment and selection. In return for their services,
they take a service charge or commission.
2. Public Advertisement: The Personnel department of a company advertises the
vacancy in newspapers, the internet, etc. This advertisement gives information about
a company, the job and the required qualities of the candidate. It invites applications
from suitable candidates. This source is the most popular source of recruitment. This
is because it gives a very wide choice. However, it is very costly and time
consuming.
3. Campus recruitment: The organization conducts interview in the campus of
Management institutes and Engineering Colleges. Final year students, who’re soon
to get graduate, and interviewed.Suitable candidates are selected by the
organization based on their academic record, communication skill, intelligence, etc.
The source is used for recruiting qualified, trained but inexperienced candidates.
29
 4. Recommendation: The organization may also recruit candidates based on the
recommendations from existing managers.
5. Deputation Personnel: The organization may also recruit candidates who are sent
on deputation by the Government or Financial Institutes or by holding or subsidiary
companies.

Merits of External Sources

The merits of using External sources of recruitment:-

 Wide scope of selection process. This is because a large number of suitable

candidates will come for the selection process.
 There are less chance of bias or partiality.
 Here there is no need to maintain confidential records it encourages young blood
with new ideas to enter the organization.
 It offers.

Demerits of External Sources

The demerits of using external sources of recruitment:-

 It is very costly. This is because advertisements, test, medical examination etc., has
to be conducted.
 It is very time consuming. This is because the selection process is very lengthy.
 It may not develop loyalty among the existing managers.
 The existing managers may leave the organization if outsiders are given higher post.

RECENT TRENDSIN RECRUITMENT

OUTSOURCING:

In India the HR process outsourced from more than a decade now. A Company may draw
required personnel from firms. The outsourcing firm helps the organization and creating a
suitable pool of talent for the final selection by the organization. Outsourcing firm develop
their HR pool by employing people for them and make available personnel to various
companies as per their needs. In turn, the outsourcing firms of the intermediaries charge
the organization for their service.

POACHING/RAIDING:

“Buying talent”(rather than developing it)is the latest mantra being followed by organization
today. Poaching means employing a competent and experienced person already working
with another reputed company in the same or different industry; the organization might be a
competitor in the industry.

E-RECRUITMENT:

Many big organization use internet as a source of recruitment’s-recruitment is the use of

technology to assist the recruitment process. They advertise job vacancies through World
Wide Web. The job seekers send their application or C.V through e-mail using the internet

30
SECLECTION
Selection refers in the process by which qualified applicants are selected by means of
various test in pre-determined numbers, out of large amount of applicants.

Once the recruiting effort has developed a pool of candidates, the next step in the HRM
process is to determine who is best qualified for the job. This step is called the selection
process. The enterprise decides whether to make a job offer and how attractive the offer
should be. The job candidates decide whether the Enterprise and the job offer fits his or her
needs and personal goals. Success, in this case, means performing well on the criteria the
enterprise uses to evaluate employees.

SELECTION PROCESS

Selection is a long process, commencing from the preliminary interview of the applicant and
ending with contract of employment.

31
HUMAN RESOURCE DEVELOPMENT
Human Resource Development (HRD) as a theory is a framework for the expansion of
human within of organization through the development of both the organization and the
individual to achieve performance improvement. ADAM SMITH states, ‘the capacities of
individuals depend on their access to education’. The same statement applies to
organizations themselves, but it requires a much broader field to cover both areas.

Human resource development is the integrated use of training, organization and career
development effort to improve individual, group and organizational effectiveness. HRD
develops the key competencies that enable individuals in organizations to perform current
and future jobs through planned learning activities. Groups within organization use HRD to
initiate and manage change. Also, HRD ensures a match between individual and
organizational needs.

ROLE OF HRD IN C.C.L

FACILTATION:

 Nurturing the future

 Strategic interventions for organization growth

FUNCTIONAL:

 Identifying skill gap

 Designing training interventions
 Internal consultant
 Management research, publication and documentation
 Develop the HRD function

RECRUITMENT POLICY
RECRUITMENT POLICY OF C.C.L CONSISTS OF:

 Objective
 Scope
 Sources of recruitment
 Recruitment plan
 Job specification
 Requisition
 Mode of selection
 Selection committee
 Final selection

32
 RECRUITMENT SOURCES OF C.C.L
INTERNAL SOURCES:

 PROMOTION:CCL promotes the employees from one department to another with

more benefits and greater responsibility based on efficiency and experience.

EXTERNAL SOURCES:

 PRESS ADVERTISEMENT: Advertisement of the vacancy in newspaper and

journals are a widely used source of recruitment.
 E- RECRUITMENT: C.C.L uses internet as a source of recruitment. E-recruitment is
the use of technology to assist the recruitment is the use of technology to assist the
recruitment process.

RECRUITMENT IN CENTRAL COALFIELD LIMITED

CCL has two type of manpower

1. Statuary manpower: This are decided under "Mines act 1952".

2. Non-statuary manpower: and all other manpower arenon statuary.

In CCL Recruitment is done in two ways are discussed:

1. External recruitment

2. Internal recruitment

EXTERNAL RECRUITMENT

It is done through:

a) CAMPUS RECRUITMENT:

Campus recruitment is done for executive level employees only. it is done by COAL INDIA
LIMITED and not by its subsidiaries like CCL, BCCL,ETC. For campus placement coal India
limited went colleges and selects the student who qualifies the interview taken by CIL with
the appropriate qualification. After that the students get selected for the job.

b) WRITTEN TEST AND INTERVIEWS: This process of recruitment is both for executive
and non executive post.

For executive posts recruitment is done by CIL for executive grades are E1 to E9.

33
FOR NON EXECUTIVE POSTS

In case of non statuary manpower "External recruitment done by or any subsidiaries of coal
India limited". Statuary post permission is taken by central coal field limited board.

Increase of non-statuary manpower "CCL or any subsidiaries of coal India limited has to
take permission from CIL for external recruitment."

For external recruitment through written test and interview open advertisement is made by
the company in news paper internet and employment exchange etc. The candidate fills the
application form and hard copies of asked documents like qualification degrees. Work
experience certificate in case of SC ST with latest format is sent by candidate to central
coal field ltd. If in advertisement demand draft of certain amount of money is asked then it is
send to CCL by the candidate if the candidate is working in government sector. In semi
Government sector or in PCU he has to send his “Releaseorder” or “no objection certificate
“toCCL.

After the receiving of hard copies the CCL, send a admit card to candidate for appearing in
written test on a particular centre mentioned on admit card. After qualifying the written test
the candidates are called for interviews the candidates who also qualifies the interviews is
selected and called for "medical checkup". After his or her medical checkup he or she gets
his posting letter or appointment letter.

The seats for post depend on the vacancies of the post. If there are 10 vacancies then only
10candidates will be selected. From the total available vacancies only 50%.

Seats are filled from external recruitment remaining 50% are filled by the internal
examination of persons already being the employee in CCL. From the 50% seat of external
recruitment some seats are reserved for SC's and ST's. If all the seats of ST's and SC's are
not filled then it is considered as "Backlog".

In case of backlog if there is seats available for SC's ST's and it is not totally filled this year
then it is added to next year vacancies and the number of seats get increased for SC's S

For example: If the total number of seats are 100 out of which 30 is reserved for SC's ST's
are from the reserved seats only 20 seats are filled and 10 are vacant then these ten seats
are added to the next year seats. Suppose that in the next year the total seats available are
100 then the 10 seats which were left vacant will be added and the number of seats will
become 110.

If backlog are large with respect to SC,s and ST,s candidate then special drive are made for
SC's and ST's candidates only.

34
INTERNAL RECRUITMENT
1. COMPASSIONATE EMPLOYMENT:

As per IBCCL it is mentioned in clause 9.3 in NCWA. According to this clause if the
employees of CCL or any subsidiaries of Coal India limited are died during the service
period then the dependent of employees are given job. For the CCL or any subsidiaries has
to fallow special guidelines. A special committee will verify service record that dependent
name and age of matched from the service record. In service record family details of
employees are given.

Executive dependent are given category "MR-1"to "Senior OS grade AI".

Non-Executive dependent are given category "TR-1"to "OS great A1.

2. MEDICAL GROUNDS: As per JBCCL it is mentioned in clues 9.4 in NCWA .According to

this clause if the employees of central coalfield limited or any of subsidiaries of coal India
limited are suffering from partial disease as mentioned in agreement the dependent of
suffered employees are given jobs. For this CCL or any subsidiaries has to fallow some
guide norms. As proper verification will be made by medical board and the medical board
decide that the job will be given or not.

LAND LOOSERS:It is mentioned in clause 9.2. As per R&R policy the job is given to the
family member in return land obtained.

RECRUITMENTS FOR MANAGERIAL POSITIONS IN CCL DONE THROUGH CIL

KOLKATA:

Recruitment for managerial positions is done through written test and interview

ELIGIBILITY:-

 The educational qualification, experience etc.

 Their role in the organization in respect of their position, job responsibility, key areas
of performance.
 The pay structure along with the various facilities offered by the company.

SECLECTION TESTS

 Ability Test:
This test helps in determining how well an individual can perform task related to the
job.

 Aptitude Test:
This helps in determining a person’s potential to learn in a given area.

 Medical Test:

This test reveals physical fitness of a candidate.

35
Type of Employment Interview:

 One–to–OneInterview

 Sequential Interview

36
  Panel Interview

RESEARCH OBJECTIVES
The study is focused on achievement of following objectives.

1. To analyze the process of recruitment in CCL.

2. To analyze the impact of recruitment on employee job search behavior.

3. To analyze the procedure of selection in CCL.

RESEARCH METHODOLOGY
Research is the systematic process of collecting and analyzing data in order to increase our
understanding of the phenomenon about which we are concerned or interested. It is the in-
depth search for knowledge. It is a careful investigation or inquiry especially through search
for new facts in any branch of knowledge. The study exhibits both descriptive and analytical
character. Regarding the theoretical concept it is descriptive since it interprets and analysis
the secondary data in order to arrive at appropriate conclusion, it is also analytical in
character. The interpretation of data is done based on ratio and percentage.

37
SOURCES OF INFORMATION:-

Primary Data

Primary data are those data collected from individual official guides view from organization.
These data are collected through personnel interview.

Secondary Data

Secondary data are those data which are already gathered and available. There may be
internal sources within plant; externally that sources may include book periodicals,
published report, data service and annual report.

For collection of secondary Data following are considered (Tools and Techniques)

 Data are collected from the recruitment & selection dept and P & IR dept of the
organization.
 For the purpose of data analysis, the process of ratio analysis has been used.

 Published report and relevant to the subject.

 Records of the organization.

RESEARCH METHODOLOGYFOR MY PROJECT

TIME OF RESEARCH DESGIN : Descriptive

SAMPLE SIZE : 30

SAMPLE UNIT : Executive and non-executive

SAMPLE AREAS : head office, Darbhanga house, CCL

38
DATA COLLECTION

Primary data- In CCL, Primary data & information have been collected through
questionnaire. A set of questionnaire was prepared with well structured questions.

Secondary data- Secondary data were collected from books, website and annual reports
and official records of the CCL.

SAMPLING METHOD:
Survey was done by QUESTIONNARE method.

SAMPLE AREA: RANCHI

SAMPLE UNIT: Officials and Employees of C.C.L

DATA ANALYSIS AND INTERPRETATON

1. ARE YOU HAPPY WITH THE RECUITMENT PROCESSIN YOUR ORGANISATION?

3.2

INTERPRETATION:

 48% EMPLOYEES ARE HAPPY WITH THE RECUITMENT PROCESS.

 152% EMPLOYEES ARE UNHAPPY WITH THE RECUITMENT PROCESS.

39
2. SOURCE WHICH ORGANISATION RECUITS THE EMPLOYEES INTERNAL or EXTERNAL sources.

3.2

INTERPERTATION:

 20% PEOPLE REQUIT FROM EXTERNAL SOURCES.

 80% PEOPLE REQUIT FROM INTERNAL SOURCES.

3. HOW DO YOU FEEL ABOUT INTERVIEW PANEL?

1.4 1.2

3.2 8.2 1st Qtr

2nd Qtr
3rd Qtr
4th Qtr

INTERPRETATION:

 9% EMPLOYEES FEEL POOR ABOUT THE INTERVIEW PANEL.

 12% EMPLOYEES FEEL SATISFIED ABOUT THE INTERVIEW PANEL.
 24% EMPLOYEES FEEL GOOD ABOUT THE INTERVIEW PANEL.
 55% EMPLOYEES FEEL EXCELLENT ABOUT INTERVIEW PANEL.

40
4. ARE YOU HAPPY WITH THE SALARY WHAT YOU OFFERED FROM THE COMPANY?

3.2

INTERPRETATION:

 82% EMPLOYEES ARE SATISFIED WITH HER/HIM SALARY.

 18% ONLY EMPLOYEES AREUNSATISFIED WITH HIM /HER SALARY.

5. COMPANY USE OWN WEBSITE FOR THE RECUITMENT PURPOSE. ARE YOU SATISFIED WITH THIS
SATETMENT?

3.2

INTERPRETATION:

 24% EMPLOYEES ARE UNSATISFIED WITH THIS SATEMENT.

 76% EMPLOYEES ARE SATISFIED WITH THIS SATEMENT.

41
6. :

3.2

INTERPERTATION:

 No off respond in internet recruitment effective is 80%.

 And rest 20% is respondent in internet recruitment is not effective.

7. METHOD OF SELECTION ADOPTED BY ORGANISATION TO RECRUIT THE PEOPLE:

Sales
1.2
1.4 1st Qtr
2nd Qtr

8.
3rd Qtr
3.2 4th Qtr

2
INTERPRETATION:

Every organization recruit employee from different method.

 30% employees are told that personal interview is adopted.

 40% tell that aptitude test is adopted.
 7% respond group discussion is adopted for recruit the people.
 23% employee tells that personal interview and aptitude test both are adopted by the company.
 0% responds in telephonic interview.

42
8. ARE YOU SATISFIED WITH THE TECHNIQUS OF RECUITMENT AND SELECTION PROCEES IN YOUR
ORGANISATION?

16
53% 14
47%

INTERPRETATION:

 58% EMPLOYEES ARE UNSATISFIED WITH THIS STATEMENT.

 42% EMPLOYEES ARE SATSFIED WITH THIS STATEMENT.

9. Parameter for selecting a candidate according to present requirement.

(1 Being the highest)

C0MMUNICATION:

40%
37%
35%

30%
NUMBER OF RESPOND

25% 23%
20%
20%

15%
10% 10%
10%

5%

0%
1 2 3 4 5
RANK

INTERPRETATION:

43
10% employees rank communication skill is 1st.

23% employee rank 2nd.

37% employee rank 3rd.

20% employee rank 4th. And

10% employee rank 5th

QUALIFICATION:

70%
63%
60%

50%
NUMBER OF RESPOND

40%

30%
24%
20%

10%
10%
3%
0%
1 2 3 4 5
RANK

INTERPRETATION:

10% rank 1st qualification.

0% respond on 2nd rank.

3% employees rank qualification 3rd.

10% rank this 4th. And

24% rank qualification 5th.

CONFIDENCE:

44
 35% 33%

30%

25% 23%
NUMBER OF RESPOND

20%
17% 17%
15%

10%
10%

5%

0%
1 2 3 4 5
RANK

INTERPRETATION:

10% Employees rank confidence 1st.

34% rank this 2nd.

17% rank this 3rd.

17% employee’s rank 4th. And

23% rank this 5th.

LANGUAGE SKILLS:

50%
45% 43%
40%
35%
NUMBER OF RESPOND

30% 27%
25%
20%
15% 13%
10%
10% 7%
5%
0%
1 2 3 4 5
RANK

45
INTERPRETATION:

7% Employees rank language skill 1st.

13% rank this 2nd.

10% rank it 3rd.

43% rank this 4th. And

27% rank this 5th.

CONVINCING SKILLS:

60%

50%
NUMBER OF RESPOND

40%

30%

20%

10%

0%
1 2 3 4 5
RANK

INTERPRETATION:

0% Employees responds 1st rank.

13% employees rank convincing skill 2nd.

17% rank 3rd.

20% employee’s rank 4th.

50% employee’s rank 5th.

CONVENCING SKILLS:

46
 60%

50%
50%
NUMBER OF RESPOND

40%

30%

20%
20% 17%
13%
10%

0%
0%
1 2 3 4 5
RANK

INTERPRETATION:

0% Respond communication skills 1st.

13% rank this 2nd.

17% rank this 3rd.

20% rank this 4th.

50% rank 5th convincing skills.

47
lf
O
p
u
s
id
a
C
o
5
7
2
1V
n
o
c
t
r
e
10. RECRUITMENT PROCESS FOR DIFFERENT GRADES OF EMPLOYEES?

INTERPRETATION:

t n


't
e
h
5
6
%
2
r
78% Employees tell that in CCL there are different recruitment process for different grades of
employees
And 25% respond there is no different recruitment process for different grades of employees.

11. TECHNOLOGICAL SUPPORTS FOR THE PROCESS OF RECRUITMENT:

INTERPRETATION:

Some organization use technological supports for the process of recruitment.

 13%Enployee tell that telephone is use for recruitment.

48
4
ti
e
m
o
s
%
9
c
n
y
r
a
6
4
%
5



13%tell that videos conferencing is use for recruitment.
47% respond that online support.
27% employee can’t say about this statement.

12. HR department’s performance in recruitment and selection.



p o o r
EAxdceeql luea n
3246

INTERPRETATION:

INTERPRETATION:

s
e
y
N
o
0 %
4%%
tet

36% EMPLOYEES SAY THAT THE PERFORMANCE OF HRD IN POOR

44% EMPLOYEES SAY THAT THE PERFORMANCE OF HRD IN ADEQUTE.
20% EMPLOYEES SAY THAT THE PERFORMANCE OF HRD IN EXCELLENT.

13. Physical examination necessary after final interview.

1  46% of employee believes that physical examination is necessary after final interview.
 49% says sometime physical examination is necessary after final interview.
49
Y
X
E
M
A
S
T
6
4
O
N
%
2
1  15% think that it is not necessary.

14. Employee thinks about recruitment and selection procedure in CCL.

INTERPRETATION:
13%

87%
SATISFACTORY
UNSATOSFACTORY

 89% Employee think that the recruitment and selection procedure in CCL is satisfactory.
 11% think that it is not satisfactory.

15 .The procedures adapted for recruitment and selection of employee enables to give at the right person
right job.

INTERPRETATION:

 42% Respond on the recruitment and selection procedure enables to give at the right person right
job.
 12% tell not able to give right person right job.
 46% employee think to same extent it is enable.

50
 FINDINGS
 To large extent recruitment policy is helpful in archiving the goals of the company.
 A mostly external source is used for recruit the employee.
 Employees agree to some extent that internet recruitment is effective.
 Present recruitment process needs improvement in terms of its procedure.
 The company do utilizes company’s website for the recruitment process and for
finding the talent candidate.
 E- recruitment provide an innovative cost efficient and effective recruitment
system.
 E-recruitment dramatically reduces paper work and administration work.

LIMITATION OF THE SURVEY

 As the sample size was small hence conclusion cannot be generalized.

 Unwillingness and inability of respondents to provide information.
 As the strength of the company is big it was not possible to draw sample from
each and every department.

51
 RECOMMENDATIONS

After analyzing the collected data the following recommendation were made to
improve the present recruitment and selection scenario in the organization.
 First of all the management should review their recruitment policy and look for
the areas of improvement for ensuring the best hiring.
 Recruitment management systems should helps to incorporate and integrate
the various links like application system on the official website of the company
the unsolicited application outsourcing recruitment the final decision making to
the main recruitment process.
 Recruitment manager system should help to reduce the time per hire and cost
per hire.
 Management should structure and systematically organize the entire
recruitment process.
 Recruitment management system should facilitate faster unbiased accurate
and reliable processing of application from various applications.
 Recruitment management system should maintain an automated active
database of the applicants facilitating the talent management and increasing
the efficiency of recruitment process.
 Management should follow a systematic process of HR planning.
 Internal promotion should be done on regular basis during specified time
period.
 Recruitment management process should help to communicate and create
healthy relationships with the candidates’ process.
 Induction should be properly done for selected candidates.
 Physical examination and reference check should be given due consideration
after selecting a candidates.
 Effectiveness of the selection process should be evaluated on regular basis for
ensuring availability of competent and committed personnel. In order to do so,
a periodic audit can be done.

52
 CONCLUSION:

Every company looks for an employee who can work effectively. They are in
search of a person who has the maximum skill required for the job. After selecting
the right person company main aim is to place that person at the right job. The
main strength of any company is its employee. Effective worker are the best route
to success for this reason a company strives to attract and hire the best and to
provide best place to work.
Some of the biggest and most constant challenge that plague organization is
people related because they don’t give more emphasis on getting the recruitment
process right .If they get the right person in the right line and many other
business benefit are immediate tangible and significant.
CCL has competent and committed workforce still there are scope for more
improvement .To ensure that company recruit the right people it has to identify
essential skill and behavior that applicant should demonstrate for each position
there should be a job description outlining typical duties and responsibilities and a
person specification defining personal skill and competences .The emphasis
should be on matching the needs of the applicants. This would minimize
employee turnover and enhance satisfaction.
It is important for the company to have a clear and concise recruitment policy in
place which can be executed effective to recruit the best talent pool for the
recruitment selection of the right candidates at right place quickly creating a
suitable recruitment policy is the first step in efficient hiring process. A clear and
concise recruitment policy help to ensure a sound recruitment process. The
recruitment management system should be such that it helps to save the time
and cost of the HR recruiters in company and improving the recruitment process

53
 BIBLOGRAPHY

 BOOKS REFERED:

 Human resource management (C.B. GUPTA)

 WEBSITE REFERED:

 www.google.com
 www.wikipedia.com
 www.centralcoalfield.in
 www.ccl.gov.in

54
 QUESTIONNAIRE

QUESTIONNARE ON “ A RECURITMENT & SELECTION PROCES ”

HELLO SIR / MA’AM
My name is CHANDRA PRAKASH and I am pursuing BBA from GOSSNER COLLEGE
RANCHI
I am an intern in CCL and doing a project on Study of Recruitment and Selection
Process .
I am conducting a survey which is based on the employee attitude level to NEE/IR-L
department. It will be very helpful if You spend your precious time in filing up this
questionnaire so that I can collect the data and complete my project which will
reflect the current status of all facilities provided by CCL to its employee.

THANK YOU

PERSONAL DATA

(a) Name :

(b) Designation :

(c) Gender : Male ( ) Female ( )

(d) Experience : 0-5yrs ( )5-10yrs ( )10-15Yrs ( ) Above 15Yrs( )

Kindly rate the question from 1 to 15 as per the following scale:

1. Are you happy with the recruitment process?

a) Yes ( ) b)No( )

c) To some extent ( )

2. Through which sources your organizations recruit the employee?

a) Internally ( )b) Externally ( ) c) Both ( )

55
3 How are you feel about your interview panel?
(a) Poor ( )
(b) Satisfied ( )
(c) Good ( )
(d) Excellent ( )

4 Are you happy with the salary what you offered from the company?

(a) Yes ( )
(b) No ( )

5 Company use own website for the recruitment purpose. Are you satisfied with this
statement?

(a) Yes ( )
(b) No ( )

6 Is internet recruitment is effective in your opinion?

(a) Yes ( )
(b) No ( )

7 What was the method of selection adapted by you to recruit the people?

(a) Telephonic interview ( )

(b) Personal interview ( )
(c) Aptitude test ( )
(d) Group discussion ( )
(e) Any other ( )

8 Are you satisfied with the techniques of recruitment and selection process in your
organization?

(a) Satisfied ( )

(b) Unsatisfied ( )

9 What are the parameters for selecting a candidate according to your present
requirement ? (rate from 1-5 and 1 being the highest)

PARAMETERS 1 2 3 4 5
Communication
skills
Qualification
Confidence
Language skills
56
 Convincing
skills

10 Do you follow different recruitment process for different grades of employees?

(a) No ( )
(b) Yes ( )

11 Do you take any technological support for the process of recruiting?

(a) Telephone ( )
(b) Video conferencing ( )
(c) Online support ( )
(d) Other please specify ( )

12 How would you rate the HR department’s performance in recruitment and selection?

(a) Poor ( )
(b) Adequate ( )
(c) Excellent ( )

13 Is the physical examination necessary after final interview?

(a) Yes ( )
(b) No ( )
(c) Sometime necessary ( )

14 How do you think about recruitment and selection procedure in your company?

(a) Satisfactory ( )
(b) Unsatisfactory ( )

15 Does the procedure adopted for recruitment and selection of employees enables to
give at the right person right job?

(a) Yes ( )
(b) No ( )
(c) To some extent ( )

16 How well are the organization’s affirmative action needs clarified and
supported in the selection process?
a. Poor
57
b. Adequate
c. Excellent

17. Is the organization doing timeliness recruitment and Selection process.

a. Yes
b. No

18. Does HR provides an adequate pool of quality applicants ?

a. Yes
b. No

19. Rate the effectiveness of the interviewing process and other selection
instruments, such as testing?
a. Poor
b. Adequate
c. Excellent

20. Does the HR team act as a consultant to enhance the quality of the applicant pre-
screening process?
a. Yes
b. No

21. Does HR train hiring employees to make the best hiring decisions?
a. Yes
b. No

22. Rate how well HR finds good candidates from non-traditional sources when
Necessary?
a. Poor
b. Adequate
c. Excellent

23. How would you rate the HR department’s performance in recruitment and
selection?
a. Poor
b. Adequate
c. Excellent

24. Does the HR Department is efficient in Selection Policy of the employees ?

a. Yes
b. No

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25. Does the HR maintains an adequate pool of quality “protected class” applicants?
a. Yes
b. No

26. Since how many years have you been working with this organization?
a. 0-5 Years
b. 5-10 Years
c. 10 to 15 Years
d. More than 15 Years

27. Does the organization clearly define the position objectives, requirements and
candidate specifications in the recruitment process ?
a. Yes
b. No

28. Which of the following methods of recruitment did you use for your
recruitment ?
a. Employee referrals
b. Advertisement in local and national papers
c. Govt. employment exchange d.
Professionals journals
e. Recruitment consultants

29. How much time did company take to respond to your application ?
a. Less than 5 days
b. 5-10 Days
c. 10-15 Days
d. 15-20 Days
e. More than 20 Days

30. For internal recruitment , are the vacancies declared publicly ?

a. Yes
b. No

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